Director of Human Resources

Job Description

Job Description

Position Description : ORGANIZATION AND PURPOSE

Workforce Solutions Alamo is a nonprofit organization that serves as the leadership and governing body for the region's workforce development system. Workforce Solutions Alamo is responsible for $200 million budget consisting of local, state, and federal funds. Our mission is to work to strengthen the Alamo regional economy by growing and connecting talent pipelines to employers. The core values of Integrity, Excellence, Innovation, Collaboration, and Accountability guide us.

Workforce Solutions Alamo is governed by a 27-member Board of Directors that reflects the diverse constituencies of the regional community : business, economic development, education, labor, community organizations, and government. Our service area includes the counties of Atascosa, Bandera, Bexar, Comal, Frio, Gillespie, Guadalupe, Karnes, Kendall, Kerr, Medina, McMullen, and Wilson.

GENERAL DESCRIPTION

The Human Resources Director plays a key leadership role within the agency, reporting to the Chief Executive Officer. The Director leads, directs, and develops the agencys human resource policies, activities, and staff, ensuring legal compliance by implementing the organizations mission of Strengthening the Alamo regional economy by growing and connecting talent pipelines to employers. The Director leads by displaying Accountability, Collaboration, Innovation, Excellence, and Integrity.

ESSENTIAL DUTIES AND RESPONSIBILITIES

\tAdministers the compensation program to ensure compliance and equity.

\tAdministers the benefits program and annually reviews benefits plans and proposals for executive review.

\tMonitors changes to statutes and regulations; maintains employee handbook.

\tOversight of Human Resources correspondence and reports.

Professional Employer Organization (PEO) Liaison :

\tAdministration of all benefit plans, including enrollments, changes, and terminations.

\tComplete the employer portion of Form I-9, verifies I-9 documentation, and maintains I-9 files.

\tIn partnership with the PEO, develop, prepare, generate, and analyze ongoing and ad-hoc special reports about employee personnel information and data, including issues such as benefits costs, staffing levels / deployment, turnover, absenteeism, recruitment, applicant tracking, affirmative action / EEO, compensation, promotions, etc.

\tEffectively utilize the relevant HR Information Systems to obtain, store, and analyze pertinent data and information.

\tManage new staff recruitment, interviewing, hiring, and training.

Employee Management :

\tAnnually maintain and review job descriptions for managers, directors, and the WSA executive leadership team.

\tManage the annual performance review process for all employees.

\tProcesses, verifies, and maintains documentation relating to personnel activities such as staffing, recruitment, training, grievances, performance evaluations, and classifications.

\tFacilitate and manage employee discipline and termination in accordance with the company policy, PEO procedures, and legal guidance.

\tConducts fact-finding investigations at the request of management; reports results and makes recommendations for subsequent action to minimize organizational risk.

\tMediate disputes between employees and their supervisors, escalating to directors and the CEO as appropriate.

Agency Support Functions :

\tOversee internal communication and team-building activities, fostering a supportive work environment in which the HR Director will play a key role.

\tAdminister annual employee engagement survey and analyze results.

\tOversee the daily workflow of the HR department and its budget.

\tOperate with an open-door policy, fostering open communication and ensuring that every employee feels heard and understood.

\tCollaborates with senior leadership to understand the organizations goals and strategy related to staffing, recruiting, and retention.

\tMonitors and ensures the organizations compliance with federal, state, and local employment laws and regulations.

\tMaintains knowledge of trends, best practices, regulatory changes, and new technologies in human resources, talent management, and employment law.

\tDevelops and implements departmental budget.

\tFacilitate professional development, training, and certification activities for staff, providing growth opportunities, and ensuring that every employee feels empowered and invested in their growth.

\tPerforms other duties as required.

SUPERVISORY RESPONSIBILITIES

Supervises the department's daily workflow, including any departmental support, such as part-time or full-time staff, interns, or contractors. This may involve delegating tasks, monitoring performance, and evaluating it according to agency expectations.

GENERAL / ORGANIZATIONAL COMPETENCIES

Quality / Compliance : Achieving a standard of excellence with our work processes and outcomes, honoring WSA policies and all regulatory requirements.

Communication : Balancing listening and talking; speaking and writing clearly and accurately; influencing others; and keeping others informed.

Initiative : Taking ownership of our work, doing what is needed without being asked, following through.

Efficiency : Planning, managing time well, being on time, being cost-conscious, and thinking of better ways to do things.

Customer Focus : Striving for high customer satisfaction, going out of our way to be helpful and pleasant, making it as easy as possible for the customer rather than our department or Workforce Solutions Alamo (WSA).

Collegiality / Collaboration : Being helpful, respectful, approachable, and collaborative, cooperating with others, inside and outside the organization, to accomplish objectives to build and maintain mutually beneficial partnerships, leverage information, and achieve results.

Integrity / Transparency : Upholds social, ethical, and organizational norms and values; firmly adheres to codes of conduct and ethical principles; behaves consistently, and is open, honest, and trustworthy; acts without consideration of personal gain.

Continuous Learning & Self Development : Being receptive to feedback, willing to learn, embracing continuous improvement, proactively investigating new perspectives, approaches, and behaviors.

People Management (for those with direct reports) : Setting clear expectations, reviewing progress, providing feedback and guidance, holding people accountable.

Problem Solving : Identifies problems and uses logic, judgment, and data to evaluate alternatives and recommends solutions to achieve the desired organizational goal or outcomes.

Decision Quality : Makes sound decisions that consider objectives, risks, implications, and agency and governmental regulations.

GENERAL QUALIFICATIONS

To perform this job successfully, the individual must satisfactorily perform each essential job duty. The requirements listed below represent the knowledge, skills, and / or abilities required. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions.

KNOWLEDGE, SKILLS, AND ABILITIES

\tAbility to function well in a high-paced and, at times, stressful environment.

\tAbility to prioritize tasks and to delegate them when appropriate.

\tAbility to adapt to the needs of the organization and employees.

\tExcellent interpersonal, negotiation, and customer service skills.

\tExcellent organizational skills and attention to detail.

\tExcellent time management skills with a proven ability to meet deadlines.

\tProficient with Microsoft Office Suite or related software.

\tProficiency with or the ability to quickly learn the organizations HRIS and talent management systems.

\tStrong research, analytical, and problem-solving skills.

\tStrong supervisory and leadership skills.

EDUCATION AND EXPERIENCE

A bachelor's degree from an accredited college or university with major coursework in Human Resources Management, Business Administration, Communications, or a related field is preferred. An equivalent combination of education, experience, training, and / or certifications may supplement education requirements as approved by the agency.

Preferred experience includes three to five years of progressive responsibility in human resources, with significant experience in managing employee relations, recruitment, and benefits administration, preferably within a workforce development system. Accreditation by the Human Resources Certification Institute (HRCI) or the Society for Human Resource Management (SHRM) is preferred.

OTHER QUALIFICATIONS

\tMust be legally eligible to work in the United States.

\tMust be available to work on-site in San Antonio

\tWill require occasional in-region and out-of-region travel; Must have proof of a valid drivers

license and current auto insurance; must provide own transportation when on company business.

PHYSICAL DEMANDS and WORK ENVIRONMENT

The physical demands described here are representative of those required of an employee to perform the essential functions of this job successfully. Reasonable accommodation may be made to enable individuals with disabilities to perform the essential functions.

Workforce Solutions Alamo is an equal opportunity employer / program. Auxiliary aids and services are available upon request to individuals with disabilities. The position will close when filled.

Equal Opportunity Employer