Human Resources Director

Human Resources Director

  • Full Time
  • Port Orford, OR
  • Salary: DOE
  • Posting End Date: May 31, 2021

Website Coos-Curry Electric Cooperative, Inc.

Wage or Salary:
DOE

Primary Purpose
The Human Resources Director plans, directs, and coordinates the human resource management activities of the organization to maximize the strategic use of human resources and maintains functions such as employee compensation and benefits, recruitment and retention, personnel policies, and regulatory compliance. This position is a member of the organization’s management team.

Essential Job Functions (Reason position exists is to perform these functions)
Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions.

Business Management and Strategy 30%

  • Supports the organization’s mission, vision, values, strategic goals and objectives.
  • Participate as a contributing partner in the organization’s strategic planning process.
  • Develop and utilize business metrics to measure achievement of the organization’s strategic goals and objectives (for example: key performance indicators and/or balanced scorecard).
  • Develop and align the human resource strategic plan with the organization’s strategic plan.
  • Facilitate the development and communication of the organization’s core values, vision, mission, and ethical behaviors.
  • Reinforce the organization’s core values and behavioral expectations through modeling, communication, and coaching.
  • Develop and manage an HR budget that supports the organization’s strategic goals, objectives, and values.
  • Monitor the legislative and regulatory environment for proposed changes and their potential impact to the organization.
  • Develop policies and procedures to support corporate governance initiatives (for example: whistle-blower protection, code of ethics).
  • Identify and evaluate alternatives and recommend strategies for vendor selection and/or outsourcing.
  • Participate in strategic decision-making and due diligence activities related to organizational structure and design.

Human Resource Development 19%

  • Ensures that the knowledge, skills, abilities, and performance of the workforce meet current and future organizational and individual needs.
  • Ensure that human resources development activities are compliant with all applicable federal/state laws and regulations.
  • Conducts a needs assessment to identify and establish priorities regarding human resource development activities.
  • Develops, implements and evaluates employee training programs (for example: leadership skills, harassment prevention, computer skills) to increase individual and organizational effectiveness.
  • Assist department managers with developing employee development plans for their staff.
  • Provides coaching to supervisors and managers in the ICON performance management model.

Workforce Planning and Employment 17%

  • Develops, implements, and evaluates sourcing, recruitment, hiring, orientation, succession planning, retention, and organizational exit programs.
  • Ensure that workforce planning and employment activities are compliant with applicable federal/state laws and regulations.
  • Identify workforce requirements to achieve the organization’s short- and long-term goals and objectives.
  • Conduct job analyses to create and/or update job descriptions and identify job competencies.
  • Identify, review, document, and update essential job functions for positions.
  • Influence and establish criteria for hiring, retaining, and promoting based on job descriptions and required competencies.
  • Analyze labor market for trends that impact the ability to meet workforce requirements.
  • Assess skill sets of internal workforce and external labor market to determine the availability of qualified candidates, outsourcing as appropriate.
  • Identify internal and external recruitment sources.
  • Establish metrics for workforce planning.
  • Brand and market the organization to potential qualified applicants.
  • Develop and implement selection procedures.
  • Develop and extend employment offers and conduct negotiations as necessary.
  • Administer post-offer employment activities.
  • Develop, implement and evaluate orientation and on-boarding processes for new hires, rehires and transfers.
  • Develop, implement and evaluate employee retention strategies and practices.
  • Develop, implement and evaluate the succession planning process.
  • Develop and implement a record retention process for handling documents and employee files.

Employee and Labor Relations 14%

  • Ensure that labor relations activities are compliant with all applicable federal/state laws and regulations.
  • Assess organizational climate by obtaining employee input (for example: focus groups, employee surveys, staff meetings).
  • Develop and implement employee relations programs.
  • Evaluate effectiveness of employee relations programs through the use of metrics (for example: exit interviews, employee surveys, turnover rates).
  • Establish, update, and communicate workplace policies and procedures.
  • Develop and implement a discipline policy, based on organizational code of conduct/ethics, ensuring that no disparate impact or other legal issues arise.
  • Create and administer a termination process.
  • Develop, administer, and evaluate grievance/dispute resolution and performance improvement policies and procedures.
  • Investigate and resolve employee complaints filed with federal agencies involving employment practices or working conditions, utilizing professional resources as necessary.
  • Work in conjunction with GM/CEO in collective bargaining activities, including contract negotiation, costing, and administration.

Compensation and Benefits 13%

  • Develops, implements, and evaluates compensation and benefits programs for all employee groups.
  • Ensure that compensation and benefits programs are compliant with applicable federal/state laws and regulations (FLSA, ERISA, FMLA, USERRA, COBRA).
  • Develop, implement, and evaluate compensation policies and programs.
  • Manage payroll related information (for example: new hires, adjustments, terminations).
  • Manage outsourced compensation and benefits components (vendors, brokers, consultants, systems).
  • Conduct compensation and benefits programs needs assessments.
  • Develop, administer, and evaluate benefit programs.
  • Communicate and train the workforce in the compensation and benefits programs, policies and processes.

Risk Management 7%

  • Develops, implements, and evaluates programs, procedures, and policies in order to provide a safe, secure working environment and to protect the organization from potential liability.
  • Ensure that workplace health, safety, security, and privacy activities are compliant with applicable federal/state laws and regulations.
  • Establish and administer a return-to-work process after illness or injury to ensure a safe workplace, such as modified duty assignments, and reasonable accommodations.
  • Provides consultation to Safety and Loss Control Administrator as needed.

Other Duties
Please note this job description is not designed to cover or contain a comprehensive listing of activities, duties or responsibilities that are required of the employee for this job. Duties, responsibilities and activities may change at any time with or without notice.

Competencies

  • Technical Capacity.
  • Financial Management.
  • Ethical Conduct.
  • Communication Proficiency.
  • Time Management.
  • Discretion.
  • Decision Making.
  • Strategic Thinking.
  • Leadership.
  • Problem Solving/Analysis.

Supervisory Responsibility
None.

Work Environment
This job operates in a professional office environment. This role routinely uses standard office equipment such as computers, phones, photocopiers, filing cabinets and fax machines.

Physical Demands
This is a largely sedentary role; however, some filing is required, which would require the ability to lift files, open filing cabinets and bend or stand on a stool as necessary. This position requires the ability to occasionally lift office products and supplies, up to 20 pounds.

Position Type and Expected Hours of Work
This is a full-time position, and typical work hours are Monday through Thursday 7:00 a.m. to 5:30 p.m. Coos-Curry Electric Cooperative operates on a four/ten work schedule.

Travel
Ability to travel to the different district offices required. Occasional travel to training seminars and/or conferences.

Qualifications

  • Bachelor’s Degree in Business Administration or related field preferred.
  • Minimum five years of related professional experience required.
  • PHR or SPHR certification required or ability to obtain within six months.
  • Valid Oregon driver’s license and insurability.

Additional Eligibility Qualifications

  • Strong MS Office Suite skills.
  • Reliable transportation for getting to work.
  • Must be free from illegal drugs; may be subject to random and /or suspicion testing.

The specific statements reflected in each section of this position description are not intended to be all-inclusive, but rather the basic elements and criteria considered being necessary in order to satisfactorily perform the duties associated with the position.

Coos-Curry Electric Cooperative is an Equal Opportunity Employer.

Please inform Human Resources at 541-332-8835 or hr@cooscurryelectric.com if you require an accommodation in order to participate in the application process.

To apply for this job please visit cooscurryelectric.recruiterbox.com.