Director, People and Development

Description:

Overview:

The Director, People & Development will oversee employee relations, individual and manager coaching, performance management preparation and execution, talent recruitment and retention and will partner with the CEO and the CFO on organizational development, change management, diversity & inclusion, the creation of employee programs and culture, and compensation review cycles. The candidate should have flawless attention to detail, be highly organized, able to prioritize, and have the maturity to handle confidential and sensitive information with poise and confidence.

Role Objectives:

• Serves as first line of contact for people managers with questions or employee challenges, providing counseling for numerous facets of employment management, including, but not limited to:
• Employee relations issues
• Performance management process
• Policy interpretation and compliance
• Managing employee relations cases and consulting with appropriate individuals as necessary, including legal, benefits, and culture
• Leads efforts related to Talent management initiatives; specifically:
• Annual and mid-year review process, including communication, monitoring completion and addressing any performance concerns
• Prepares bi-annual compensation review templates and helps managers and leaders make appropriate salary increase recommendations based on guidelines
• Performance coaching for people managers
• Coordinates and leads Talent Planning sessions with people managers
• Complex accommodation requests requiring review by employment counsel
• Create a culture and process around both talent recruitment and retention
• Identify and create the need for newly crafted job descriptions and an outreach approach to filling roles
• Utilizes his/her network and the networks of existing employees to identify A+ talent
• Develops ongoing retention programs inclusive of Employee Value proposition and owns the management of the values
• Plays a pivotal role within the firm’s M&A aspirations, inclusive of:
• Integrated org structure
• Title and salary alignment
• Evaluations of and recommendations for benefits, culture and legal
• Partners with leadership to mitigate risk and ensure that policies, practices and employment decisions comply with federal and state employment laws
• Partners in the development of employee programs and leads efforts in launching and managing them
• Pro-actively identifies areas for process improvement including payroll, time entry and performance reviews
• Takes on projects as necessary relating to achievement of Talent and business objectives

• 7+ years in a Human Resources generalist or recruitment role
• Proven experience in handling of employee relations issues, with ability to navigate policy, yet find creative solutions and maintain an open mind to each unique situation
• Excellent communication and interpersonal skills with the ability to interface at all levels of management and personnel
• Hand on recruitment experience, demonstrating creative thinking around prospect identification and the packaging of the business to potential employees.
• Adept at influencing, negotiating and partnering with a diverse group of people in a cross functional matrix environment
• Ability to organize and prioritize work and deliver with a sense of urgency
• Ability to operate in undefined areas (“gray areas”) with the ability to adapt to changing priorities and multiple tasks
• Knowledge and experience implementing compliance practices and policies related to Human Resources
• Desire to understand culture and business priorities and take initiative to make improvements to HR practices in order to align with each
• Ability to work autonomously yet seek counsel when necessary
• Strong ability to juggle multiple tasks while maintaining extraordinary attention to detail