Director of Human Resources

Description

Position Summary/Objective

The Director of Human Resources is a member of the leadership team responsible for the day-to-day operations of The Saint Louis Brewery’s Human Resources office supporting approximately 250 full and part-time brewery and pub employees in four locations in the St. Louis metro area. The position is accountable to develop and implement strategic human resources programs, policies and services designed to attract, develop and retain strong and passionate talent that align with our mission and values as needed to achieve our business objectives. The Director of Human Resources is a business partner to managers and is a resource to employees.  The position is also responsible for ensuring all policies and practices are consistent with legal and regulatory requirements as well as current with market and industry trends.  

Essential Functions 

The requirements listed below are representative of the knowledge, skills and/or abilities required to perform this job successfully.  Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions. Additional duties may be assigned.

1. Establishes credibility as a senior level HR business partner throughout the organization with management and the employees in order to be a trusted adviser, coach and problem solver.

2. Participates in the development of the corporation's plans and programs as a strategic partner but particularly from the perspective of the impact on people, culture and employee engagement.  Translates the organization’s strategic plans into HR strategies and objectives.  Plans, develops, implements, directs and evaluates HR strategies, practices and policies to ensure desired outcomes are being achieved. 

3. Develops staffing needs, strategies and programs to identify and select top talent within and outside the organization. Identifies appropriate and effective external sources for candidates for all levels within the organization. Screens and interviews candidates. Builds interviewing skills and selection tools to support others who interview candidates. Assists managers in making offers.  Ensures the selection process is compliant and consistent with E-Verify, drug testing and background checking policies. 

4. Develops and manages onboarding and orientation processes in collaboration with hiring managers for all new hires to ensure a positive initial employment experience and minimize turnover within the first 90 days. Distributes and retrieves company property.

5. Develops and maintains the Employee Handbook, policies and supporting procedures to ensure effective Employee Relations that reinforce a positive, engaging work environment.  Provides assistance and counseling in the explanation and interpretation of human resource guidelines to both management and staff relating to work-related problems and issues encountered by them. Conducts time-sensitive, confidential, and thorough investigations. Documents corrective actions and performance improvement plans. Facilitates terminations and offboarding process (i.e. Exit Interviews, COBRA admin, etc.). Responds to employment verification requests, mail, emails, phone calls.

6. Develops progressive, competitive and proactive compensation and benefits programs that motivate, incent, reward and retain employees.  Ensures salary structure(s) and range(s) are market competitive. Participates in compensation and benefits surveys on behalf of the organization.  Maintains relationships with third party compensation and benefits consultants and plan providers. Conducts annual open enrollment activities. Enrolls/terminates employees on company benefit plans. Monitors COBRA enrollments and premium payments. Coordinates Wellness Program and activities.

7. Leverages HR technology to drive efficient HR processes, analytics and reporting. Proactively manages the relationship with the technology provider. Ensures employees and managers gain value from the technology and are competent on the use of tools and information available to them within the system.

8. Develops effective performance management practices and processes that align organization goals to individual performance accountability, encourages high performance and rewards high performers. 

9. Creates and implements organizational training and development programs to include safety, service, compliance and management training. Partners with managers to develop materials to encourage cross training.

10. Collaborates with Finance to ensures accurate time keeping and payroll processing. Manages the relationship of third-party payroll service provider(s). 

11. Ensures the organization is in compliance with applicable Federal and State statutes and regulatory requirements. Ensures EEOC, DOL, FMLA, ACA, Worker’s Compensation, and all other mandated programs are managed and reported on appropriately. Updates Employment Law posters. Ensures completion of annual compliance training (sexual harassment, safety, etc.). Responds to Unemployment claim requests and participates in Unemployment hearings. Maintains knowledge, anticipates implications and proactively addresses requirements for the organization.  Ensures that all records and retention requirements are met. Reports workplace injuries to Worker’s Compensation vendor within required timeframe. Documents all injuries on OSHA 300 form and submit annual OSHA filings.

