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Senior Director of Human Resource (JR 1456)

Los Angeles, California · Human Resources
JOB ID: 1456
Full Time
Salary: DOE

The Senior Director of Human Resources is responsible for creating and driving talent initiatives that support the organizations mission, vision and values. This role is a blend of leadership, generalist, business partnership, organizational effectiveness and change management. The Senor Human Resources Director guides and manages the overall provision of Human Resources services, policies, and programs. Additionally, the Senior Director works under the Chief Administrative Officer and with other levels of management to develop and implement strategic initiatives for organizational growth and capacity building.
The following reflects management’s definition of essential functions for this job but does not restrict the tasks that may be assigned.  Management may assign or reassign duties and responsibilities to this job at any time due to reasonable accommodation or other reasons. Reasonable accommodations may be made to enable individuals with disabilities to perform essential job functions.
Essential Functions
  • Serve as a business leader and a trusted advisor to senior leaders by helping identify, prioritize, and build organizational talent, capabilities, behaviors, structures, and processes.
  • Operate as a key member of the Leadership Team and be seen as a valuable contributor to strategy development, especially in areas requiring execution through people.
  • Develop and deploy an effective HR strategy that enables optimal performance, supports the HR agenda and effectively balances efficiency, effectiveness, and overall costs.
  • Build a talented HR team that can deliver the HR Priorities within a culture of creating value for the organization.
  • Clearly convey information and ideas through a variety of channels in a manner that engages the audience and helps them understand and retain the message. Is recognized as a facilitator for communication.
  • Identify & drive organizational and cultural changes needed to adapt strategically to changing demands, technology, and internal initiatives.
  • Coach and develop the HR and leadership teams around people leadership, talent development and employee engagement proven practices.
  • Build a reputation of customer-centric excellence and executors as we operationalize our HR priorities in support of organizational performance.
  • Act as the liaison and build strong and trusting relationships with members of leadership state-wide.
  • Act as a true business partner. Use economic, financial, market, company and industry data to understand and support the improvement of organizational results and create effective strategies.
  • Maintain an active connection with management and workforce through communication, relationship building, engagement events and having a visible presence throughout the state.
  • Monitors administration to established standards and procedures. Identifies opportunities for improvement and resolves any discrepancies.
Employee Relations
  • Evolve and enable a winning culture within our organization that values and rewards performance, accountability, ethics, and people.
  • Be a thought leader and design innovative approaches for workforce effectiveness and flexibility that maximizes the capability of our people.
  • Create and deploy effective processes for compensation, benefits and wellness programs that drive business objectives.
  • Coach leaders on delivering effective and impactful employee relations-based conversations and documentation.
  • Serve as a “consistent and confident voice” in critical decisions, ensuring balance in key operational and strategic decisions.
  • Serve as an accessible, authentic and objective partner for employees at all levels of the organization. Be a trusted advisor and key member of the state-wide team.
Talent Management
  • Ensure effective execution of workforce planning, compensation, performance management, employee development, recruiting and attrition management to ensure our ability to meet both today’s and tomorrow’s talent requirements.
  • Develop a reputation as a “keen eye for talent” that can aid leadership in building their team and then teach that skill to others.
  • Identify, attract, and develop great HR talent.
Administration and Legal Compliance
  • Prepares periodic reports for management, as necessary or requested, to track strategic goal accomplishment.
  • Maintains knowledge of industry trends and employment legislation and ensures compliance across all PATH agencies.
  • Ensure compliance with Federal, State and local regulations pertaining to all personnel matters, including labor laws and risk management.
  • Consults with legal counsel as appropriate, and/or as directed by CAO or Senior Management on personnel matters.
Qualifications and Competencies:
  • Organizational Agility: Gets things done both through formal channels and informal networks; understands the origin and reasoning behind key policies, practices, and procedures.
  • Strategic Agility: Sees ahead clearly; anticipates future consequences and trends accurately; has broad knowledge and perspective; is future oriented; can articulately paint credible pictures and vision of possibilities and likelihoods.
  • Problem Solving: Solves difficult problems with effective solutions in a timely manner; looks beyond the obvious and doesn't stop at the first answer; develops alternative solutions.
  • Customer Service: Manages difficult or emotional customer situations; Solicits customer feedback to improve service; Responds to requests for service and assistance; Meets commitments.
  • Oral/Written Communication: Speaks clearly and persuasively in positive or negative situations; listens and gets clarification; demonstrates group presentation skills; writes clearly and informatively.
  • Teamwork/Leadership: Exhibits objectivity and openness to others' views; gives and welcomes feedback; contributes to building a positive team spirit; puts success of team above own interests; Able to build morale and group commitments to goals and objectives.
  • Diversity/Ethics: Demonstrates knowledge of EEO policy; Shows respect and sensitivity for cultural differences and educates others on the value of diversity; Promotes a harassment-free environment; Treats people with respect; Works with integrity and ethically; Upholds organizational values.
  • Exercise a high degree of professionalism and diplomacy in interactions with all levels of the organization.
  • Strong experience and demonstrated skills in handling a variety of employee relations matters.
  • Excellent follow-through skills and the ability to anticipate and address business needs proactively.
  • Possess a strong work ethic; self-motivated with a desire to take initiative and look for ways to improve processes and create efficiencies.
  • Excellent time management and organizational skills in managing through multiple priorities with overlapping tasks across multiple businesses.
Mandatory Requirements:
  • Bachelor's degree or equivalent experience, PHR preferred.
  • 10+ experience working in a human resources management capacity.
  • Proficient in Microsoft Office 365, various HRM systems and workforce metrics reporting methods and systems.
  • Employment eligibility verification
  • Valid driver’s license and auto insurance
  • Reliable transportation
  • Tuberculosis test
  • Successful completion of background screening & drug test
  • Ability to work flexible hours which may include some evenings or weekends
    • Driving is an essential function of this position
    • Must have Valid CA Driver's License
    • Must provide proof of insurance coverage
    • Must be able to qualify for PATH insurance coverage
Work Environment
The employee may be in contact with individuals and families in crisis who may be ill, using alcohol and drugs, and who may not be attentive to basic personal hygiene, health and safety practices. The employee may experience a number of unpleasant sensory demands associated with the client’s use of alcohol and drugs, and lack of personal hygiene. The employee must be ready to respond quickly and effectively to many types of situations, including crisis situations and potentially hostile situations. The noise level in the work environment is usually moderate in an office setting. Sometimes work may become stressful when working under pressure.
Physical Demands
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. While performing the duties of this job, the employee is frequently required to stand, sit, walk, stoop, talk, hear, reach above and below shoulders; use hand and finger dexterity, keyboarding and making and receiving telephone calls. The employee may be required on occasion to lift and or carry up to 20 lbs.
PATH (People Assisting The Homeless) provides equal employment opportunities (EEO) to all employees and applicants for employment without regard to race, color, religion, sex, national origin, age, disability or genetics. In addition to federal law requirements, PATH complies with applicable state and local laws governing nondiscrimination in employment in every location in which the company has facilities. This policy applies to all terms and conditions of employment, including recruiting, hiring, placement, promotion, termination, layoff, recall, transfer, leaves of absence, compensation and training.

How to apply:
Please visit the Path Career Site to apply online. Search for Job #1456 to submit your application. A resume is required.
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