Director of Human Resources

SUMMARY

The Director of HR will partner with the SVP of Human Resources in supporting the planning, leadership, direction, development, and coordination of all HR activities for the Company, serving as a key member of the HR team primarily in a leadership capacity to direct, lead and support ongoing department activities and initiatives.  This individual’s areas of key focus on a regular basis include, but are not limited to employee relations, performance management, recruiting & hiring, onboarding, legal compliance and general department and organizational leadership in support of our mission and human capital strategy.  As a customer service representative of the department and of the corporate office, the HR Director will participate in activities which support our culture of teamwork, accountability, communication and inclusion.  The Director of HR will build connections with staff at all levels, particularly with corporate leadership, functional department heads, operations leadership, as well as hiring managers and ~700 employees across our geographically dispersed portfolio of properties in 11 states.

To perform this job successfully, an individual must be able to perform each essential duty satisfactorily.  The requirements listed are representative of the knowledge, skills, and/or abilities required in order to do so.  Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions.

PRIMARY/ESSENTIAL DUTIES AND RESPONSIBILITIES

• Collaborates with senior leadership to understand our organization’s goals and strategies related to staffing, recruiting and retention.
• Supervises the team and all operational aspects of recruiting, talent acquisition, and onboarding activities for the company.
• Serves as the primary point of contact for operations managers, supervisors, and employees on matters regarding employee relations, interpersonal disputes or allegations, performance deficiencies, incident investigations, policy compliance, and the like.  In conjunction with the above, monitors and advises management in the coaching, counseling and disciplinary policies of the company as well as reviews, guides and approves management recommendations in matters related to separation of employment.
• Protects the interests of the company and its employees in accordance with company policies and procedures as well as laws and regulations through a partnership with the SVP of HR in leading company compliance with all existing governmental and labor legal and government reporting requirements including all legislation monitored and enforced by the US Department of Labor or any state, county or municipal statutes related to Equal Employment Opportunity (EEO), the Americans with Disabilities Act (ADA), the Family and Medical Leave Act (FMLA), worker’s compensation and the Occupational Safety and Health Administration (OSHA), etc.  Will also serve as a point of contact with regard to union contract and collective bargaining agreement matters, including language interpretation and compliance and the grievance process.  Maintains minimal company exposure to employment-related third-party disputes and litigation.
• Supports the Training Department with logistics and execution of training programs and initiatives, including the delivery and facilitation of training topics/programs to various audiences.
• Supports and participates in the execution of traditional HR administrative processes, correspondence, and recordkeeping including employment verifications, accident reports, personnel files, I-9 recordkeeping, new hire paperwork, policy acknowledgments, employee record changes, data entry in UKG/Kronos payroll system, etc.
• Keeps the Executive Team informed of significant problems that jeopardize the achievement of company goals and those that are not being addressed adequately at the management level.
• Supports the organization’s culture, initiatives, and practices, both formally and/or informally, with regard to diversity, equity, and inclusion.
• Other tasks, projects, assignments or duties as assigned.

REQUIRED QUALIFICATIONS – SKILLS, EXPERIENCE, ABILITIES

To perform this job successfully, an individual must be able to perform each essential duty satisfactorily, as demonstrated through prior experience of the same.  The requirements listed below are representative of the knowledge, skill, and/or ability required.  Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions.

• 5-7 years or more of progressive management in HR positions, including multiple years in a managerial role with successful direct supervision of HR staff members and high volume recruiting activities.  Must have had exposure and proven experience in recruiting, HR employment legal compliance, employee relations, investigations, and issue resolution.
• Bachelor’s degree strongly desired, particularly with a focus in business, organizational psychology, management, or the like.  Education, experience, certificates and association affiliation in HR, communications and/or related fields are a plus.
• Excellent professional writing skills/experience required, along with prior experience in crafting company letters, e-mail communications, and developing online/offline content (posters, flyers, graphic design, copy writing, formatting, etc.). 
• Excellent computer skills required, including proficiency with MS Office suite (Word, Outlook, Excel, Powerpoint, etc.).  Prior knowledge of working with Human Capital Management (HCM) payroll systems, including data entry, data export and reporting.  Prior use of UKG/Kronos Workforce Ready for core HR, payroll, benefits, and leave administration is a plus.
• Excellent interpersonal, communication and speaking skills required, particularly with coaching, meeting facilitation, negotiations, and relationship/team building.  Equally comfortable with the written word as the spoken word; able to connect and collaborate with others, build relationships, be a brand ambassador and a customer service specialist.  Capability to be successful at influencing and generating strong positive engagement and morale for managers, employees, and job applicants.
• Excellent organizational, multi-tasking and time management skills with excellent attention to detail.  Must be proactive, timely, and responsive with a comfort level to pivot and adjust priorities based on matters of appropriate urgency.  Adept at owning projects and tasks, managing deliverables to meet/beat deadlines, connecting with people and facilitating effective collaboration to influence and achieve successful outcomes.
• Ability to visit company-managed community sites or other off-site locations as needed for meetings, job fairs, or other events and activities as appropriate.
• While performing the duties of this job, the employee is regularly required to read, write, talk and hear.  The employee frequently is required to sit; use hands/fingers to handle or feel; and reach with hands and arms.  The employee is occasionally required to stand; walk; climb or balance; stoop, kneel, crouch, or crawl.  The employee must occasionally lift and/or move up to 20 pounds or more.  Specific vision abilities required by this job include close vision, distance vision, peripheral vision, depth perception, and ability to adjust focus. Must have reliable transportation, the ability to meet attendance/punctuality requirements, and the ability to travel occasionally for work-related assignments or task completion.

WORK ENVIRONMENT:  The role will be primarily based at the company’s corporate offices in Gaithersburg, MD and the work environment is predominantly an office/clerical environment.  Hybrid schedule permits remote work Mondays and Fridays, but requires in-office attendance Tuesdays-through-Thursdays.  Primary schedule for the main office is between 8:30-5:30, however the schedule expectations may shift to start earlier, end later, or involve weekend work based on business and operational needs/demands.

Edgewood Management and Vantage Management are Equal Employment Opportunity Employers