Job description
- Assists the CHRO in identifying ways to support the organization’s mission through talent management.
- Identifies key performance indicators for the organization’s human resource and talent management functions; assesses the organizations success and market competitiveness based on these metrics.
- Constantly reviews Chimes’ policies and procedures and makes recommendations to ensure best practices in all related area including benefit and retirement programs, employment relations, Title IX, recruiting, compensation, state and federal regulations, HRIS, and labor contract administration.
- Researches, develops, and implements competitive compensation, benefits, performance appraisal, and employee incentive programs.
- Assists in providing guidance and leadership to the human resource management team; assists with resolution of human resource, compensation, and benefits questions, concerns, and issues.
- Ensures compliance with employment, benefits, insurance, safety, and other laws, regulations, and requirements.
- Maintains knowledge of laws, regulations, and best practices in employment law, human resources, and talent management.
- Assists in drafting and implementing the organization’s staffing budget and the budget for the HR department.
- Helps manage the organization’s unemployment compensation responsibilities.
- Oversees and conducts internal investigations related to allegations of fraud, harassment, bullying, discrimination, and other policy violations.
- Supervises direct reports as assigned.
- Creates forms and reports as necessary.
- Assists as needed with the annual performance appraisal process.
- Assess and identify learning and development needs and solutions for specific executive or leadership roles.
- Designs leadership development programs and/or supporting development initiatives: develop curriculum, content, tools and processes to build leadership capability in alignment with organizational business objectives.
SECONDARY FUNCTION(S):
- Performs other duties as assigned.
REQUIREMENTS:
EDUCATION:
- Bachelor’s degree in Human Resource Management or related field from an accredited college or university required.
- Master’s degree in the same preferred.
EXPERIENCE:
- 10+ years of human resource experience.
- 5+ years of HR supervisory experience.
- Experience in the field of intellectual disabilities or behavioral health preferred.
- HR certification at a senior level.
- Excellent verbal and written communication skills.
- Excellent interpersonal and conflict resolution skills.
- Excellent organizational skills and attention to detail.
- Strong analytical and problem-solving skills.
- Strong supervisory and leadership skills.
- Thorough knowledge of employment-related laws and regulations.
- Knowledge of and experience with varied human resource information systems.
- Excellent research skills.
- Superior Microsoft Office skills.
- Must have an acceptable driving record as determined by criteria established by the Agency’s insurance carrier and by Agency policy.
NOTE: At the discretion of the Personnel Officer, additional related experience and/or education may be substituted in lieu of the requirements specified above under Education and Experience.
Equal Opportunity Employer/Protected Veterans/Individuals with Disabilities
The contractor will not discharge or in any other manner discriminate against employees or applicants because they have inquired about, discussed, or disclosed their own pay or the pay of another employee or applicant. However, employees who have access to the compensation information of other employees or applicants as a part of their essential job functions cannot disclose the pay of other employees or applicants to individuals who do not otherwise have access to compensation information, unless the disclosure is (a) in response to a formal complaint or charge, (b) in furtherance of an investigation, proceeding, hearing, or action, including an investigation conducted by the employer, or (c) consistent with the contractor’s legal duty to furnish information. 41 CFR 60-1.35(c)
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