Director of Human Resources and Internal Communications

ESSENTIAL FUNCTIONS

• Provide vision and leadership in the development, design, and implementation of effective, sustainable, and transformative HR strategies, programs, policies, and services across the various functions within the HR space.
• Provide leadership and support for organizational development, performance management, leadership development, talent acquisition, compensation, benefits, leaves, and employee relations. Lead organizational efforts to define and implement strategies, programs, and guidelines for performance management and career development across the organization.
• Oversee the design, organization, and delivery of training programs and workshops that reinforce the organization's culture, values, and desired behaviors.
• Work with leaders to set clear performance expectations and goals for employees, providing coaching and support to help them succeed.
• Collaborate with leadership to align people strategies with overall organization goals. Provide strategic guidance on organizational structure, workforce planning, talent development, and budgeting.
• Lead team of core HR administration professionals administer benefits, leave, and accurate and up-to-date employee records.

EMPLOYEE EXPERIENCE

• Develop and implement a comprehensive onboarding program to integrate new employees into the company's culture. Ensure all employees have a consistent entry into the organization and access to the tools, resources, and information they need to be successful in their roles.
• Promote a culture of continuous learning and professional growth, encouraging employees to pursue opportunities for self-improvement and contribute to a positive organizational culture.
• Develop strategies to measure and assess organizational culture, including employee engagement surveys, focus groups, and other feedback mechanisms.
• Implement initiatives to foster a positive work environment, enhance employee morale, and promote a sense of belonging and commitment to the organization's culture.
• Responsible for conflict resolution and investigations, ensuring fair and timely outcomes while fostering a positive workplace; escalate complex issues to safeguard the organization.
• Create pathways for professional development that enhance the employee experience.

PEOPLE OPERATIONS

• Drive people management and recruitment efforts, focused on attracting, selecting, developing, and retaining employees.
• Collaborate with hiring managers to identify staffing needs and create job descriptions that reflect both the role requirements and cultural fit.
• Support the company's commitment to inclusive hiring, developing best-practice approaches to attracting talent, and ensuring a fair, equitable, and effective process.
• Partner with internal leadership to ensure a collaborative and connected workplace culture for all employees.
• Ensure legal compliance, reporting and practices are in place and remain current in local, state, and federal laws, manage all labor and employment compliance issues, working closely with legal counsel.
• Develop and strengthen manager capacity and competencies to regularly engage in feedback conversations and ensure that managers are coaching and mentoring team members effectively.
• Partner with CFO to ensure appropriate implement of compensation philosophy

COMMUNICATION EXPERTISE

• Ensure company materials are available to employees in their native language and in accessible channels, understanding that we employ a dispersed workforce.
• Share measurable trends in hiring, turnover, professional development, and employee engagement with company leadership.
• Maintain a pulse on the culture through employee surveys, suggestions, employee meetings, feedback loops.

EMPLOYMENT REQUIREMENTS

• 5+ years of relevant organizational leadership experience.
• A track record of embedding equity throughout HR practices, transforming organizations to be inclusive and just, and supporting teams with a rich mix of partners across race, gender, sexual orientation, and other group identities.
• Experience leading initiatives that reinforce organizational culture and values.
• Proven results coaching staff and building a team's performance capacity.
• Knowledge of and experience with employment-related laws and regulations and ability to successfully apply them as needed.
• Verifiable work references demonstrating exceptional accomplishments, leadership, and communication skills
• Successful completion of post-offer background & drug screens

The salary range for this position is $ 115,000 - 160,000 annually and is dependent in experience and title/rank of position offered.

Health and welfare benefits include Medical, Dental, Vision, Life, ADD, STD, LTD, and EAP substantially supported by the employer.

• Retirement benefits: Employee Stock Ownership Program - funded by the company for all full-time overhead employees; optional 401(k) to boost savings
• Other benefits and compensation include annual bonus potential, employee events and activities, discounted benefit programs (i.e. LegalShield, pet insurance, Botanic Garden memberships, etc. which may vary over time)

For more details about our benefits package, please visit: https://www.ghphipps.com/careers/.

Equal Opportunity Employer/Protected Veterans/Individuals with Disabilities

The contractor will not discharge or in any other manner discriminate against employees or applicants because they have inquired about, discussed, or disclosed their own pay or the pay of another employee or applicant. However, employees who have access to the compensation information of other employees or applicants as a part of their essential job functions cannot disclose the pay of other employees or applicants to individuals who do not otherwise have access to compensation information, unless the disclosure is (a) in response to a formal complaint or charge, (b) in furtherance of an investigation, proceeding, hearing, or action, including an investigation conducted by the employer, or (c) consistent with the contractor's legal duty to furnish information. 41 CFR 60-1.35(c)