What are the responsibilities and job description for the Director of Human Resources position at Central Dermatology Management Group, LLC?
Key Responsibilities:
1. Recruitment & Onboarding
a. Manage the full recruitment lifecycle, including job postings, candidate sourcing,
interviewing, and selection processes.
b. Partner with department managers to understand hiring needs and ensure a smooth
and efficient onboarding process for new hires.
2. Employee Relations & Engagement
a. Develop and maintain strong working relationships with employees at all levels,
fostering an environment of open communication and respect.
b. Address employee issues and grievances promptly and confidentially, using sound
judgment to resolve conflicts.
c. Lead initiatives to boost employee engagement, promote organizational culture, and
reduce turnover.
3. Performance Management
a. Design and implement performance appraisal systems to evaluate employee
performance and support development plans.
b. Work with managers on employee goal setting, coaching, and career development.
4. Compliance & Policy Management
a. Ensure HR policies and practices comply with federal, state, and local employment laws
and regulations.
b. Regularly review, update, and communicate policies in the employee handbook.
c. Conduct training sessions on workplace policies, anti-discrimination, anti-harassment,
and other required programs.
5. Training & Development
a. Identify training needs for teams and individuals, and coordinate or facilitate appropriate
training sessions.
b. Develop programs and initiatives to support employees in their professional growth.
6. Compensation & Benefits Administration
a. Oversee payroll, benefits, and compensation programs, including annual reviews and
benefits renewals.
b. Provide guidance and assistance to employees regarding benefits programs, eligibility,
and open enrollment.
7. HR Data Management & Reporting
a. Maintain HR data and records accurately, ensuring data integrity and confidentiality.
b. Generate regular KPI reports on HR metrics such as turnover, headcount, and
engagement to inform business decisions.
8. HR Generalist Supervision
a. Supervise the HR Generalist, overseeing daily HR operations and providing mentorship,
support, and development opportunities.
b. Ensure the HR Generalist aligns with HR department goals and is equipped to handle
employee inquiries, onboarding, and compliance tasks efficiently
? Leadership & Team Management: Ability to lead, inspire, and manage HR team members
effectively, fostering a collaborative and productive work environment.
? Communication & Interpersonal Skills: Exceptional verbal and written communication skills,
with the ability to communicate effectively with employees at all levels and handle sensitive
employee matters discreetly.
? Conflict Resolution & Problem-Solving: Strong conflict resolution skills to address workplace
issues and the ability to think critically and make sound decisions under pressure.
? Analytical Skills: Ability to analyze HR data and metrics to inform strategic HR decisions and
support business objectives.
? Adaptability & Flexibility: Comfort working in a dynamic and changing environment, with the
ability to adapt HR practices as the company grows and evolves.
? Employee Relations Expertise: Proven ability to build strong relationships and positively impact
workplace culture, morale, and employee satisfaction.
? Technical Proficiency: Competence in using HR information systems (HRIS), and Microsoft
Office Suite, with a willingness to learn new software as needed.
? Knowledge of Employment Law: Comprehensive understanding of federal, state, and local
employment laws and regulations to ensure company compliance and manage risk.
? Training & Development Facilitation: Skills in identifying training needs and facilitating
development programs that align with employee and organizational goals.
? Attention to Detail: Strong attention to detail, particularly when it comes to documentation,
policy implementation, and compliance.
? Project Management: Ability to lead and execute HR initiatives, from planning through
implementation, and ensure they are completed efficiently.
The Human Resources (HR) Director will play a key role in developing and implementing HR
strategies and initiatives aligned with the overall business strategy. This position will support and lead
a wide range of HR functions, including talent acquisition, performance management, employee
engagement, training and development, compliance, and benefits administration. The HR Director will
work closely with leadership and department managers to foster a positive workplace and culture,
ensuring that HR best practices are upheld to achieve organizational goals.
1. Recruitment & Onboarding
a. Manage the full recruitment lifecycle, including job postings, candidate sourcing,
interviewing, and selection processes.
b. Partner with department managers to understand hiring needs and ensure a smooth
and efficient onboarding process for new hires.
2. Employee Relations & Engagement
a. Develop and maintain strong working relationships with employees at all levels,
fostering an environment of open communication and respect.
b. Address employee issues and grievances promptly and confidentially, using sound
judgment to resolve conflicts.
c. Lead initiatives to boost employee engagement, promote organizational culture, and
reduce turnover.
3. Performance Management
a. Design and implement performance appraisal systems to evaluate employee
performance and support development plans.
b. Work with managers on employee goal setting, coaching, and career development.
4. Compliance & Policy Management
a. Ensure HR policies and practices comply with federal, state, and local employment laws
and regulations.
b. Regularly review, update, and communicate policies in the employee handbook.
c. Conduct training sessions on workplace policies, anti-discrimination, anti-harassment,
and other required programs.
5. Training & Development
a. Identify training needs for teams and individuals, and coordinate or facilitate appropriate
training sessions.
b. Develop programs and initiatives to support employees in their professional growth.
6. Compensation & Benefits Administration
a. Oversee payroll, benefits, and compensation programs, including annual reviews and
benefits renewals.
b. Provide guidance and assistance to employees regarding benefits programs, eligibility,
and open enrollment.
7. HR Data Management & Reporting
a. Maintain HR data and records accurately, ensuring data integrity and confidentiality.
b. Generate regular KPI reports on HR metrics such as turnover, headcount, and
engagement to inform business decisions.
8. HR Generalist Supervision
a. Supervise the HR Generalist, overseeing daily HR operations and providing mentorship,
support, and development opportunities.
b. Ensure the HR Generalist aligns with HR department goals and is equipped to handle
employee inquiries, onboarding, and compliance tasks efficiently
? Leadership & Team Management: Ability to lead, inspire, and manage HR team members
effectively, fostering a collaborative and productive work environment.
? Communication & Interpersonal Skills: Exceptional verbal and written communication skills,
with the ability to communicate effectively with employees at all levels and handle sensitive
employee matters discreetly.
? Conflict Resolution & Problem-Solving: Strong conflict resolution skills to address workplace
issues and the ability to think critically and make sound decisions under pressure.
? Analytical Skills: Ability to analyze HR data and metrics to inform strategic HR decisions and
support business objectives.
? Adaptability & Flexibility: Comfort working in a dynamic and changing environment, with the
ability to adapt HR practices as the company grows and evolves.
? Employee Relations Expertise: Proven ability to build strong relationships and positively impact
workplace culture, morale, and employee satisfaction.
? Technical Proficiency: Competence in using HR information systems (HRIS), and Microsoft
Office Suite, with a willingness to learn new software as needed.
? Knowledge of Employment Law: Comprehensive understanding of federal, state, and local
employment laws and regulations to ensure company compliance and manage risk.
? Training & Development Facilitation: Skills in identifying training needs and facilitating
development programs that align with employee and organizational goals.
? Attention to Detail: Strong attention to detail, particularly when it comes to documentation,
policy implementation, and compliance.
? Project Management: Ability to lead and execute HR initiatives, from planning through
implementation, and ensure they are completed efficiently.
The Human Resources (HR) Director will play a key role in developing and implementing HR
strategies and initiatives aligned with the overall business strategy. This position will support and lead
a wide range of HR functions, including talent acquisition, performance management, employee
engagement, training and development, compliance, and benefits administration. The HR Director will
work closely with leadership and department managers to foster a positive workplace and culture,
ensuring that HR best practices are upheld to achieve organizational goals.
