What are the responsibilities and job description for the Director of People and Performance position at Arch Environmental Group Inc?
Benefits:
- 401(k)
- 401(k) matching
- Competitive salary
- Dental insurance
- Health insurance
- Paid time off
GENERAL POSITION DESCRIPTION
The position will include, but not will be limited to, the following responsibilities to guide on-going work for both day-to-day activities and larger internal projects:
- Create, develop, and implement a consistent use approach to 15Five as a performance management tool that promotes professional development, separates growth related objectives from completion of project related tasks, and increases manager/team member interaction on non-project issues.
- Create, develop, and implement a consistent training model for managers and supervisors that will serve to build the capabilities of each team.
- Create, develop, and implement a HR training program that is consistent with regulatory requirements and HR industry best practices. This will include a job description of day-to-day activities that will include HR centric topics such as: interpreting and disseminating HR centric information on benefit programs, enrollments, offers of employment, and leaves covered under FMLA.
- Create, develop, and implement an onboarding program that is consistently presented and used across all teams. This will include a job description of day-to-day activities that will include onboarding topics such as: preparation and presentation of written job offers, coordination of onboarding responsibilities, prepare “Welcome to AEG” activities, arrange introductory work on Day 1, explanation of overall company structure, comprehensive Team Member Handbook review by Week 4, check-ins around Day 30/60/90, completion of an End of the Introductory Period Review, work side-by-side with managers to develop initial 15Five objectives, and rollout of 15Five objectives. The onboarding experience for new team members should be consistent across the teams and the mix will be approximately initially 25% HR and 75% manager/team in the first week and perhaps 10% HR and 90% manager/team overall.
- Create, develop, and implement an offboarding program to address both voluntary separations and company-initiated terminations. Offboarding responsibilities will include but are not limited to at this point in development: preparation of offboarding documentation, handle terminations, and conduct exit interviews.
- Work with the CFO and COO to create, develop, and implement a range of positions and position descriptions that promote personal growth and advancement opportunities.
- Work with the CFO to create, develop, and implement salary ranges for all positions for transparent (level of transparency TBD) and consistent information to team members, and complete regular reviews and updates.
- Assist managers with finding and evaluating talent for open positions.
- Assist managers with developing benchmarks for all positions and the professional development of all team members.
- Assist team members with professional development and completing work (15Five) objectives.
- Lead company efforts with Employee Resource Groups.
- Work with the Policy Committee to maintain and update the Team Member Handbook.
- Work with the Executive Management Team to implement growth strategies and company objectives.
- Work with the Executive Management Team to continue to develop a culture consistent with the company objectives and values.
POSITION INTEGRATION WITH EXECUTIVE MANAGEMENT TEAM/MANAGEMENT TEAM
- Work with EMT on how to properly focus team managers on the performance management piece of their positions.
- Assist the Management Team in the interview process, which may include one or more of the following steps depending on the position to be filled: pre-interview candidate evaluation, initial interview, second interview, and discussions with managers on team/company fit.
- Work with the Director of Business Operations to prepare and distribute written Offers of Employment to potential new team members. Serve as the key point of contact for questions and follow-up during the offer process.
- Work with the Management Team to develop guidance on the mechanics (when, where, how, etc.) of employee “inquiries” (whether a formal complaint about a policy or team member action or an informal question) are addressed. These currently go to team managers and the COO, but there is not a general set of guidelines on how a team member would proceed and the Director of People & Performance will be the main person to determine the next steps in the flow of questions.
- Work with the Management Team to develop and implement PIPs (which include both Performance Improvement Plans to correct team member deficiencies and plans to help the stagnant development for team members pursuing promotions).
Salary : $72,000 - $78,000
