Director, HR & Administration

Diagnostica Stago, Inc., (DSI) is an industry leader in the science of hemostasis and thrombosis. Stago provides the total commitment of global resources and responsiveness, coupled with cutting edge technology and reliability. DSI is dedicated to continually developing and providing the very best hemostasis products, technical support, and services.

Provide overall HR leadership to the SNA division (US and Canada) and DSRV, Inc. Oversee the development and implementation of human resources policies, programs and services, including recruitment, retention, legal compliance, employee benefits, employee relations, employment practices and procedures, employee communications, employee development and employee events. Foster a workplace environment consistent with the values and mission outlined by the leadership of company.

Essential Duties & Responsibilities :

• Serve as internal consultant to company management team, supervisors and employees on personnel issues that affect performance and business relationships.
• Select, develop, evaluate and lead a team of human resource professionals with a goal of earning a high level of credibility as an effective and responsive internal consulting group.
• Provide leadership in all areas of Human Resources and Administration
• Serves as member of the senior management team.
• Establish the specific requirements of individual jobs within each department through the creation and oversight of job descriptions
• Responsible for developing effective Organizational Development Plan including succession planning, training plan, performance evaluation and talent management.
• Responsible for advising management to ensure company compliance with all federal, state and local laws related to employee benefits, compensation, employment and training.
• Remain current with changes in human resources and employment law and manage company relationships with state and local regulatory agencies. Studies legislation for impact and planning.
• Responsible for wage and salary administration. Ensure regulatory compliance.
• Liaison with internal and external legal consultants.
• Ensure policies, procedures and HR programs are consistently administered, aligned with organizational goals and are in compliance with professional standards, state and federal regulatory requirements and employment laws
• Responsible for Affirmative Action Plan. Serve as Affirmative Action Coordinator.
• Evaluate procedures and technology solutions to improve human resources data management.
• Develop and manage annual budgets and perform periodic cost analyses.
• Facilities management including lease negotiation.
• Access to compensation information is necessary in order to perform the appropriate Human Resources functions or other routinely assigned business tasks. The function or duties of this position include protecting and maintaining the privacy of employee personnel records, including compensation information.
• O versee personnel record keeping related to new hires, employee reviews, promotions, transfers, separations and exit interviews.
• Management of related commercial insurance lines.
• Responsible for the overall direction and supervision of the department. Establishes a clear and realistic sense of direction for the department by clarifying organizational goals as well as how employee roles and responsibilities contribute to them. Carries out the responsibilities in accordance with the organization’s policies and applicable laws. Responsibilities include planning, delegating and directing work; training employees; appraising performance; rewarding and disciplining employees. These also include interviewing candidates, hiring, promotion and transfer of employees, addressing complaints and resolving issues, and terminating employees when necessary, in conjunction with Human Resources.

Education and Requirements

Equal Opportunity Employer / Protected Veterans / Individuals with Disabilities

The contractor will not discharge or in any other manner discriminate against employees or applicants because they have inquired about, discussed, or disclosed their own pay or the pay of another employee or applicant. However, employees who have access to the compensation information of other employees or applicants as a part of their essential job functions cannot disclose the pay of other employees or applicants to individuals who do not otherwise have access to compensation information, unless the disclosure is (a) in response to a formal complaint or charge, (b) in furtherance of an investigation, proceeding, hearing, or action, including an investigation conducted by the employer, or (c) consistent with the contractor’s legal duty to furnish information. 41 CFR 60-1.35(c)

See job description