Job Title: Director of Human Resources

Type: Direct hire/Full-time

Shift: Standard Business Hours (once the candidate is acclimated, they can work a hybrid schedule)

Pay: $125,000 - $150,000K/year

Location: Wolcott, NY (Relocation might be an option for the right candidate!)

Job Summary:

Partners with the President/CEO, Executive Team and management to design, develop and implement effective people strategies and tactics to support a productive, performance-focused work environment. Provides coaching and support to management in creating productive teams. Responsible for the day-to-day implementation of policies and procedures in the areas of employee relations, compensation, benefits, performance management, management training & development, as well as monitors and ensures compliance with the organization’s legal obligations to employment laws.

Job Results & Essential Functions

HR Policies & Programs that Promote Desired Culture & Employee Engagement

A. Determines and recommends employee relations practices necessary to establish a positive employer-employee relationship and promote a high level of employee morale.

B. Ensures a professionally administered staffing process which includes appropriate responses to applications and inquiries; educated interviewers, and notification to candidates when a selection decision has been reached.

C. Administers the compensation program. This includes, but is not limited to: job evaluation, merit increases, and promotional increases.

D. Leads the annual merit increase process that includes recommending wage structure adjustments based on market information, develops the worksheets to manage the process, works with Directors to determine increase recommendations, provides reports and data to the President to obtain approval for the overall spend, ensures that compensation changes are effectively communicated to employees, and prepares salary adjustment letters for distribution.

E. Oversees implementation of performance management programs, employee benefit programs and services, and company safety and health programs through Human Resources staff. Monitors administration to standards. Identifies opportunities and resolves discrepancies.

F. Oversees the delivery of a safety program

G. Drives appropriate work analysis and job design/redesign to establish clear standards for excellent performance (e.g., job descriptions, competencies, etc.).

Strong Leaders at all Levels

A. Advises managers, supervisors and employees in interpretation and application of human resources policies and procedures.

B. Creates an ongoing learning environment in which managers can develop people management skills and drive high employee performance, in either formal or informal settings. Influences managers so that they become more effective leaders of people and handle employee relations issues with increased effectiveness.

C. Assists management with the design of structures and reporting relationships that support organizational strategies and goals.

D. Establishes management training programs that address company needs (e.g. performance management, appraisal, interviewing).

E. Works with managers to identify the gap between current performance (at either the individual, process or department levels) and desired performance. Recommends and assists in the implementation of performance improvement activities to close the gap.

Trusted Advisor & Thought Partner

A. Provides guidance and support to the President/COO regarding planning for Director team activities and solutions to people opportunities.

B. Demonstrates credibility by understanding the goals of the leaders he/she supports, their priorities, and the issues that concern them. Offers suggestions on people strategies that could improve performance in their areas.

C. Facilitates HR policy & process development by ensuring principal stakeholders and decision-makers are on board and their views are considered. Uses consensus-building techniques and facilitation skills to resolve conflict and obtain agreement on issues affecting stakeholders with differing views. Ensures that end products do not compromise HR management principles or the goals of the organization.

D. Keeps supervisors informed of significant problems that jeopardize the achievement of objectives, and those which are not being addressed.

Compliance

A. Identifies legal requirements and reporting regulations relative to employment. Monitors exposure of the organization and implements actions to effectively manage risk. Ensures policies are updated and communicated as needed.

B. Ensures compliance with various governmental laws and regulations covering the area of benefits, OSHA, EEOC, Wage and Hour, Workers’ Compensation, etc. Oversees the development of the annual Affirmative Action Program.

C. Ensures the integrity and accuracy of employee information in the HRIS is maintained.

D. Serves as a member of the Emergency Planning Committee to ensure appropriate policies, procedures and practices are in place to support organizational continuity, workplace safety, and animal welfare.

E. Serves as the Chair of the Occupational Health & Safety Committee.

RESPONSIBILITIES OF ALL DIRECTORS

Year-Over-Year Improvement in Functional Capabilities

A. Pipeline of Leadership Talent in Key Roles: Analyzes the skills and capabilities of the functional area; identifies future workforce requirements; and identifies a means to close any gaps. Ensures processes are in place for unleashing the full potential of others by providing needed resources, coaching, experiences and other support to place the right people in key roles and continuously upgrade their skills and knowledge.

