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Job #1139: Director of Human Resources - New York, NY (5-13-19)

  • Job Title: Director of Human Resources
  • Location: New York
  • Salary: Commensurate with Experience

Summary of Duties, Responsibilities, and Goals:

The Director of Human Resources is responsible for implementing the Human Resources Vision throughout the Company and creating a positive, productive, motivating work environment for the employees.  The Director is responsible for all human resource functions within the organization.  The imcumbent will either directly, or through partnership with the manager of recruitment, provide strategic and hands-on involvement to recruitment, on-boarding, retention, employee engagement, succession planning, leadership development, performance management, compensation and benefits, policies and procedures, HRIS, employee relations, compliance and other related responsibilities.  The Director acts pro-actively to assure compliance with government regulations and statutes pertaining to employment.  The Director will set goals and HR metrics for the department and will analyze results and processes and make improvements in order to support the staff and attain organizational goals.  The Director will be an operational partner to senior management in the attainment of corporate goals.

Essential Functions:

1. Human Resource Planning

Develop and implement short and long term HR strategies and plans that will that will contribute to the company’s ability to achieve its strategic plan, vision, mission and annual goals.

Align the Human Resource Department with the organization

  • Participate in strategic planning process of the organization
  • Determine role of HR in achieving organization’s goals
  • Monitor progress and results of HR goals
  • Evaluate and make adjustments to HR goals as needed

Forecast

  • Determine future company needs in alignment with the organization’s strategic plan and annual business plan (forecast staffing needs, training needs, and other needs on an annual basis)
  • Develop and HR project plan with HR programs, activities and timelines on annual basis
  • Manage HR annual calendar, oversee implementation

Legal and systems review

  • Responsible for pro-actively finding all new laws that impact employment practices, analyzing company impact and making recommendations and implement changes
  • Audit Human Resources policies and procedures at least every two years for compliance; document and communicate any changes to employees; maintain and update employee handbook

Prepare and adminster annual Human Resources Budget

 

2. Employee Experience/Employee Relations

Monitor and conduct employee relations in order to contribute to a quality employee experience, minimize preventable employee turnover and manage risk.

  • Inform/coach employees on matters related to their employment
  • Mediate employee-manager disputes before they become grievances
  • Continually assess and address company wide employee morale and take action to maximize employee productivity and engagement
  • Coach leaders on staff development and staff performance issues
  • Provide coaching on leadership skills and positive supervisory practices
  • Conduct through investiations when called upon
  • Model company values; promote work/life balance
  • Model and reinforce policies with managers and employees, balancing the spirit v. the letter of the law when appropriate

 

3. Performance Management

Coordinate execution of quality performance management systems/tools, including 90-day and annual performance appraisals, development plans and internal assessments, in order to contribute to the ongoing professional development and performance of managers and employees and model/reinforce our company values.

  • Create, implement and monitor performance management systems that maximize employee performance and morale
  • Lead and manage communication and completion of the annual and 90-day performance appraisal process
  • Conduct final review of all employee performance appraisals to ensure that the appraisal are focused on recognizing employee strengths and identifying areas for future development
  • Assist managers in the development of employee development/improvement plans when needed
  • Update, create job descriptions and performance appraisals as needed
  • Execute termination process, paperwork and conduct exit interviews

 

4. Training and Development

Pro-actively leads the needs assessment, training, and development activities in order to improve employee performance and mitigate risks.

  • Conduct organizational analysis of training needs
  • Determine with department managers training objectives and desired results or outcomes
  • Create annual training calendar, determine appropriate trainer, resource
  • Evaluate training for effectiveness, establish follow-up for training
  • Oversees design and implementation of supervisory training programs and employee seminars
  • Conduct training seminars

 

5. Staffing: Manpower Planning, Recruitment, Selection, Orientation

Work with the manager of recruitment to support workforce planning, recruitment, selection, and orientation process, with the objective of hiring, motivating and retaining quality new hires that contribute to the culture and company results.

