HR Strategy Group is conducting a confidential search for one of our clients in Baltimore, Maryland.  
 
Job Summary
 
The Director of Human Resources will have overall responsibility for the Human Resources function and staff, including Employment Law Compliance, Compensation Planning, HRIS, Benefits Administration, Performance Management, Employee Relations, Recruitment and Strategic Planning, and Training & Development, in addition to providing a high level of service directly to the client's employees. The Director of Human Resources will interface regularly with senior management to strategize regarding Human Capital issues, analyze financial impacts of staff programs and budgets and organizational change. Additionally, the Director will strategically plan to assist the client with attracting and retaining the talent needed to meet current and future organizational goals.  The Director will have a primary role in positioning the client  as an employer of choice  across the state.   This is an exempt –level position and reports to the Chief Executive Officer.
 
Major Duties and Responsibilities:
 
Employee Engagement

• Enhance employee engagement by developing and providing progressive and proactive efforts that encourage effective performance, engagement, and commitment of employees, including the development of progressive and proactive efforts to encourage effective performance; long-term commitment; as well as the short- and long-range health, welfare, and growth of Employees. Integrate into organization's  philosophy and operations leading-edge practices and thought for retaining and motivating a team of highly-engaged Employees for the future.
• Represent organization to prospective employees, customers, the public, as well as community and professional organizations.
• Develop and track metrics to ensure positive employee engagement. 

Talent Management

• Develop on-boarding and talent acquisition strategies for all levels of the organization.
• Use human resources planning models to identify competency and skill gaps.
• Introduce and coordinate ongoing training at various levels to support organizational mission and increasing levels of staff performance

 Compensation & Benefits

• Manage organization's compensation and benefits structure and systems.
• Ensure that compensation philosophy and procedures follow best practices to support equity of salary administration across all levels of staff and management
• Interface regularly with Finance and Payroll departments to maintain timely and effective delivery of compensation and benefits
• Design, review and revise benefit plan designs for all employee benefit plans that provide a highly competitive package while adhering to legal and budgetary guidelines
• Maintain healthy vendor relationships with employee benefit brokers and consulting firms as needed

 HR Management/Employee Relations

• Administer organization's employment function (recruitment, onboarding, performance management, compliance, etc.)
• Ensure that there is a standard process for managing employee relations issues (including the use and development of appropriate templates and ongoing training for managers)
• Develop appropriate HR policies, maintain and revise employment handbook as necessary

 Strategic Planning

• Align Human Resources strategic and operational goals with the organization's Mission and Vision and participate in program development with the senior leadership team.

 HR Information Systems

• Lead efforts to improve use of ADP HR portal (Workforce Now)
• Analyze current ATS (Taleo) and lead efforts to maximize utilization

 HR Team Leadership

• Direct the planning, development, implementation, budgeting, and support of all Human Resources department functions. 
• Provide guidance, coaching and direction for all levels of employees to improve the overall support provided to the organization.
• Administer and manage policies, standards, and practices to ensure fair, consistent and effective operations.

 Employment Law Compliance

• Ensure that the organization is in compliance with all required employment laws including: managing leave requests, EEO-1 filings, VETS-100 filings, completing form I-9, records retention and FLSA.
• Keep abreast of changes in laws that will impact the organization and work with senior leadership to keep them apprised and develop proactive solutions to address the changes.

Preferred Qualifications:

• Bachelor’s degree in human resources, business administration, or related discipline, or equivalent work experience.  Master’s degree in a related field preferred.
• Certification or advanced training in Human Resources (SPHR or SHRM-SCP preferred). 
• 10-12+ years’ experience of strong HR management experience, managing HR functions and related disciplines.
• Experience in collaborating and strategizing with senior level management
• Experience with HRIS systems including ADP Workforce Now, Taleo and SharePoint, preferred. 
• Minimum of 3-5 years supervising a Human Resources staff
• Proficiency in MS Office applications (Word, Excel, Powerpoint, and Outlook).
• Proficiency with various HRIS systems to improve decision making.
• Able to perform in a team-oriented environment.
• Strong organizational skills and the ability to prioritize. 

To Apply
The organization will begin to review applications immediately and continue their work until the position is filled.  Candidates should send 1 document (in MS Word format, please) which contains:  Letter of interest, resume, and salary history (all 3 documents must be included for full consideration).