HR Management paper (Reywriter)

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Position  Description   Position  Title:    Director  of  Talent     Location:  Denver,  CO   FLSA  Status:  Full  time,  exempt  

Overview:   The  X  Company  seeks  a  Director  of  Talent  to  oversee  all  activities  related  to  people  operations,  or  as  we   call  it  “talent.”  The  Director  of  Talent  is  in  charge  of  recruiting,  growing,  and  retaining  top  talent.  This   position  works  on  programs  and  guidelines  reaching  across  the  entire  company,  overseeing  areas  such  as   employee  relations,  organizational  planning  and  development,  recruitment,  training,  compensation,   benefits,  and  compliance.  The  Director  of  Talent  will  report  to  the  CEO,  and  this  position  is  a  management   position  (currently  1.5  FTE).  

All  applicants  must  be  authorized  to  work  in  the  United  States.  

Principal  Duties  &  Responsibilities:   • Employee  Relations:  Recommends  and  implements  employee  relations  programs  and  practices  that  

retain  top  talent,  perpetuate  a  vibrant  culture,  and  promote  a  high  level  of  employee  engagement.  Activities   include  meaningful  communication  programs,  organization-­‐sponsored  employee  services,  reward  and   recognition  programs,  benefits,  total  compensation  and  more.  Provide  advice  and  guidance  to  management   on  the  interpretation  of  company  guidelines,  procedures,  and  programs  in  alignment  with  the  overall   business  strategy.  Addresses  escalated  employee  relations  issues  through  conflict  resolution,  proper   investigation,  analysis,  and  decisions  on  facts,  causes,  and  recommendations  for  corrective  action  that  are   compliant  with  company  policy,  federal/state  law.  

• Organizational  Planning  &  Development:  Directs  a  process  of  organizational  planning  that  evaluates   structure,  job  design,  and  talent  forecasting  throughout  the  company.    Makes  recommendations  to  senior   management.  Directs  a  process  of  organizational  development  that  primarily  addresses  “career  pathing”   and  succession  planning  throughout  the  company.  Coordinates  activities  across  division  lines  and  informs   the  company  of  guidelines.  

• Recruitment:  Establishes  standard  recruiting  and  placement  practices  and  procedures.  Manages  Talent   Coordinator  on  developing  overall  recruitment  strategies,  sourcing  candidates,  screening  applications,   arranging  and  interviewing  candidates,  bringing  requisitions  to  a  close,  and  executing  pre-­‐employment   procedures.  Interviews  senior-­‐level  candidates.  Finalizes  offers  for  approvals.  

• Training:  Establishes  in-­‐house  management  training  programs  that  address  company  needs  across   division  lines  (e.g.,  Performance  Management,  Interviewing,  etc.).  Provides  necessary  education  and   materials  to  line  management  and  employees—workshops,  manuals,  employee  handbooks,  standardized   reports.  Insures  companywide  understand  of  Talent-­‐related  programs,  guidelines,  and  employee  relations   practices.  

• Compensation  &  Benefits:  Establishes  wage  and  salary  structure,  pay  policies,  performance  appraisal   programs,  employee  benefit  programs  and  services,  and  company  safety  and  health  programs.  Monitors  for   effectiveness  and  cost  containment.    

• Compliance:  Identifies  legal  requirements  and  government  reporting  regulations  affecting  Human   Resources  function  (e.g.,  OSHA,  EEO,  TEFRA,  ERISA,  Wage  &  Hour)  as  well  as  protects  the  interests  of   employees  and  the  company  in  accordance  to  policies,  laws  and  regulations.  Monitors  exposure  of  the  

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company  in  conjunction  with  Inside  Counsel.  Directs  the  preparation  of  information  requested  or  required   for  compliance  and  acts  as  primary  contact  with  outside  government  agencies.    

• Reporting  &  Strategy:  Conducts  a  continuing  study  of  all  Talent  guidelines,  programs,  and  practices  to   keep  top  management  informed  of  new  developments.  Directs  the  preparation  and  maintenance  of  such   reports  as  are  necessary  to  carry  out  functions  of  department.  Prepares  periodic  reports  to  top   management,  as  necessary  and  requested.  Keeps  supervisor  informed  of  significant  problems  that   jeopardize  the  achievement  of  objectives,  and  those  which  are  not  being  addressed  adequately  at  the  line   management  level.  Selects  and  coordinates  use  of  Human  Resources  consultants,  insurance  brokers,   insurance  carriers,  pension  administrators,  training  specialists,  and  other  outside  sources  as  necessary   across  areas  of  responsibilities.    

• Other  duties  as  assigned.  

Experience  &  Education:   • 5+  years  of  experience  in  the  area  of  human  resources  at  forward-­‐thinking  companies.   • Experience  working  with  a  leadership  team  highly  preferred.   • Bachelor's  degree  in  human  resources,  personnel  administration,  business  administration,  or  related  field  

preferred.   • PHR  or  SPHR  highly  preferred.  

Required  Knowledge,  Skills  and  Abilities:   • Demonstrated  track  record  of  success  in  HR-­‐related  endeavors,  especially  related  to  setting  up  new  

systems  and  policies  with  innovation  and  ingenuity.   • Business-­‐focused  with  the  ability  to  think  critically  and  analytically,  easily  adapt  to  change,  multi-­‐task,  

coordinate,  and  manage  complex  problems.   • Comprehensive  knowledge  and  understanding  of  the  HR  field,  regulations  and  requirements.   • Unquestioned  integrity  and  ability  to  maintain  confidential  information,  plus  the  experience,  confidence  

and  presence  to  effectively  handle  sensitive  HR  issues.   • Well-­‐developed  team  skills,  building  collaborative,  energized  teams  both  intra-­‐  and  inter-­‐  departmentally  

as  necessary.   • Strong  organization  and  prioritization  skills,  a  detail-­‐oriented  approach  in  day-­‐to-­‐day  work  flow  and  

document  management  in  an  environment  where  interruptions  are  routine  and  frequent.     • Excellent  written  and  verbal  communication  skills  as  well  as  strong  reading  comprehension  and  active  

listening  skills.   • Proficiency  with  ADP  HR  suite,  especially  reporting  and  analytics  function.   • Proficiency  in  Microsoft  Office  Suite,  strong  internet  skills,  and  a  capacity  for  learning  new  technologies.   • Ability  to  work  with  and  understand  people  of  various  backgrounds.  

Desired  Knowledge,  Skills  and  Abilities:   • Experience  with  LinkedIn  Recruiter  and  other  social  media  recruiting  tools/techniques.   • Proven  ability  to  execute  on  legal  and  governmental  compliance-­‐related  HR  projects,  including  but  not  

limited  to  health  and  safety,  EEO,  ERISA,  etc.  

The  X  Company  is  an  Equal  Opportunity  Employer