POSITION SUMMARY:The Director of Human Resources is responsible for directing all functions of the organization in accordance with the policies and procedures relating to all employee activities. Oversees all recruiting & onboarding, employee training & development, management development, workers compensation administration, compensation & benefits administration and employee relations. The incumbent will also be responsible for the strategic human resources planning to attract and retain the best talent available to the organization.
ESSENTIAL DUTIES AND RESPONSIBILITIES:
Include the following non-inclusive list. Other duties may be assigned. Nothing in this job description reflects management's right to assign or reassign duties to this job at any time. All duties are to be performed in compliance with Wilson Creek Winery & Vineyards policies and procedures.
- Plans, develops, organizes, implements, directs, and evaluates the organization's human resource function and performance.
- Participates in the development of the organization's plans and programs as a strategic partner, but particularly from the perspective of the impact on people.
- Translates the strategic and tactical business plans into HR strategic and operational plans.
- Evaluates and advises on the impact of long-range planning of new programs/strategies and regulatory action as those items affect the attraction, motivation, development, and retention of the people resources of the organization.
- Develops staffing strategies and implementation plans and programs to identify talent within and outside the organization for positions of responsibility. Identifies appropriate and effective external sources for candidates for all levels within the organization.
- Develops progressive and proactive compensation and benefits programs to provide motivation, incentives, and rewards for effective performance.
- Develops programs to allow the organization to embrace applicants and employees of all backgrounds and to permit the full development and performance of all employees.
- Develops human resource planning models to identify competency, knowledge and talent gaps and develop specific programs to fill the identified gaps. Areas of activity will include talent management through proper succession planning programs for key contributor and management positions, training, and development programs for preparing employees for more significant responsibilities, and general business development programs to enhance employee knowledge and understanding of the business of the company and the software industry.
- Continually assesses the competitiveness of all programs and practices against the relevant comparable companies, industries, and markets.
- Establishes credibility throughout the organization to be an effective listener and problem solver of people issues.
- Develops appropriate policies and programs for effective management of the people resources of the organization. Included in this area would be programs for employee relations, affirmative action, sexual harassment, employee complaints, external education, and career development, among others.
- Enhances and/or develops, implements, and enforces HR policies and procedures of the organization by way of systems that will improve the overall operation and effectiveness of the organization. Manages the human resource information systems database and provides necessary reports for critical analyses of the HR function and the people resources of the organization.
- Coordinates the activities, programs, and strategic HR plans of other HR departments throughout the corporation.
- Provides technical advice and knowledge to others within the human resource discipline.
- Manages other areas such as relocation, employee communication, employee safety and health, and community relations.
- Continues improving the programs, policies, practices, and processes associated with meeting the strategic and operational people issue of the organization.
- Along with Finance Director, creates and implements Administrative and Payroll budgets.
QUALIFICATIONS:- Bachelor's degree required in Human Resources, Communications, Psychology, Organizational Development or related.
- PHR or SPHR highly desirable.
- A minimum of 10 years in the Human Resources field, and a minimum of five years or more in a management role
- At least two years' experience on a senior level required.
- Experience with recruiting all levels of employment.
- Experience in employee relations and conflict resolution.
- HR related investigation skills and report writing extensive experience required.
- Ability to write HR policies, job descriptions and all employee correspondence.
- Experience with establishing, negotiating, and implementing all employee benefits.
- Expert knowledge in handling and managing workers compensation program & safety program.
- Develops appropriate policies and programs for effective management of talent resources of the organization. Included in this area would be programs for employee relations, affirmative action, sexual harassment, employee complaints, external education and career development, among others.
- Maintains knowledge of all employment related compliance and laws.
- Microsoft Office and HRIS experience required.
- Displays leadership abilities, exhibits problem solving skills and has excellent communication skills.
- Stays updated with market trends as it relates to compensation, benefits and training.
- In conjunction with the VP of Finance, creates and manages the employee related administrative budget.
- Ability to supervise Human Resources staff and continue to assist in their development and monitor the continual improvement of the Human Resources department.
PHYSICAL DEMANDS AND WORK ENVIRONMENT: The physical demands described are representative of those required to successfully perform the essential functions of this position. While performing the essential functions of this position, the employee is regularly required to sit, use hands and fingers, communicate, and reach with hands and arms. The employee is occasionally required to stand and walk. The employee must regularly lift and/or move up to 10 pounds and occasionally lift and/or move up to 25 pounds.
