Director, Human Resources


Greenville, SC
Greenville, South Carolina


Last Day to Apply: June 30, 2017

Director, Human Resources

 

Reports to:                  CEO                                         Department:

Classification:             Exempt                                   Division:

MAJOR FUNCTION:

Develops Human Resources policies and programs for the entire company.  The major areas covered are organizational planning, organizational development, employment, indoctrination and training, employee relations, compensation, benefits, safety and health, and employee services.  Originates Human Resources practices and objectives that will provide a balanced program throughout all divisions.  Coordinates implementation through Human Resources staff.

Reports to the CEO as the ranking Human Resources executive in the company.  Assists and advises senior management on Human Resources issues.

 

ESSENTIAL FUNCTIONS:

 

  1. Formulates and recommends Human Resources policies and objectives for the entire company.
  2. Determines and recommends employee relations practices necessary to establish a positive employer-employee relationship and promote a high level of employee morale.
  3. Identifies legal requirements and government reporting regulations affecting Human Resources functions (e.g., OSHA, EEO, ERISA, Wage & Hour). Monitors exposure of the company. Directs the preparation of information requested or required for compliance.   Approves all information submitted.  Acts as primary contact with labor counsel and outside government agencies.
  4. Protects interests of employees and the company in accordance with company Human Resources policies and government laws and regulations. Approves recommendations for terminations.  Reviews employee appeals through complaint procedure.
  5. Direct a process of organizational planning that evaluates structure, job design, and manpower forecasting throughout the company. Coordinates activities across division lines.  Evaluates plans and changes to plans.  Makes recommendations to senior management.
  6. Directs a process or organizational development that primarily addresses succession planning throughout the company. Coordinates activities across division lines.  Evaluates plans and changes to plans.  Makes recommendations to senior management.
  7. Establishes wage and salary structure, pay policies, performance appraisal programs, employee benefit programs and services, and company safety and health programs. Monitors for effectiveness and cost containments.
  8. Establishes standard recruiting and placement practices and procedures. Reviews variances to schedules.  Interviews executive-level candidates.
  9. Establishes in-house management training programs that address company needs across division lines (e.g., MBO, Performance Appraisal, Interviewing).
  10. Defines all Human Resources programs, and authority/responsibility of Human Resources and line management within those programs. Provides necessary education and materials to line management and employees---workshops, manuals, employee handbooks, standardized reports.
  11. Oversees implementation of programs through Human Resources staff. Monitors administration to standards.  Identifies opportunities and resolves discrepancies.
  12. Selects and coordinates use of Human Resources consultants, insurance brokers, insurance carriers, pension administrators, training specialists, labor counsel, and other outside sources.
  13. Conducts a continuing study of all Human Resources polices, programs, and practices to keep top management informed of new developments.
  14. Directs the preparation and maintenance of such reports as are necessary to carry out functions of department. Prepares periodic reports to top management, as necessary or requested.
  15. Keeps supervisor informed of significant problems that jeopardize the achievement of objectives, and those which are not being addressed adequately at the line management level.
  16. Defines all benefits, health, 401K and analysis plans for best overall selection/cost.

 

ADDITIONAL RESPONSIBILITES:

 Assumes other duties as assigned by supervisor.

EDUCATION:

 

Bachelor’s degree or equivalent in Human Resources desired, Business or Finance Degree acceptable.  Specialized training in organizational planning, compensation, and preventive labor relations.  Masters degree desirable.

 

PREREQISITES FOR THE JOB:

  1.  Affiliations with successful companies who practice effective Human Resources Management.
  2. Generalist background with broad knowledge of employment, compensation, organizational planning, employee relations, and training and development. Well-developed administrative skills.  Strong management skills---principles and people.  Experienced working with more than two divisions.
  3. From seven (7) to ten (10) years’ experience gained through increasingly responsible management positions within Human Resources.
  4. A minimum of three (3) years’ recent experience as the top Human Resources executive of a company with 200 to 800 employees in a nonunion manufacturing and office environment.

PERSONAL CHARACTERISTICS:

  1. High energy level, comfortable performing multifaceted projects in conjunction with day-to-day activities.
  2. Superior interpersonal abilities. Ability to get along with diverse personalities, tactful, mature, flexible.
  3. Good reasoning abilities. Sound judgment.
  4. Good communication skills.
  5. Resourceful and well organized.
  6. Participative management style---advocate of team concept.
  7. Ability to establish credibility and be decisive---but be able to recognize and support the organization’s preferences and priorities.
  8. Results and people oriented by have sound judgment---ability to balance other business considerations. Service oriented, but assertive/persuasive.

 

ORGANIZATIONAL RELATIONSHIPS:

  1. Accountable to the Chair for all phases of activities.
  2. Positions accountable to the Director, Human Resources, for all phases of their activities.
    • Human Resources Manager
    • Human Resources Administrative Assistant
  3. Advises, consults, and coordinates with:
    • Senior Management: organizational plans, succession plans, company policies, legal issues, divisional results
    • Controllers: compensation costs, budgets, and expenses
    • Director, MIS: Human Resources Automated System
    • Middle Management and Supervisors:  as needed
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