B. Organizational Structure that is “fit for purpose”: Develops an organizational structure that supports the retention and development of staff to deliver a high level of services, as well as offers career development for high performers/ high potentials.

C. Employees Aligned to Vision, Direction and Goals: Aligns priorities with the direction and priorities of the broader organization. Diagnoses whether assigned functional areas are performing at full potential and ensures communication cascades down through the organization. Breaks down organizational silos, bridges communication gaps, and engages the employees they manage so the entire workforce can understand how the company operates and how each person can contribute to the company’s success.

D. Effective Selection: Ensures application of a rigorous process and specific criteria in hiring and selection decisions. Ensures managers are educated and capable of effective selection.

E. Fosters an environment where every employee feels they are a valued, appreciated and important member of the Marshall Team.

Networks of Empowered, Agile Teams

A. Champions Change & Innovation. Ensures an environment that encourages fresh perspectives, innovative, breakthrough ideas and new paradigms that create value. Initiates, sponsors, and implements organizational change.

B. Empowers Others: Creates a climate that fosters personal investment and excellence; gives people the opportunity and latitude to run their area(s) of the organization; promotes collaboration and removes obstacles to teamwork across the organization.

C. Customer Focus: Ensures that the customer’s perspective is a driving force behind strategic priorities, business decisions, organizational processes, and individual activities.

D. Cross-Functional Capacity: Cultivates an active network of relationships inside the organization; acts to preserve relationships even under difficult or heated circumstances; promotes collaboration and removes obstacles to teamwork; seeks to improve how the management team works together.

Effective & Efficient Processes

A. Establishes metrics that define success for each area of responsibility. Analyzes management information and continuous quality improvement data to identify ways to streamline, improve process quality and/or compliance while maintaining process effectiveness. Challenges the way it has always been done. Understands the role and interrelationship of each organizational function and considers impact of improvements on all. Ensures that all change control documentation is implemented.

B. Identifies the impact of technology on business processes and ensures that it is utilized to maximum advantage. Involves employees when implementing new technology and ensures they receive necessary training and follow-through.

Carefully plans the utilization of people, materials, and other resources to minimize waste and obtain optimal returns on assets deployed.

Education, Competency and Leadership Requirements

Bachelor’s degree in human resources, organizational development, or other relevant discipline. Master’s degree in Human Resources or related discipline preferred. Five (5) years’ experience in a role of similar scope and complexity. Experience resolving complex HR issues, and a past history of leading training and development initiatives is required. Individual will be required to consistently perform and master the above listed Essential Tasks. Generalist background with mastery knowledge of employment, compensation, organizational planning, employee relations, and training and development. Well-developed administrative skills. Strong management, principles and people skills.

• Must have ability to define problems, collect data, establish facts and draw valid conclusions.
• Ability to skillfully influence peers, colleagues and executives toward willing involvement in a particular course of action; build broad-based business relationships across the organization; influence all levels of the organization and drive change.
• Working knowledge of Federal and State regulations affecting benefits, recruitment and employee relations programs (e.g. ERISA, FLSA, FMLA, ADA and the like)

Job Type: Full-time

Pay: $125,000.00 - $150,000.00 per year

Benefits:

• 401(k)
• 401(k) matching
• Dental insurance
• Flexible schedule
• Health insurance
• Health savings account
• Life insurance
• Paid time off
• Parental leave
• Referral program
• Retirement plan
• Vision insurance

Schedule:

• Day shift
• Monday to Friday

Application Question(s):

• Will you now, or in the future, require sponsorship for employment visa status (e.g. H-1B visa status)?
• Do you have working knowledge of Federal and State regulations affecting benefits, recruitment and employee relations programs (e.g. ERISA, FLSA, FMLA, ADA?
• Would you be comfortable working for an employer who, a part of their business, is in breeding, caring for and then ships animals to medical facilities for testing for medical/health advancements?
• What interested you in applying to this position?
• What salary range are you looking to consider an offer in general?

Education:

• Bachelor's (Required)

License/Certification:

• SHRM Certified Professional (Preferred)

Work Location: One location

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