The Director of Human Resources is directly responsible for the overall administration, coordination and evaluation of the Human Resource function while advocating positive employee relations and best practices in support of the organization’s strategic business plan, culture and core values. The Human Resources Director is also charged with leading and implementing human resources initiatives supporting program objectives and driving a diverse range of strategic HR efforts including talent management and retention, employee engagement and performance management.
Implements Human Resources strategies by establishing department functions, including talent acquisition and performance management, staffing, employment processing, compensation, health and welfare benefits, training and development, records management, safety and health, retention and succession planning, employee relations and engagement, communication, and AA/EEO compliance.
Supports management by providing human resource advice, counsel, and decisions; analyzing information and data.
Provides consultation and guidance to managers and senior leaders on critical Human Resources issues, including employment terminations. Performs internal investigations in cases of reported harassment and/or discrimination.
Compose, review and make recommendations to senior leadership regarding the organization’s policies, procedures and practices.
Serves as a resource to managers and staff, providing consultation and advice on human resources issues. Works with managers and staff to facilitate satisfactory resolution of these issues and ensure that existing policies and practices are observed.
Oversees the development and administration of employee benefit plans, including insurance, that meet agency objectives and basic employee needs. Recommends plan revisions to maintain the desired level of competitiveness and cost effectiveness.
Oversees the human resource function in areas of risk, including: employee accidents/injuries/workers compensation, employee internal grievances and external complaints, reports of child abuse/neglect, and unemployment claims.
Oversees the recruitment of staff, including sourcing, screening, interviewing and referencing, in order to promptly fill vacancies with qualified staff. Identifies and cultivates referral sources, particularly to reach target populations and hard-to-recruit candidates.
Oversees and improves utilization of Human Resource Information systems, including HR/Payroll, time and attendance, learning management system, web-based applicant tracking system, benefits enrollment portal, performance appraisal system, and electronic notifications and workflows.
Monitors the auditing of HR functions through monthly, quarterly and annual AAA processes.Developing and Supervising Employees
Manages Human Resources procedures, including recruits, interviews and hiring of staff to meet the needs of the HR department; ensures appropriate job scheduling, assignment and training; recommends and approves salaries, promotions, demotions and terminations; coaches, counsels and disciplines staff for maximum performance.
Ensures the HR team works together in a coordinated manner to support HR strategic and operational plans.
Identifies and coaches staff for job enrichment or potential advancement.
Provides leadership, direction, support and guidance to direct reports.
Delegates appropriate tasks and responsibilities to staff based on individual skill level and workloads.
Recognizes and reward individual and departmental performance.
Sets and evaluates clear and collaborative individual performance goals for direct reports.Diversity and Cultural Proficiency
Is open to being an active learner, participating in discussions with others, trying new approaches and ideas, and being self-aware and self-reflective for continual personal, professional and leadership growth.
Strategically plans for diversity initiatives as they relate to Human Resources, including talent acquisition, development and retention.
Actively promotes employee engagement by initiating and encouraging communication with employees about issues of diversity and discrimination.
Completes UCAN Diversity Goals and supports activities of UCAN Diversity Committee.Professionalism and Work Conduct:
Behaves with integrity, demonstrates high ethical standards, and displays a positive image of UCAN.
Acts in a professional manner at all times and maintains appropriate boundaries with clients and staff.
Demonstrates accountability for results and keeps commitments to others.
Updates job knowledge by participating in conferences and educational opportunities; reading professional publications; maintaining personal networks; participating in professional organizations.
Maintain SPHR or SHRM-SCP certification.
UCAN builds strong youth and families through compassionate healing, education, and empowerment. Since the Civil War, UCAN has served the most vulnerable children, youth, and families, and has grown over 145 years into a premier social service agency serving over 10,000 individuals annually. UCAN programs address the impact of trauma: with a consistent presence, meaningful programs, and unrivaled organizational diversity and cultural competence. These trauma-informed programs include clinical and counseling services, support for pregnant or parenting teens, foster care placement, a therapeutic youth home, a therapeutic day school, transitional living programs, workforce development, youth leadership development, and violence prevention. At the heart of it all, UCAN’s vision is that youth who have suffered trauma can become our future leaders. UCAN is a consistent and compassionate presence in the lives of those who are most at risk. We start with the premise that communities with challenges possess strengths upon which they can build. From this premise evolves an approach to community support that fosters collaboration with existing neighborhood resources to strengthen communities,... one youth at a time. UCAN’s community efforts provide leadership development, supportive jobs for youth, individual healing, and mentoring. UCAN's founding is rooted in spirituality. In 1869, UCAN was founded by members of St. Pauls United Church of Christ (UCC) to provide a home for orphaned children of Civil War soldiers. The UCC and its predecessors have long advocated for social justice, including the struggle for the abolition of slavery and being the first to ordain African-Americans, women, and openly gay persons as clergy. Diversity is a core UCAN value, reflected in our staff, our minority-led Board of Directors, and our clients. It is vitally important that UCAN counteract the influence of discrimination on our communities, families and youth.