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Director of Human Resources (HR) position requires a candidate with experience in establishing HR infrastructure to support aggressive growth plans for a dynamic business. Strong talent acquisition skills will be needed with the projected addition of 100+ positions through year-end of 2017. Candidate must have depth of experience in collaborating with an Executive Team to create, promote and communicate a number of HR programs and processes. This position is responsible for the effective leadership of the Human Resources function, leading the initiatives for organizational effectiveness related to HR matters. This position is also responsible for the oversight of the Human Resource Information System (HRIS) and payroll functions, ensuring data integrity with HR Systems, as well as accurate and timely payrolls. The HR Director will have responsibility for creating policy development and the implementation of compensation, benefits, payroll, recruitment, and learning and development. The position provides technical leadership and counsel to management in all aspects of Human Resources, ensuring that policies and practices are aligned with REMPREX’s culture. The HR Director will become a member of the Strategic Leadership Team. This position has two direct reports, Human Resources Generalist and Payroll / Benefits Manager.
The Director of Human Resources reports to the Chief Financial Officer (CFO).
Responsibilities
The scope of the Director of HR role includes the following procedures and tasks:
Education and Experience
Physical
To perform the essential functions of this job, an employee must meet the physical demands in this job description. Reasonable accommodations can be made to enable individuals with disabilities to perform the essential functions.
Director of HR will be required to work indoors with limited exposure to the elements, occurrences where incumbent may walk short distances in an industrial setting. While performing duties on the job, the incumbent may lift up to 30 lbs. Extended hours in front of a computer screen. Required to sit for long periods of time, stand, bend, and reach. To perform the essential functions of this job, an employee must meet the physical demands in this job description.
Hours
This role is a full-time position working a standard 40-hour workweek. The Director of HR works Monday through Friday, 8:00 AM – 5:00 PM. Additionally, the role can have extended work hours including weekends and holidays. Travel, 10%, to REMPREX sites required that are currently in the US and Canada. Passport required for travel to Canada.
The Director of HR works in an office environment, working closely and communicating with others. The Director of HR must have internet access at home with the ability to use a Virtual Private Network (VPN) to access the corporate network.
Additionally, the role can require the individual to go on-site periodically. The Director of HR must possess company-issued Personal Protection Equipment (PPE) and applicable licenses, as well as follow on-site safety guidelines.
Selection Guidelines
This position requires a formal application, rating of education and experience, oral interview, and reference check. Additionally, it may require job related tests. The duties listed in this job description are only examples of the various types of work that the Director of HR might be required to perform. The omission of a statement of duties does not exclude it from the position if the work is similar, related, or a logical assignment to the position. The job description does not constitute an employment agreement between the employer and employee, and is subject to change as the needs of the employer and job change.
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)
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