AMVETS Jobs

This is a full-time remote hybrid position with occasional travel

Job Summary:

The role of the Human Resources Director encompasses the planning, directing, and coordination of all human resource management activities within the organization. The primary objective of the Human Resources Director is to optimize the strategic utilization of human resources while ensuring the efficient operation of essential functions such as employee compensation, recruitment, personnel policies, and regulatory compliance.

The ideal candidate for this position should demonstrate a strong work ethic, exceptional communication abilities, a thorough understanding of labor regulations and HR practices, strategic thinking skills, effective organizational capabilities, and excellent interpersonal aptitude. An outstanding HR Director will actively enhance HR processes, deploy strategies that facilitate business expansion, bolster morale and employee retention, promote safety and wellness initiatives, cultivate positive relationships between staff and management, address job satisfaction concerns, attract top-tier talent, and uphold the organization's core values.

The responsibilities associated with this role directly or indirectly impact critical areas such as Talent Acquisition, Employee Relations, Retention, employee satisfaction, customer service, and the capacity of Human Resources to function as both a strategic advisor and operational partner to stakeholders internally and externally across all levels of the organization.

DUTIES, RESPONSIBILITIES, & ESSENTIAL JOB FUNCTIONS -

• Develop and execute HR strategies that align with the organization's mission, vision, and goals.

• Partner with senior leadership to integrate HR initiatives with business objectives.

• Provide thought leadership on HR trends, emerging issues, and best practices.

Talent Acquisition:

• Lead the development and implementation of a comprehensive talent acquisition strategy to attract, recruit, and retain top talent.

• Oversee the full recruitment lifecycle, including workforce planning, sourcing, screening, interviewing, and selection.

• Collaborate with hiring managers to understand staffing needs and develop effective recruitment plans.

• Build and maintain relationships with external partners, including recruitment agencies, universities, and professional organizations.

Employee Relations and Engagement:

• Foster a positive and inclusive workplace culture that promotes employee engagement, diversity, and inclusion.

• Serve as a trusted advisor to employees and managers on HR policies, procedures, and best practices.

• Address employee relations issues in a timely and effective manner, ensuring fairness and compliance with company policies and legal requirements.

• Develop and implement employee engagement initiatives, such as recognition programs, surveys, and feedback mechanisms.

Performance Management:

• Design and implement performance management processes, including goal setting, performance feedback, and development planning.

• Provide guidance and coaching to managers on performance management practices and tools.

• Monitor and evaluate employee performance to identify areas for improvement and development opportunities.

Compliance and Risk Management:

• Ensure compliance with all relevant employment laws, regulations, and industry standards.

• Stay abreast of changes in employment legislation and proactively update HR policies and practices.

• Develop and maintain HR policies, procedures, and practices to mitigate legal risks and promote a fair and respectful work environment.

• Partner with legal counsel as needed to address complex HR issues and mitigate legal liabilities.

Training and Development:

• Identify training and development needs across the organization and design learning programs to address them.

• Facilitate training sessions on topics such as leadership development, diversity and inclusion, performance management, and compliance.

• Support career development initiatives to help employees grow and advance within the organization.

• Evaluate the effectiveness of training programs and make recommendations for improvement.

Qualifications:

• Minimum 5 years experience in Human Resources

• Must have experience with talent acquisition in the field of substance use and/or mental health treatment

• HR certification preferred