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Director of Human Resources at S&D - Colleen Denston

Posted in General Business 30+ days ago.

This job brought to you by eQuest

Type: Full-Time
Location: Waycross, Georgia





Job Description:

DESCRIPTION OF DUTIES

Builds trusted partnership with department leaders through strategic consultative efforts to ensure the efficient and effective delivery of HR programs and services that support development of organizational and talent capability in assigned client group(s). Contributes to the design and execution of all aspects of talent attraction, development and engagement.
Designs, develops, and guides efforts to improve department performance to support the achievement of company objectives through integrated HR plans across assigned areas. Works with client(s) to adjust strategies to meet changing business and talent needs.
Leads the implementation of key HR programs and processes with client group(s) including performance and pay, employee engagement surveys, leadership assessments, and talent planning.
Collaborates with business leaders on employee development and talent planning decisions. Assists leaders with development plans for employees.
Applies a thorough understanding of client functional work and relevant business operations in order to balance HR and business priorities while executing key HR strategies and initiatives. Communicates, assesses and manages risk in a way that is supportive to the employee and business.
Leverages HR and business metrics to assess internal and external talent needs and trends and inform HR strategies.
Consults with leaders and teams to enhance team performance and organizational effectiveness. Partners with business on organizational diagnosis, design, talent assessment and change management strategies and tactics.
Communicates organizational culture, policies and procedures, tools and resources to employees and clients. Monitors client group environment and the employee experience; reporting out on trends. Facilitates action planning and follow through in support of employee engagement surveys and trends.
Consults with leaders, and the legal counsel on employee relations issues including investigating, coaching, advising and reporting when necessary. Acts as a neutral party, counted on to advocate for a balanced perspective.
May directly manage and lead the performance of other partners. Delivers partner and business results through others.

Strategic Partner

Crafts and implements business strategies to address critical business needs and positively impacting the holistic employment experience
Adjusts HR strategies to respond to changing needs
Identifies critical HR metrics and addresses issues as appropriate
Identifies new business strategies and plans accordingly
Identifies talent issues before they affect the business and responds appropriately
Prioritizes across HR needs
Redesigns structures around strategic objectives
Understands the talent needs of the business
Develops the next generation of leaders
Partners across HR functions to deliver on business needs


Operations Manager

Measures, monitors and facilitates existing practices, policies and procedures
Assesses employee attitudes
Communicates organizational culture to employees
Communicates policies and procedures to employees
Ensures HR programs are aligned with culture
Keeps management updated on HR initiatives
Tracks trends in employee behaviors and shares observations within HR and with management for action
Manages client-facing cyclical programs through cross-functional partners to deliver performance management, compensation, benefits, and other HR related initiatives
Updates practices in keeping with legislative changes
Ensures innovation and relevance of practices, policies and procedures


Employee Mediator

Creates sustained solutions to individual employee challenges
Manages competing personalities in the organization
Manages conflict between employees
Manages conflict between managers
Responds to organizational changes
Resolves political problems within the business