  • Lead organization through annual and periodic manpower forecasting
  • Oversee recruitment strategy, recruitment source effectiveness, quality applicants, timely fulfillment of job openings and costs efficiency
  • Ensure recruitment and selection systems and tools are effective, aligned with business objectives, and in compliance with relevant laws
  • Assess recruiting metrics and ensures quality, timely, cost effective process
  • Oversee Selection Process Systems
  • Job descriptions, selection guides
  • Application, background check, physical and drug screen, offer, rejection letters

 

6. Oversee the following area to ensure Human Resources and organizational objectives are achieved:

  • Benefits, Workers Compensation, Leaves
  • Payroll, Compensation
  • Policies, HR procedures, and legal compliance
  • Human Resource Information System

 

7. Human Resources Department Leadership

Establish and communicate department goals and objectives, facilitate development of individual goals to meet department objectives, monitor results, motivate and reward staff and develop employees so that the department can meet its goals.

  • Manage staff performance; motivate and develop staff; monitor morale
  • Set department and individual goals; evaluate performance
  • Review and approve all vendor contracts

Perform other duties and assignments as required

 

Education, Prior Work Experience, Specialized Skills, and Knowledge:

  • Must have seven plus years experience as a Human Resource Manager (in a generalist role)
  • Must have a college degree; a degree or certification in Human Resources is preferred
  • Highly prefer union experience
  • Must have HRIS computer skills
  • HR Technical Skills:
    • Human Resource planning, metrics
    • Employee relations and investigations
    • Performance management
    • Recruitment, interviewing, selection, orientation/on-boarding
    • Benefits administration and strategic review & planning
    • Training and development (stand up training experience required)
  • Successful candidates will have samples of the above HR technical skill documents, methods/process and results

Selection Performance Skills:

  • Leadership
    • Demonstrates an ability to guide or direct others toward a specific goal or end.
  • Managing multiple priorities
    • Demonstrates an ability to simultaneously manage a number of different projects to completion; provides service for many people for multiple projects.
  • Self-directed/Self-reliant
    • Demonstrates an ability to work in an independent manner with little direction to accomplish goals; initiates projects.
  • Flexibility
    • Demonstrates an ability to adapt to a variety of internal and external circumstances; adapts to changing priorities.
  • Problem solving
    • Demonstrates an ability to gather data, analyze options, implement solutions, and follow through on results.
  • Rapport Building/Customer service
    • Demonstrates an ability to probe and respond to customer’s needs in a polite, professional, courteous manner; develops good working relationships by being open, honest, reliable, and consistent.
  • Coping
    • Demonstrates an ability to maintain a calm, positive, and focused problem-solving attitude when dealing with difficult personalities, interpersonal conflict, hostility, and time demands.
  • Organization and planning
    • Demonstrates an ability to set priorities, create work plans, coordinate resources, and re-schedule priorities; establishes follow-up systems and feedback mechanisms to monitor projects.
  • Oral and written communication
    • Demonstrates an ability to clearly, concisely, and accurately present information orally in a positive manner and ability to clearly, concisely, and accurately present information orally in a positive manner

Physical Environment/Working Conditions:

The work environment characteristics described here are representative of those an employee encounters while performing the essential functions of this job. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions.

The work environment is a typical office setting. The noise level is usually moderate. While performing the duties of this job, the employee is regularly required to sit, talk, hear and use hands to finger, move between offices, reach with hands and arms and stoop. Specific vision abilities required by this job include close vision and ability to adjust focus.

 

Interested candidates should send resume to Ed Winiarz at: ewiniarz@alliance.us. Please mention that you are a member of EisnerAmper's Friends of the Firm program.  Make sure to include Job #1139 in the subject line and to copy Nkrumah Pierre and Isabella Brilliant at friendsoffirm@eisneramper.com on your email.