The Human Resources Director will serve as the human resources expert and strategic advisor to the leadership team. He or she will plan, direct and manage all functions of the Human Resources Department to include Learning Engagement; Internal Communications; Employee Negotiations and Administration; Total Rewards, Talent Acquisition; and Classification and Compensation. The Human Resources Director will interface with staff and management to foster a good working relationship and maintain a positive working environment. The current Human Resources Department includes a staff of eight team members and the Director.
Reports to: Executive Director
Location: Columbia, SC
Key Areas of Responsibility:
Employee Relations and Human Resources Management:
- Coordinate personnel policies and procedures, including development, maintenance, updating interpretation, communication, and enforcement.
- Responsible for personnel budget preparation and maintenance of relevant data.
- Monitor appropriate disciplinary and grievance procedures; participates as appropriate in special disciplinary procedures such as suspensions and dismissals; coordinates and participates as required in grievance procedures; coordinates appointment to Grievance Committee.
- Remain up to date on current developments in HR administration (legal or otherwise) which might impact Library policies.
- Promote compliance with federal, state, and local employment laws and regulations.
- Coordinate process of performance evaluations for all employees, including probationary and post-probationary.
- Serve as the operating head of the HR department; supervises the work and procedures of the staff.
- Provide staff assistance and instruction to supervisors and department heads in communicating, interpreting and carrying out the Library’s personnel policies and procedures; counsels with staff supervisors on personnel problems.
- As a member of the executive leadership team, develop system wide strategies by providing executive leadership with data, analysis, recommendations and advice regarding employment trends, best practices and characteristics of library workforce to meet current and future library’s staffing needs.
- Establish and report on HR performance metrics to measure program effectiveness.
- Serve as senior consultant to administration and upper management staff on all matters relating to HR management.
Recruitment, Classification and Compensation
- Serve as the HR expert and strategic advisor to the leadership team regarding talent acquisition, including development of robust recruitment/hiring plans and career paths for library employees.
- Coordinate employment process, including recruiting, advertising vacancies, receiving and screening applications, coordinating procedures of interviewing, testing, reference checking, evaluation, selection, hiring and placement of new employees; also communicates with applicants, employees, supervisors and other appropriate staff.
- Coordinate and monitor the Library’s compensation and classification system.
- Monitor process of maintaining current job descriptions for all Library positions.
- Monitor, develop and encourage practices that create and maintains a diverse workforce.
Learning Engagement & Internal Communications
- Ensure learning is a key priority at all levels of the organization. Strategically develop and execute learning and capability building programs throughout departments to ensure employee engagement and growth.
- Work tirelessly to be a “Best Place to Work” culture centered on values, engagement, teamwork, and innovative growth.
- Champion the strategic direction for initiatives regarding employee training, recruitment, compliance, policy, process, and reporting.
- Counsel and advise leaders with sensitive employee relations issues. Encourage and implement proactive approaches to clearing issues, including participation in employee mediations.
- Build a unique Richland Library voice that is consistent across our platforms and channels, dedicated to informing and engaging employees and partners.
- Ensure that the communications function is leveraging and experimenting with new communications tactics and techniques, particularly via digital and social channels; and ensure quality and consistency across all communications.
- Drive internal events and work with leadership to generate collaboration, professional development, product innovation and idea sharing across the organization.
- Monitor and coordinate general matters relating to plans and programs of employee benefits, including communication of timely and appropriate information to employees.
- Research, negotiate, evaluate, and analyze all benefits with vendors.
- Implement all insurance policies, managing changes that would impact staff or budget (communication, training, budget proposals, etc.), managing employee deductions and open enrollment for all insurance options.
- Participates as a member of the management team led by the Chief Customer Officer; contributes to development of long-range strategic planning for the Library.
- Works with administration and upper management staff in areas of forecasting personnel needs, work force planning and scheduling and job design and analysis.
- Responsible for records, documents and information pertaining to employees’ leave and attendance; coordinates employees’ and supervisors’ compliance with regard to procedures for all types of leave, including PTO, FMLA, disability, workers’ comp, education and travel, etc.
- Supports and contributes to the coordination of orientation of new employees; works cooperatively with Learning Engagement Manager in general planning, execution and publicizing of career development and staff education events and activities.
- May coordinate and/or oversee special programs for education, training, development and counseling.
- In coordination with Safety and Security Manager, submits appropriate and timely documentation related to WC cases; maintains communication as necessary with State Accident Fund and the employee; maintains records as appropriate.
- Provides relevant reports, statistics and survey/questionnaire/inquiry responses relating to personnel.
- Communicates as necessary with professional legal counsel regarding personnel matters.
- Maintains liaison with other personnel officers.
- Coordinates recruitment and selection and monitors placement of the Richland Library graduate assistants; monitors selection and recordkeeping pertaining to interns.
- Education: Baccalaureate degree from an accredited university or college preferably with major coursework in HR, psychology, business or public administration, industrial relations, organizational development or a related field.
- Five or more years of professional HR management work experience including supervisory experience.
- Experienced in recruitment and selection, employee relations, classification and compensation and/or HR operations.
- Comfortable with technology and human resource software.
- Adept and comfortable operating in a fast pace, highly collaborate environment.
- Demonstrated success with initiatives that create a diverse and inclusive workforce.
- Passion for public service and delivering exemplary customer service.
For confidential consideration, please email cover letter and resume to Robyn Ezzell at firstname.lastname@example.org.