Director of Human Resources

The Director of Human Resources (HR) provides executive-level leadership and guidance

to the organizations HR and payroll operations and is responsible for setting, enforcing, and

evaluating legally compliant human resources policies, procedures, and best practices, and

identifying and implementing long-range strategic goals. This role works closely with the

Executive Leadership of MMH and the Grand Lodge and is responsible to manage and provide

consultation on and oversight to recruitment, performance improvement and management,

organizational development, employment and compliance issues, employee relations, policy

evaluation and development, benefits and leave administration and planning, employee wellness and health initiatives worker’s compensation, employee engagement, payroll, procedures, training and development and budget development.

Supervisory Responsibility:

Human Resources Coordinator/Customer Service Associate (Receptionist)

Essential Duties/Major Accountabilities:

General HR Duties:

• Designs, evaluates and implements Human Resources programs and initiatives. Monitors administration to established standards and procedures. Identifies opportunities for improvement and resolves any discrepancies.
• Oversees and manages the human resources department. Encourages and assists with the ongoing development of the Human Resources staff.
• Works with the ED and Controller to develop and monitor an annual budget that includes Human Resources and Payroll services, employee recognition, recruitment, hiring education, legal services and benefits.
• Selects and oversees the services of labor relations counsel, insurance representatives and providers and coordinates and evaluates company use of insurance brokers, insurance carriers, and other outside related resources.
• Conducts a continuing study of all Human Resources policies, programs, and practices and keeps management informed of new developments and provides them with consultation as necessary.
• Leads the evaluation and development of department goals, initiatives and systems.
• Directs and oversees the preparation and maintenance of such reports as are necessary to carry out the functions of the department. Prepares periodic reports for management, as necessary or requested, to track strategic goal accomplishment.
• Develops and administers programs, procedures, policies and guidelines to help align the staff with strategic goals of the organization.
• Participates in executive, management, and company staff meetings and attends other meetings and seminars. Participates in committees as assigned or requested
• Working with the ED and the Grand Secretary, the Director of Human Resources plans and make recommendations to employee benefit and wellness programs and to employee recognition events.

Payroll

• Provides oversight and guidance to the HR staff on evaluating, implementing, managing of payroll processing systems to ensure timely and accurate processing of payroll transactions including salaries, benefits, garnishments, taxes, and other deductions. Ensures accurate and timely processing of payroll updates including new hires, terminations, and changes to pay rates.
• Assist the HR staff with payroll data entry and timely payroll processing
• Assist the HR staff with payroll reporting and audits and payroll communication
• Assists employees with payroll related issues in the absence of HR staff

HRIS

• Evaluates and manages the development and maintenance of the HRIS/Payroll systems as well as other systems that relate to recruitment, benefits and pre-employment.
• Assists with creating and managing social media postings for MMH.
• Utilizes (HRIS) to the company's recordkeeping and management advantage. Evaluates HRIS systems periodically for efficiency, works with HRIS account managers in identifying and implementing new products and platforms within the systems to fit organizational needs.

Training and Development

• Identifies and creates Human Resources Training Programs for staff and leadership based on organizational needs and as required by law. Creates and provides necessary education and materials to managers and employees including workshops, manuals, employee handbooks, and standardized reports.
• Manages the implementation and utilization of the performance management platform that includes 90-day evaluations, annual evaluations as well as review and consult with managers on PIPs and employee coaching opportunities.
• Assists with implementation of a learning management system (LMS) that addresses company required employee training needs including new employee orientation, management development, and works with the staff development coordinator in design and evaluation of such training plans.
• Assists managers with the selection of training programs and and provides resources to managers on external training.

Recruitment

• Establishes and oversees the recruitment and hiring practices and procedures necessary to recruit and hire a superior workforce. Assist with ATS management and creating and placing recruitment ads on Company Social Media sites.
• Oversee pre-employment processes and provides guidance to HR staff with pre-employment issues.
• Screens interviews management- and executive-level candidates; make recommendations to the hiring managers accordingly.
• Advises hiring managers on candidate selection and recruitment/hiring best practices.

Employee Relations

• Formulates and recommends Human Resources policies and objectives for the company with regard to employee relations.
• Partners with management-level to communicate Human Resources policies, procedures, programs and laws. Provides education to management and staff on the above as necessary.
• Review, update, and maintain the MMH Employee Handbook to ensure it reflects current laws, policies, and organizational culture.
• Communicate handbook updates and policy changes to the workforce in a way that fosters understanding and engagement.
• Determines and recommends employee relations practices necessary to establish a positive employer-employee relationship and promote a high level of morale and motivation.
• Conducts thorough and confidential investigations when employee complaints or concerns are brought forth.
• Monitors and advises managers and supervisors regarding disciplinary actions and reviews all disciplinary actions prior releasing it to the employees. Monitors the implementation of a performance improvement process with non-performing employees and assists with creating PIPs.
• Reviews, guides, and approves management recommendations for employee terminations and informs the ED as necessary.
• Involved the implementation of company safety, infection control and health programs. Monitors the tracking of OSHA-required data and preparation of the annual 300 and 300A.
• Reviews employee appeals through the company complaint procedure.
• Works with counsel as needed.

