The Human Resources Director is directly responsible for the overall administration, coordination and evaluation of the human resource function and quality departments. This position ensures implementation of human resources and quality policies, programs and procedures. Advises management and employees on issues or problems relating to human resources. Provides or oversees all areas of human resources, including compensation, benefits, employee relations, labor relations, recruitment affirmative action, training, employment law compliance, workers' compensation and safety. Oversees the quality team and provides support to the QI Manager/Supervisor to ensure that the agency is meeting required mandates of a variety of regulatory and funding bodies.

Essential Functions (in a typical work week): The following list represents the essential responsibilities (functions) of the position. It does not, however, represent all of the duties the position may be asked to perform.

• Annually reviews and makes recommendations to executive management for improvement of the organization's policies, procedures and practices on personnel matters.
• Maintains knowledge of industry trends and employment legislation and ensures organization's compliance.
• Maintains responsibility for organization compliance with federal, state and local legislation pertaining to all personnel matters.
• Communicates changes in the organization's personnel policies and procedures and ensures that proper compliance is followed.
• Assists executive management in the annual review, preparation and administration of the organization's wage and salary program.
• Coordinates or conducts exit interviews to determine reasons behind separations.

Consults with legal counsel as appropriate, or as directed by Executive Director, on personnel matters.

• Recommends, evaluates and participates in staff development for the organization. Develops and maintains a human resource information system that meets the organization's personnel information needs.
• Supervises the staff of the human resources department.
• Participates on committees and special projects and seeks additional responsibilities.
• Fosters a positive environment and works with Directors and employees to address any employee relations issues. This may include development and maintenance of recognition programs, coaching Directors and department heads about how to proactively address and resolve issues and respond promptly and professionally to investigations and grievances.
• Develops and maintains an effective recruitment and retention program, including a comprehensive new employee orientation process.
• Administers all health, welfare, and retirement benefits for employees. This includes initial enrollment, plan design, open enrollment, FMLA/OFLA, ACA compliance, and functioning as liaison between employees and carriers.
• Acts as ADA Coordinator and EEO Compliance Officer.
• Offers suggestions, assists in annual planning and budgeting as part of the financial processes.
• Effectively develops and manages the HR department's budget.
• Will be responsible for contracting for services such as benefit contracts, etc.
• Supervises the staff of the Quality Improvement and Assurance department
• Assists the Quality Manager/Supervisor in coordination MCCFL’s response to audits by State agencies, CCO’s and other regulatory bodies.
• Final oversight of final reporting for all data, auditing outcomes, state mandated deliverables and corrective action reporting to the agency CCO’s and regulatory bodies.
• Reviews and reports out on data analysis pulled by the QI department
• Participates in CCO contractual negotiations

Secondary Functions (in a typical work week):

The HR Director works closely with the Finance Director, and Executive Director to promote a positive work environment. While the HR Director must be able to successfully work independently, there must be close and ongoing communication regarding the adherence to established protocol and creation or revision of policies and work expectations. The HR Director is expected to exercise judgment when addressing and resolving issues and be able to appropriately recognize when outside assistance or legal opinion is needed. The HR Director is authorized to spend budgeted departmental funds. The position may directly or indirectly supervise administrative personnel.

Labor Unions:

Serves on labor negotiations team with labor attorney.

Responsibility/Accountability: This section of the job description describes the amount and breadth of responsibility and accountability that rests with the position, including the expected results of the position, the impact on operations and activities, and the responsibility for budget. Define impact on operations, program outcomes, and expense or budgetary outcomes. Responsibility for the prudent use of assets, including material, equipment, or labor, is significant, and extends to multiple work units or departments. Program and policy development, which could be significant, is also part of the job responsibilities.

Job Specifications of the Classification: This section of the job description outlines the education, previous experience, professional licenses, certifications, and specific skills necessary to perform the assigned work.

Positions at this level require abilities, skills, training, and/or a knowledge base equivalent to a seasoned level professional.

• Education will typically include a four-year degree and positions will typically require 3-6 years of directly related experience.
• Knowledge of multiple business areas and skills are required by the positions. Work may be in a more generalized professional role or specialized in one particular function where in-depth understanding is required.
• Capabilities include reasoning, exercise of sound judgment, ability to draw conclusions with limited information, and to forecast or envision future needs and opportunities.

Below is an outline of the specific Education type, Experience type or licensure/certification that is required for this role. MCCFL will also consider any equivalent combinations of the qualifying criteria.

• A Bachelor's degree in Human Resources, Business Administration, Public Policy or any related degree program is preferred.
• Five to seven years' related experience in a Human Resources management level position required; significant Labor/Employee relations experience in a unionized setting.
• Professional HR certifications preferred. Additional certifications in public sector or government-based organizations is recommended as well.

Job Type: Full-time

Pay: $99,364.00 - $107,472.00 per year

Benefits:

• Dental insurance
• Employee assistance program
• Flexible spending account
• Health insurance
• Life insurance
• Vision insurance

Schedule:

• Monday to Friday

Education:

• Bachelor's (Preferred)

Experience:

• Employment & labor law: 5 years (Preferred)
• Union: 2 years (Preferred)
• HR Management Level: 5 years (Required)

Work Location: One location

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