Human Resources Director

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Human Resources
Full-Time
POSITION TITLE: Director
DEPARTMENT: Human Resources
REPORTS TO: Chancellor
EFFECTIVE DATE: July 1, 2020
CLASSIFICATION: Regular, Full-Time, Exempt
HOURS PER WEEK: 40

POSITION SUMMARY
The Director of Human Resources is an integral part of the management team. The director provides human resources expertise to managers and employees that aligns with fulfilling the mission of the Archdiocese and Omaha and to maximize organization effectiveness.

The director is charged with implementing innovative ideas to streamline and promote HR’s best practices. The director will have an innate ability to problem solve, by demonstrating strong organizational, interpersonal and communications skills with solid and consistent performance, accuracy and reliability. The director also assists management and leadership in resolving employee relation issues, conducting effective investigations, and recommending action for sensitive and complex situations. The director will ensure that systems and processes are in place for employees to develop to their fullest potential in order to fulfill the responsibilities of their role. The director will work in collaboration with all Curia departments and serve as a consultant for parishes and schools.

The director also coaches the Archdiocese’s directors and managers in the performance management processes, compensation and remuneration programs, recruitment practices, and management decision making. The director will play a role in talent sourcing strategies that guarantee the attraction, selection, and successful recruitment of potential talents that will further drive the achievement of staffing goals as well as the Archdiocese’s overall objectives.

PRINCIPAL DUTIES AND RESPONSIBILITIES
Recruitment
• Partner with hiring teams on end-to-end recruitment such as direct talent sourcing sites, candidate selection standards, candidate interview processes, and selection tools.
• Develop talent acquisition strategy and processes and prioritizing talent acquisition activities and initiatives, such as, targeted recruitment campaigns.
• Identify, evaluate and utilize appropriate cost-efficient sourcing channels to meet recruitment goals supported by data
• Collaborate with management, department heads and employees in the areas of recruitment, compensation & benefits, training and development, and employee engagement.
• Ensure directors and managers are updated with appropriate knowledge and tools for performance management.
• Assist in any ad-hoc HR duties and projects as assigned.
• Determine the strategy mix for filling manpower shortages (Internal, External or Collaborative).
Human Resources Management
• Assist with the development and management of an annual budget that includes Human Resources services, employee recognition.
• Establish departmental measurements that support the accomplishment of the Archdiocese’s strategic goals.
• Yearly engagement and pulse surveys, implementation of action plans for engagement.
• Collaborates as a senior management team member in meetings in order to develop and discuss organizational procedures and policies.
Training and Development
• Lead the performance management systems that include performance development plans and individual employee development programs.
• Lead the implementation of Archdiocese branded onboarding of new staff, training programs such as prevention of workplace harassment, etc.
Employment and Workforce Planning
• Create strategies to achieve service level objectives.
• Identify best practices for workforce management and informed of new technology.
• Lead recruitment campaigns, prepare the budget for the same and direct the HR staff to make sufficient arrangements.
• Manage direct reports and continue to develop team members individually.
Employee Relations
• Formulate and recommend employee relations practices necessary to establish a positive employer-employee relationship and promote a high level of employee morale and motivation.
• Conduct investigations of employee complaints or when concerns are brought forth.
• Monitors and counsel managers and supervisors in the progressive discipline process of the Archdiocese.
• Monitor the implementation of a performance improvement process with non-performing employees. Review employee appeals through the Archdiocese complaint procedure.
• Review, guide, and approve management recommendations for employment terminations.
HRIS:
• Oversee active maintenance of the Paycor system to ensure functionality and accuracy
• Oversee the development of workforce reporting and analytics.
• Assure the maintenance of human resource records and compliance with federal and state regulations.

Law
• Lead compliance with all existing governmental and labor legal and government reporting requirements including any related to the Equal Employment Opportunity (EEO), the Americans with Disabilities Act (ADA), the Family and Medical Leave Act (FMLA), the Department of Labor, worker compensation and other regulatory agencies.

Organizational Communications and Development
• Manages employee communication and feedback through such avenues as employee engagement surveys and action planning, electronic newsletters, and one-on-one meetings.
• Ensure job description for every employee position is up-to-date and accurate.
KNOWLEDGE, SKILLS, AND ABILITIES
• Minimum of three years managing a team of Human Resource professionals.
• Broad knowledge and experience in employment law, compensation, organizational planning, organization development, employee relations, and training and development preferred.
• Excellent oral and written communication skills
• Excellent interpersonal and coaching skills.
• Evidence of the practice of a high level of confidentiality.
• Background and/or knowledge of the Catholic Church with a demonstrated commitment to the mission of the Church and full assent to all magisterial teaching.
• Good manual dexterity for the use of common office equipment
EDUCATION AND EXPERIENCE
• Minimum of a Bachelor's degree or equivalent in Human Resources, Business, Organization Development
• Five to 10 years of human resources leadership experience.
• Preference will be given to applicants possessing either a PHR/SPHR certification.