Compensation

• Establishes the company wage and salary structure, pay policies, and oversees the variable pay within the company including bonuses and raises. Makes recommendations to the ED, Grand Secretary and the Controller on pay structure and increases.
• Leads competitive market research to establish pay practices and pay bands that help to recruit and retain superior staff. Evaluates salary ranges against market data and minimum wage increases and creates reports and recommendation on salary ranges and minimum wage and market increases.
• Monitors all pay practices and systems for effectiveness and cost containment.
• Assist the HR staff with salary survey participation.
• Provides guidance on new hire compensation as necessary
• Evaluates new or existing positions against market data and FLSA standards

Benefits and Wellness

• Manages the MMH benefit platform, employee enrollments, changes and terminations and benefits issues. Communicates with brokers and administrators as necessary to resolve benefit issues.
• Oversees distribution of required benefit communication and packages to employees and terminated employees.
• Works with health insurance brokers on designing and developing cost-effective, employee serving benefits; monitors national benefits environment for options and cost savings.
• Identifies and implements Wellness initiatives and provides education to staff on wellness and insurance costs
• Leads the development of and actively participates in open enrollment design and implementation, benefit education, 401(k) enrollment, 401(k) audit and other benefits training.
• Recommends changes in benefits offered, especially new benefits aimed at employee satisfaction and retention.
• Evaluates and make recommendations based on information provided on new vendors, systems and processes.

Leave and Worker’s Compensation

• Communicates with employees regarding their needs for leave and/or modified work schedules. Ensures that employees are aware of their responsibilities and of any documentation and notice required to qualify for and to take leave.
• Handles the FMLA or Worker’s Compensation leave administration process from the employees initial notice of the need for leave to the return to work. This includes gathering and completing all required paperwork, determining leave eligibility, designating leave as FMLA-qualifying, requesting medical certification as needed, and tracking intermittent, continuous and reduced schedule leave use in payroll and HRIS systems
• Maintains reasonable communication with employees on leave to facilitate smooth and timely return to work; relays communication between employees and their managers during leave within reason.
• Advises managers and employees on the interaction of leave laws with paid time off, workers compensation, and short-term and long-term disability benefits.
• Oversees the return-to-work process for employees returning from, extended FMLA, workers compensation, or other leave(s).
• Facilitates other leave requests, which may include accommodation requests under the ADA.
• Administers other company time-off programs as assigned in accordance with internal policy and applicable laws.
• Drafts and/or recommend revisions to company leave policies to ensure compliance with federal, state, and local laws and regulations.
• Maintains complete and accurate records of leave and accommodation requests in accordance with specified legal requirements and documentation of best practices.
• Preserves confidentiality of employee medical documentation and files.

Compliance

• Leads company compliance with all existing governmental and labor reporting requirements including but not limited to the Equal Employment Opportunity (EEO), the ADA, the Family and Medical Leave Act (FMLA), Employee Retirement Income Security Act (ERISA), the Department of Labor, worker compensation, the Occupational Safety and Health Administration (OSHA), and so forth.
• Works with legal counsel to minimize company exposure to lawsuits.
• Directs the preparation of information requested or required for compliance with laws. Approves all information submitted. Serves as the primary contact with the company employment law attorney and outside government agencies.
• Protects the interests of employees and the company in accordance with company Human Resources policies and governmental laws and regulations

Organizational Development and Engagement

• Responsible for overseeing and planning responsibilities for employee recognition. This position will coordinate a wide range of programs and services designed to support a positive work environment for the employees of the Community.
• Manage and/-or support special events such as appreciation weeks, holiday meals, and the employee service awards. Oversee the distribution of specialty items as part of internal celebrations and recognition.
• Work with employees at all levels including leadership regarding employee recognition such as STAR and SPOT Awards and other special employee recognition initiatives. Work with outside vendors to identify opportunities to expand and enhance the organization s ability to recognize and support its employees.
• Manage employee communication and feedback through such avenues as company meetings, employee surveys, newsletters, employee focus groups, one-on-one meetings etc.
• Keeps the ED, the Grand Secretary and the executive team informed of significant problems that jeopardize the achievement of company goals, and those that are not being addressed adequately at the line management level.
• Identifies and monitors the organization's culture so that it supports the attainment of the company's goals and promotes employee satisfaction.
• Other duties as assigned
• Please note this job description is not designed to cover or contain a comprehensive listing of activities, duties or responsibilities that are required of the employee for this job. Duties, responsibilities and activities may change at any time with or without notice.

Minimum Required Qualifications:

• Minimum of a Bachelor's degree or equivalent in Human Resources, Business, Organization Development, Master’s Degree strongly preferred
• Ten plus years of progressive experience in a variety of Human Resources positions. Min 5 years in progressive leadership experience
• Specialized training or demonstrated expertise in employment law, compensation, organizational planning, organization development, employee relations, safety, training, and preventive labor relations strongly desired.
• SHRM or HRCI certification is required

Additional Knowledge, Skills and Abilities:

• Broad knowledge and experience in employment law, compensation, organizational planning, organization development, employee relations, safety, and training and development.
• Above average oral and written communication skills.
• Excellent interpersonal and coaching skills
• Demonstrated ability to lead and develop HR staff members.
• Demonstrated ability to serve as a successful participant on the executive management team that provides leadership and direction.
• Demonstrated ability to interact effectively with the Executive Leadership
• Excellent computer skills in a Microsoft Windows environment. Must include Excel and skills in database management and record keeping.
• General knowledge of various employment laws and practices.
• Experience in the administration of benefits, wellness, engagement and compensation programs and other Human Resources programs.
• Evidence of the practice of a high level of confidentiality.
• Excellent organizational skills.

Physical Requirements:

• Work is performed in an interior office, medical/clinical
• Ability to lift, push and pull up to 10lbs and carry 10 lbs.
• This position requires frequent and extended amount of sitting, walking, standing, twisting/turning, reaching, bending and repetitive motions to carry out the job duties.
• Work may involve some exposure to operating circumstances that require following standard or prescribed safety precautions and wearing of PPE.
• Potential exposure to biological hazards including infectious diseases and body fluids