Human Resources Specialist

Description

ESSENTIAL DUTIES   

• Partner to achieve a healthy organizational culture that assures safety and increases employee engagement.
• Implement strategies that support the recruitment, hiring and retention of qualified staff; partner with others to support internships.
• Support the development and implementation of a comprehensive onboarding process for all new hires.
• Plan for and oversee the provision of new employee orientation, in-service training, and professional development.
• Regularly review and make updates to the Employee Handbook; oversee maintenance of personnel files/records.
• Assist with the development and implementation of an agency-wide performance assessment that reflects the agency’s mission and values, and also evaluates employees on the completion of their duties, the quality of their work, and the characteristics that contribute to a healthy organizational culture.
• Partner with others to maintain a culture of safety, including assisting with the incident review process, updating site-based emergency preparedness plans, and preparing/updating training materials and other resources to support plan implementation.
• Assist with policy and procedure review to ensure compliance with applicable state administrative rules and laws and federal regulations.
• Assist in the development of resources to support agency employees in the successful provision of services, and streamlining/simplifying workflow, when possible.
• Support other leaders in their efforts to improve the performance of their team members, address concerns, and implement corrective action.
• Attend meetings and contribute to the activities of the Board of Directors and Policy Council, as requested.
• Facilitate committees, advisory groups, and other staff/agency-focused convenings.
• Attend to changes in regulations and laws governing employment, wages, hours, employee leaves, etc.
• Manage leaves of absence, including reviewing all requests, partnering with the Finance Director and Executive Director in leave approvals (when necessary), and providing oversight and facilitation of summer layoffs and unemployment.

SUPERVISORY RESPONSIBILITIES

• Ensure employees have the tools and resources needed to be successful in their positions.
• Provide clear direction, support, and feedback to team members.
• Monitor workload, evaluate performance, assess employee goals, and provide opportunities for growth.
• Process and submit assigned operations paperwork (time sheets, Registry request forms, etc.). 

LEADERSHIP RESPONSIBILITIES 

• Partner with other members of the leadership team to develop and implement a process for continuous quality improvement; monitor and analyze pertinent agency data.
• Participate in meetings and other activities designed to ensure collaboration and promote consistency for both the workforce and those served.
• Participate in the segregation of duties for the fiscal department.
• Participate in program design and development of the annual calendar; contribute to planning efforts, evaluation, and reporting of annual information to funders.

OPERATIONS RESPONSIBILITIES

• Adhere to a schedule for reviewing and revising policies, procedures, and other organizational processes to ensure provision of quality services.
• Assist in supporting team members with resources related to Head Start facilities and equipment.
• Assist in establishing and ensuring compliance with all safety work rules and regulations; supervise audits of staff and program files.
• Assist Program Support staff in maintaining program inventory records.
• Assist the Finance Director to ensure that hardware, software and communication and data systems meet overall RWCFS goals. 

The above list reflects the general details necessary to describe the principle and essential functions of the position and shall not be construed as the only duties that may be assigned for the position. An individual in this position must be able to successfully perform the essential duties and responsibilities listed above. Reasonable accommodation may be made to enable individuals with disabilities to perform the essential functions of this position. It is the responsibility of the individual to inform the employer of any accommodation needed to perform the essential functions of this position. 

 MINIMUM QUALIFICATIONS

• An associate’s degree in human resources or its equivalent, and a willingness to obtain additional credentials in human resources.
• Experience leading others, including providing direct supervision, managing change, evaluating performance, etc.
• Excellent verbal and written communication skills.
• Ability to maintain confidentiality at all times and handle sensitive matters with professionalism.
• Ability to collaborate with others and perform high quality work with minimal to moderate supervision.
• Ability to manage multiple streams of work and a workload that contributes to the overall effective operations of the agency.
• Ability to generate ideas and initiate action to seek information to solve problems or follow through with a task; self-starter.
• Ability to make sound and timely decisions - realistically weighs and evaluates information, selects decision alternatives that meet the objectives of the agency, and is accountable for results.
• Ability to utilize various forms of technology and explore others to gain efficiencies.

PREFERRED QUALIFICATIONS

• A bachelor’s degree in human resources.
• Knowledge of human services, Head Start, child development, or the social determinants of health.
• Experience with Wisconsin licensing rules for group childcare centers, Head Start, or other early care education services.
• It is desirable for the employee to be fluent in English and Spanish.
• Experience with Microsoft Office (Outlook, Teams, Word, Excel, etc.) and electronic health or human resources platforms.

Requirements

Employees must be able to demonstrate at all times that they are physically, mentally, and emotionally able to meet the requirements of their job. 

Physical Demands:

• General Office Tasks: Sitting for long periods, moving from location to location (within buildings and from site to site) and      using a computer for extended periods of time.
• Communication: Speaking clearly, hearing, and using hands to handle objects or controls.
• Physical Activity: Depending on the job, managers might need to lift, bend, or crouch.
• Visual Acuity: Seeing details of objects at various distances, as well as depth perception. The ability to withstand blue light from computer screens, smart phones, and other technology.
• Auditory Acuity: The ability to hear and focus on conversations and potentially respond quickly to sounds. 

Mental Demands:

• Cognitive Skills: Learning new information, remembering processes, focusing, categorizing, and integrating information for decision-making. Making timely and effective decisions under pressure.
• Problem-Solving: Identifying problems, analyzing situations, and finding solutions.
• Organization and Planning: Organizing tasks, setting priorities, and managing time effectively.
• Adaptability: Adapting to changing situations and priorities.
• Stress  Management: Managing stress and maintaining composure under pressure. 

Emotional Demands:

• Empathy and Emotional Intelligence: Understanding and responding to the emotions of team members. Understanding one's own strengths and weaknesses and how they impact others.
• Conflict Resolution: Resolving conflicts constructively and fairly. 
• Resilience: Maintaining a positive attitude and bouncing back from setbacks. 
• Maintaining a Healthy Work-Life Balance: Managers need to model good work-life balance for their team. 

The physical, mental, and emotional requirements described here are representative of those that must be met by an individual to successfully perform the essential functions of this position. Reasonable accommodation may be made to enable individuals with disabilities to perform the essential functions. 

Working Environment

• The employee primarily works indoors in an office that is typically located within a school building. The noise level in the work environment ranges from low to moderate, depending on the location of the work being performed.
• The employee occasionally works in outdoor weather conditions for short periods of time.
• The employee regularly performs work/job related travel within Rock and Walworth Counties. Occasional travel within and outside of the state may be required for conference attendance.

The work environment characteristics described here are representative of those an individual encounters while performing the essential functions of this position. Reasonable accommodation may be made to enable individuals with disabilities to successfully function within the work environment.