Director of Human Resources/Risk Management

*Compensation will be commensurate with qualifications and experience. * 

APPLICATION PROCESS:

Applications will be accepted online at www.starkmha.org or by mail to the HR Coordinator, Stark Metropolitan Housing Authority, 400 Tuscarawas Street E, Canton, OH 44702-1131.

The Human Resources Department does not accept telephone inquiries regarding Job Postings. You will be notified by US Mail or Email.  Please note that it may take 1 to 30 days for Human Resources (HR) to review your job application. If HR has not contacted you within 30 days, please assume the position has been filled.  Thank you.

 STARK METROPOLITAN HOUSING AUTHORITY 

Job Title:            Director of Human Resources/Risk Management

Reports to:        Executive Director

Department:     Human Resources

Date:                  December 6, 2021

FLSA Status:      Salary/Non-Bargaining

General Purpose:

The primary purpose of this position is to direct the activities of the Human Resources (“HR”) department of the Stark Metropolitan Housing Authority (“SMHA” or “Agency”), including recruitment, compensation, benefits, labor and employee relations, training, and staff development.  Additional responsibilities include HR Risk Management, Worker’s Compensation, Employee Safety/Drug & Alcohol Training, Unemployment, FMLA, RA, and Payroll.  The incumbent advises managers and supervisors on HR matters, develops appropriate policies, maintains labor relations, administers labor agreements, and develops effective performance management and salary administration processes.

Essential Duties and Responsibilities:

The below statements are intended to describe the general nature and scope of the work being performed in this position.  This is not a complete listing of all responsibilities, duties, and/or skills required. Other duties may be assigned.

• Utilizes broad Human Resource knowledge to resolve employment issues, initiate new projects, and improve the effectiveness of current Agency operations through personnel management initiatives.
• Directs the activities and results of the Human Resources department staff, including employment, recordkeeping, and employee benefits. Ensures that department and Agency objectives are met through the coordinated efforts of department personnel.  Ensures that work is prioritized and appropriately assigned.  Sets clear expectations and goals, provides timely feedback, and completes job description review and goal setting with employees on a timely basis.  Provides appropriate training for staff members and assures that staff have appropriate tools and resources to achieve their objectives.  Ensures that positions are filled with individuals who meet the skills, abilities, experience levels, and competencies required by the position.  Ensures that staff work activities and management actions comply with applicable union contracts.  Ensures that employees are trained in and follow appropriate safe work practices at all times.  Manages communication channels between HR staff and other departments within the Agency.
• Coaches and counsels senior managers, managers, and supervisors in Human Resource management and employment-related issues to implement organizational objectives and minimize liability.
• In conjunction with outside Legal Counsel, directs labor relations activities and maintains appropriate relations with union officials. Represents the Agency professionally and courteously at all times.  Hears and answers grievances according to contractual guidelines and resolves grievances in a manner that preserves management rights.  Strives to resolve issues early.  Participates in labor contract negotiations, including strategy development and bargaining.  Keeps current trends in employee issues and sentiments and acts promptly to ensure organizational stability.  Manages and administers collective bargaining agreements.  Ensures that management personnel are fully aware of and in compliance with contractual provisions.
• In conjunction with inside and outside Legal Counsel, advises on Equal Employment Opportunity (“EEO”), Age Discrimination in Employment Act (“ADEA”), Health Insurance Portability and Accountability Act (“HIPAA”), Family Medical Leave Act (“FMLA”), Americans with Disabilities Act (“ADA”), wrongful discharge, contracts, labor law, and other employment-related legal issues.
• Manages corrective action processes, ensuring that managers are effectively attending to employee performance problems on a timely basis and that they have the tools and training necessary to resolve performance problems appropriately and consistently. Advises managers on employee discipline, policy application, and appropriate language for written disciplinary actions.  As necessary, meets directly with employees and writes disciplinary actions and performance improvement plans.
• Designs and develops benefit programs including self-insured health insurance and other benefit-related insured products. Performs annual health insurance plan review to ensure cost competitiveness.   Monitors ongoing cost of health insurance vs. actuarial projections and national trends.
• Directs and develops the performance process that contributes to the achievement of organizational goals. Develops and maintains tools that facilitate the annual review of non-bargaining job descriptions and the establishment of annual goals.  Develops and integrates appropriate organizational competencies that facilitate achieving organizational performance goals.  Monitors employee performance identifies performance gaps and modifies performance management processes to optimize employee performance.
• Directs compensation administration. Ensures that Agency job descriptions are current and effectively describe job outcomes and performance expectations.  Conducts periodic compensation surveys and modifies pay rates by organizational policies and goals.  Ensures that benefit plans are cost-effective and appropriate.  Oversees the administration of benefit programs, ensuring that employees receive timely, courteous, and accurate service from staff.
• Develops, recommends, and implements appropriate training and development processes and programs, ensuring that such training and development support organizational goals and objectives.

