Director of Human Resources

Required Education, Experience and Qualifications

• Bachelor’s Degree in Human Resources or Organizational Management preferred with 5-7 years of personnel experience.
• Human Resources Professional (PHR), Strategic Human Resources Professional (SPHR), SHRM Certified Professional (SHRM-CP), SHRM Senior Certified Professional (SHRM-SCP) or other organizational management certification is preferred.
• Maintain valid Ohio driver’s license and ability to meet agency requirements for driving insurability.
• Must be able to meet agency requirements for criminal background check (Ohio Bureau of Criminal Investigations and Federal Bureau of Investigations).

Role and Responsibilities

• Acts as a key advisor to Leadership team and managers. Participates on leadership team for the development and execution of business strategies and goals.
• Manages all facets of human resources operations.
• Guides management and employee actions by researching, developing, writing, and updating policies, procedures, methods, and guidelines; communicating and enforcing organization values.
• Develops organization strategies by identifying and researching human resources issues; contributing information, analysis, and recommendations to organization strategic thinking and direction; establishing human resources objectives in line with organizational objectives.
• Leads recruitment, staffing and onboarding initiatives and processes to attract a talented, diverse workforce and ensure compliance with H&H policies, federal and state laws.
• Develops human resources operations financial strategies by estimating, forecasting, and anticipating requirements, trends, and variances; aligning monetary resources; developing action plans; measuring and analyzing results; initiating corrective actions; minimizing the impact of variances.
• Implements human resources strategies by establishing department accountabilities, including talent acquisition, staffing, employment processing, compensation, health and welfare benefits, training and development, records management, safety and health, succession planning, employee relations and retention, AA/EEO compliance, and labor relations.
• Accomplishes special project results by identifying and clarifying issues and priorities, communicating and coordinating requirements, expediting fulfillment, evaluating milestone accomplishments, evaluating optional courses of action, and changing assumptions and direction.
• Participates in the development and administration of benefits programs, compliance initiatives, HRIS and reporting functions.
• Coaches and counsels leadership on policy matters and investigates and advises on compliance issues. Leads separation process.
• Leads employee health and safety processes for positive outcomes and oversees compliance with OSHA, Workers’ Comp and Disability programs.
• Identifies, develops, and analyzes critical employee information reports to identify employee related trends and solutions important in achieving business goals.
• Updates job knowledge by participating in conferences and educational opportunities; reading professional publications; maintaining personal networks; and participating in professional organizations.
• Identifies critical human resource and organizational issues and takes appropriate actions to develop and implement solutions.
• Works with leadership to execute a trauma-informed work culture
• Provide HRIS, payroll and benefits support as needed to Controller

• 401(k)
• 401(k) matching
• Dental insurance
• Health insurance
• Paid time off
• Vision insurance

EEO

Hope and Healing Survivor Resource Center (H&H) is an equal opportunity employer that is committed to diversity and inclusion in the workplace. H&H prohibits discrimination and harassment of any kind based on race, color, sex, religion, sexual orientation, gender identity, military status, national origin, disability, genetic information, pregnancy, ancestry, or any other protected characteristic as outlined by federal, state or local laws. Additionally, reasonable accommodations will be made (where appropriate) for religious practices or employees with disabilities. Employees who may require a reasonable accommodation should contact an agency Director or the CEO. This policy applies to all employment practices within H&H, including hiring, recruiting, promotion, termination, layoff, recall, leave of absence, compensation, benefits, training, and apprenticeship. H&H makes hiring decisions based solely on qualifications, merit and program needs at the time.