12. Acts as primary advocate for diversity and inclusion in the workforce at all position levels and in all parts of the organization.

13. Collaborates with finance to administer the organization’s 401K program. Communicates with plan participants.  Reports on program status per plan requirements to advisors, senior management and the Board. Implements plan changes deemed to be in the best interest of the organization.

14. Brings knowledge and application of change management strategies and practices in support of changes driven by HR or other areas of the organization. 

15. Supports and establishes employee communication vehicles and develops messaging that keeps employees informed and engaged.  Adapts communication methods, tools and messages to ensure all employee understand.

16. Leads and coordinates the HR plans and integration activities associated with acquisitions and other partnerships of the organization.

17. Manages the budget and other financial measures of the Human Resources Department.

18. Keeps abreast of new and innovative practices in Human Resources through reading, continuing education, networking and associations with other professionals, vendors and consultants.

19. Supports and participates in marketing and community events that promote the business. 

Leadership Competencies

Ability to demonstrate the key competencies as listed below:

Problem Solving/Strategic Agility: Identifies and anticipates problems and opportunities proactively. Gathers input from multiple perspectives. Sorts information into useful formats. Analyses information. Makes recommendations or takes action to resolve problems and/or improve business performance. 

Leading Change: Accepts and embraces change. Champions new initiatives. Creates a shared vision. Builds commitment during change. Builds communication and implementation plans. Positions the organization to successfully move through both short-term and long-term changes.

Developing Talent: Actively plays a role in developing self and others. Prepares team members for career growth and promotional opportunities. Transfers knowledge through coaching and mentoring.  

Managing Performance: Meets expectations of current role. Asks for and provides feedback to others to improve performance. Aligns individual performance goals with the organization’s strategies and business priorities. Differentiates and rewards employee performance. Holds self and others accountable.

Continuous Improvement: Uses process improvement methodology to measure, monitor and discover improvement opportunities. Ensures that quality, service and process efficiencies continue to improve over time.

Working Across the Business: Capable of connecting each function to the mission of the organization. Demonstrates versatility and models positive and productive working relationships with employees across the organization’s business units. Fosters cross-functional collaboration and open exchanges of ideas. 

Requirements

EDUCATION and/or EXPERIENCE 

· Bachelor's degree (B. A.) from four-year college or university plus additional specialized Human Resources training. 

· Six to eight years of progressive responsibilities in the HR field including serving as an HR Business Partner or HR generalist.  

· Regularly participates in continuing education in human resource related programs, etc. (i.e., ABA Human Resource School, regular participation in SHRM local/state/national conferences).

OTHER SKILLS AND ABILITIES 

· Must have working knowledge of Microsoft Office—Word, Excel, Power Point. 

· Ability to thrive in fast-paced, dynamic environment

· Ability to adapt to new situations, learn from mistakes. 

· Excellent time management and organizational skills. 

· Excellent written and verbal communication skills. 

· Strong attention to detail. 

· Ability to maintain confidential and sensitive information professionally.

CERTIFICATES, LICENSES, REGISTRATIONS 

· Has HRCI-PHR or SHRM-CP. HRCI-SPHR or SHRM-SCP HR Certification preferred.

· Valid driver’s license.

PHYSICAL DEMANDS

While performing the duties of this job, the employee is regularly required to sit and talk or hear. The employee frequently is required to walk; use hands to finger, handle, or feel; and reach with hands and arms. The employee is frequently required to stand; climb or balance; and stoop, kneel, crouch, or crawl. The employee must occasionally lift and/or move up to 25 pounds. 

The flow of work and duties require typical mental and visual attention; visual requirements include depth perception, color vision, and clarity of vision for distant (20 feet or more) and near (less than 20 inches) work.

Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions of the job.

WORK ENVIRONMENT

· The noise level in the work environment is usually moderate.

· This position requires travel to other locations predominantly by driving. 

· Position may require overnight travel to attend a conference, school or training program.

· Position requires the ability to work before or after normal business hours to meet deadlines and attend meetings and to be available on holidays and weekends if needed.