SCOPE: The Assistant Director of Human Resources plays a crucial role in supporting the Human Resources Director in overseeing all aspects of the HR department. This role requires a blend of strategic thinking, operational expertise, and strong interpersonal skills to effectively manage the organization's human capital. This position reports directly to the Director of Human Resources.ESSENTIAL DUTIES AND RESPONSIBILITIES:The below statements are intended to describe the general nature and scope of work being performed by this position. This is not a complete listing of all responsibilities, duties and/or skills required.Collaborate with the HR Director to develop and implement HR strategies aligned with the organization's goals and objectives. Contribute to long-term planning and policy development to enhance employee engagement, productivity, and retention; Oversee the recruitment and selection process, including sourcing candidates, conducting interviews, and making hiring decisions. Develop and maintain effective talent management strategies to attract, develop, and retain top talent; Serve as a point of contact for employee relations issues, providing guidance and support to managers and employees. Ensure compliance with employment laws and regulations and handle disciplinary actions when necessary; Collaborate with department heads to identify training needs and develop programs to enhance employee skills and competencies. Implement initiatives to foster a culture of continuous learning and professional development; Manage employee benefits programs (family medical leave, health/dental/vision/life insurance and retirement plans, unemployment, workers compensation, and coordinate the sick leave bonus program, etc.) this includes claims resolution, change reporting, approving invoices for payment, annual re-evaluation of policies for cost effectiveness; Perform advanced employee relations functions including support and counseling regarding personnel and job-related conflicts, problem solving and dispute resolution, managing employee performance issues, review and assessment of termination requests; conduct exit interviews; Conduct complex/sensitive investigations relating to employee misconduct or complaints including, but not limited to, sexual harassment and employment discrimination; Supervise HR administrative tasks, such as maintaining employee personnel records, and ensuring compliance with HR policies and procedures. Utilize HRIS systems to streamline processes and improve efficiency; Stay up to date on changes in employment laws and regulations and ensure compliance with federal, state, and local requirements. Implement policies and procedures to mitigate HR-related risks and maintain a safe and inclusive work environment. Serve as member of Labor-Management committee and as a hearing officer in disciplinary and grievance proceedings; Develop and provide training in matters relating to managing within a unionized environment and more specifically within the language of the current Collective Bargaining Agreement; Prepare reports and correspondence, including confidential information pertaining to employees; effective use of analytical data to demonstrate positions and make recommendations; Supervision of Human Resources Generalists; and Perform additional duties as assigned.