Miscellaneous

• Devotes appropriate attention to SMHA objectives as assigned, ensuring that such goals are met or exceeded.
• Maintains a record of acceptable attendance and punctuality.
• Other duties as assigned.

Qualifications:

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

 Behavioral Competencies:  This position requires incumbents to exhibit the following behavioral skills:

Commitment: Sets high standards of performance; pursues aggressive goals and works hard/smart to achieve them; strives for results and success; conveys a sense of urgency and brings issues to closure; persists despite obstacles and opposition.

Customer Service: Meets/exceeds the expectations and requirements of internal and external customers; identifies, understands, monitors, and measures the needs of both internal and external customers; talks and acts with customers in mind.  Recognizes work colleagues as customers.

Effective Communication:  Ensures important information is passed to those who need to know; conveys necessary information clearly and effectively orally or in writing. Demonstrates attention to, and conveys an understanding of, the comments and questions of others; listens effectively.

Responsiveness and Accountability:  Demonstrates a high level of conscientiousness; holds oneself personally responsible for one’s work; does a fair share of work.

Leadership:  Provides direction by clearly and effectively setting the course of action for department and subordinates; manages performance by providing regular feedback and reinforcement to subordinates.

Job Competencies:

Extensive knowledge of the principles and practices of personnel administration; knowledge of U.S. Department of Housing and Urban Development (“HUD”) and State Employment Relations Board (“SERB”) regulations; knowledge of sound techniques in all aspects of personnel management; demonstrated skills in planning, training, interviewing, dispute resolution, and staff supervision; knowledge of Agency operations and administrative programs; ability to develop long-term plans and programs and to evaluate work accomplishments; ability to apply and adapt practices and techniques to the special requirements of senior management; ability to establish and maintain effective relationships with other management staff, employees, and the general public; ability to effectively negotiate union agreements.

Education, Experience, and Certifications:

Bachelor’s degree and a minimum of eight (8) years of experience in HR management or a combination of education and experience.  SHRM-CP or SCP designation preferred. Experience implementing the principles and best practices of human resource administration, labor law, compensation, performance management, recruitment, and training required.  Experience working with unions is required.  Must have a valid Ohio driver’s license and be insurable under SMHA policies.

Computer Skills:

To perform this job successfully, an individual should have knowledge of human resource information systems as well as database, e-mail, internet, spreadsheet, presentation, and word processing software. Must be able to learn other computer software programs as required by assigned tasks.

Physical Requirements: The physical demands described here are representative of those that must be met by an employee to successfully perform the essential functions of this job:

While performing the duties of this job, the employee is frequently required to maintain a stationary position, operate computers and other office equipment, move about the office, attend onsite and offsite meetings, and communicate. The employee must be able to accurately exchange information in person, in writing, and via e-mail and telephone. The employee must occasionally transport up to 10 pounds.

Working Conditions: The work environment characteristics described here are representative of those an employee may encounter while performing the essential functions of this job:

Office environment. Employees may occasionally be exposed to outdoor weather conditions. Moderate noise level.