Director of Human Resources

The Director of Human Resources provides strategic and administrative HR support to the company and its executives. In this role, you will work with executives to develop and administer HR policies, programs, and services. Responsibilities include onboarding and offboarding employees, bi-weekly payroll, employee benefits, employee relations, employee practices, preparing and amending HR documents, reviewing and updating company policies, and legal compliance. As a primary point of contact with our employees, you are quick to connect with others and you make interacting with—and working for—our company a pleasant experience.

ABOUT YOU

• You're responsive. You take pride in your work and you strive to be responsive and thorough in your communications and follow-through.

• You're a master communicator. Not only are you responsive, but you are also a great communicator who is able to clearly and professionally explain policies, benefits, programs, discipline, and the like to your coworkers. You also understand that everyone communicates differently, and you're able to tailor your approach to create a connection and foster relationships. You communicate expectations clearly and you make sure everyone is on the same page by closing the circle and eliminating the gaps.
• You're a people-person. In your interactions with your coworkers and outside vendors you demonstrate that you are a naturally social person who enjoys connecting with people and building relationships.

THE DUPLICATION OF THE CORPORATE STAFF

The corporate employee, in some cases should be the advisor and/or the checker of other individual corporate employees, whenever it's possible, before materials or certain numbers are released to the CPA's, banks, mortgage companies, the site staff and/or to the public. The corporate employee must also know the inner workings, both long term and short term, of the designated corporate employees of the job, in the event that the employee left their position without proper notice.

ROLE RESPONSIBILITIES

The responsibilities listed below are not all-encompassing. Other related duties may be assigned.

• Advise managers on discipline and termination procedures;
• Ensure company is compliant with Fair Housing, OSHA, Federal, State, and local HR laws;
• Keep up-to-date on changes and updates in employment law;
• Maintain and process bi-weekly payroll and submit to Controller for review and approval;
• Administer all worker's compensation claims, unemployment claims, COBRA benefits, etc.;
• Oversee company safety program in partnership with worker's compensation insurer;
• Oversee the employee benefits programs including but not limited to medical, dental, vision, and SIMPLE IRA;
• Track employee time off and alert COO of any discrepancies or inconsistencies to the PTO policies;
• Develop and manage orientation program for welcoming and integrating new employees including the welcome materials at the corporate office;
• Oversee employee recordkeeping and personnel files, including new hires, performance appraisals, employee transfers, separations, and exit interviews;
• Create and maintain current job descriptions for all employees;
• Oversee the hiring process of all employees, working with direct managers or supervisors in the process;
• Assist managers with recruiting, interviewing, and hiring as needed;
• Serve as a liaison for management team and supervises employees on human capital issues that affect performance and business relationships;
• Lead conflict resolution and maintain a constructive working relationship with employees at all levels of the organization and when necessary, let the top executives know when the items happen;
• Foster a workplace environment consistent with the values and vision of the company;
• Meet deadlines, prioritize company assignments, and maintain professional composure under pressure and dynamic conditions;
• Adjust to new situations encountered on a daily basis and learn new duties quickly;
• Develop progressive policies to enhance company culture and ensure that FRG is an outstanding place to work;
• Special projects and duties as assigned.

KPI's AND BONUS COMPENSATION

The Friedman Five Star Performance Metrics is the company's system for performance-driven bonus compensation. These metrics emphasize essential income and expense factors, as well as resident satisfaction scores, which are crucial to a property's financial success and are impacted by the combined efforts of both site and regional teams. Bonuses will be calculated based on predetermined metrics and distributed on a quarterly basis. This approach ensures that compensation is aligned with both individual and team achievements over each fiscal quarter, promoting sustained performance and accountability throughout the year.

Bonuses for corporate employees are categorized in two ways: 1) property performance; and 2) role performance. In addition, your role-based performance is based upon the following criteria. While the following definitions are intended to provide detail on the performance metric categories, they are not inclusive of all details. In your role as Director of Human Resources, your bonus will be calculated based upon: Recruitment Efficiency, Training Compliance, Company Culture Development, Payroll Accuracy and Timeliness, Advancement of HR Functions, Employee Retention and Satisfaction. This will be the criteria used to determine your bonus going forward.

QUALIFICATIONS

• Professional verbal and written communication skills
• Attention to detail
• Excellent organizational skills
• Must be able to deal with a range of ongoing tasks at the same time and be able to cope under pressure
• Ability to discreetly handle sensitive and/or confidential information
• Strong interpersonal skills
• High level computer skills, including navigation of Human Capital Management software (Paychex)
• Bachelor of Arts degree in Business Administration, Organizational Psychology, or Communications preferred
• Specialized degree in Human Resource Administration and/or professional certification preferred
• Minimum of 4-5 years of HR experience in a fast-paced environment

WORK ENVIRONMENT

The work environment characteristics described here are representative of those an employee encounters while performing the essential functions of this job: primarily in an office environment. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions. The noise level in the work environment is usually moderate.

PHYSICAL DEMANDS

While performing the duties of this job, the employee is regularly required to sit; use hands and talk or hear. The employee is occasionally required to stand; walk; reach with hands and arms and stoop, kneel, crouch, or crawl. The employee must occasionally lift and/or move up to 15 pounds. Specific vision abilities required by this job include close vision, distance vision, peripheral vision, depth perception and ability to adjust focus.

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

EQUIPMENT

Multi-line telephone, facsimile machine, copier, postage meter, calculator, computer, printer

This job description is meant to be an outline and is not intended to list all duties and responsibilities and is subject to change based upon the needs of the office, the property, or the company. My signature indicates that I have read, understand, and am capable and willing to perform the role responsibilities of this position.