Director of Human Resources

**POSITION SUMMARY:** The Director of Human Resources provides leadership and direction in the development and implementation of Human Resources (HR) and Organizational practices. Works with senior leadership to help identify and design initiatives that build talent and contribute to the effective achievement of the strategic business plan. The Director ensures that the organization’s mission, vision, and values are incorporated into the culture of HR operations. **Standards of Performance** **** (each is an essential function): - Consistently demonstrates sound leadership practices. - Consistently demonstrates and incorporates principles of safety, loss prevention and risk management for self and others into daily activities and ensures participation in Goodwill safety programs. Attends required safety training and participates in safety drills and exercises. Ensures tools and equipment are always in good working order and uses equipment safely. - Consistently maintains acceptable level of productivity. - Requires punctual and regular attendance. Time away from work is approved and taken in accordance with established policies. - Performs job duties in a prompt, thorough and acceptable manner. Performs duties in a manner that promotes team concept and reflects Goodwill’s mission and ethics, in accordance with Goodwill policies, procedures, CARF standards and generally accepted business practices. - Works cooperatively with all organization employees, clients, customers, and other persons contacted during performing duties. Shows respect and sensitivity for those with barriers to employment. - Safeguards company property, including donated goods. Reports any incident of theft, fraud, waste, or unauthorized possession of company property. - By signing this document, I agree to maintain strict confidentiality in all aspects of my work; comply with privacy policies, including HIPAA Privacy Rule; attend privacy and security training as it relates to this position. # ESSENTIAL FUNCTIONS **Legal** - Maintains current knowledge of legal requirements and government reporting regulations including but not limited to the Equal Employment Opportunity (EEO), the Americans with Disabilities Act (ADA), state and federal protected leaves, U.S. Department of Labor, Oregon Bureau of Labor & Industries (BOLI), and any other entity typically associated with the Human Resource function. - Serves as the primary contact with labor counsel and government agencies related to personnel matters. Represents organization in a variety of personnel-related matters such as grievances and hearings, claims, and professional meetings. **Organization & Staff Development** - Advises on and manages strategic HR initiatives such as [succession planning](http://humanresources.about.com/od/glossarys/g/successionplan.htm), staff training and development, and employee retention. - Supports timely and consistent employee communication and feedback through meetings, suggestion programs, engagement surveys, focus groups, and one-on-one meetings. - Monitors the organization’s culture so that it supports the attainment of goals and promotes employee engagement. - Works on the team that plans, communicates, and integrates the results of strategic planning throughout the organization. - Keeps the CPO and executive team informed of significant problems or issues. ### Human Resources Department - Oversees HR staff, identifying opportunities for improvement, development of efficiencies, and the opportunity to work smarter not harder. - Develops, implements, and monitors operating plan for department. - Conducts ongoing analysis of all personnel and HR policies, programs, and practices and keeps management informed of new developments. Facilitates annual policy review; develops and writes personnel policy and procedures. - Conducts annual review of Employee Handbook, periodically communicating results to the organization. - Serves as subject matter expert for the organization’s…