Position: Human Resources Director
What began as a group home for a handful of adolescent girls in 1969 has grown into a multi-service organization that serves 6000 children, youth and families and employs over 650 full time social service providers and support staff. Penny Lane’s headquarters is located in North Hills and has additional offices in North Hollywood, Commerce, Lancaster, and Palmdale. Penny Lane provides Residential Care, Transitional/Affordable Housing, Mental Health Services, Intensive Services, Foster Care and Adoption Services, Family Preservation, Transitional Age Youth (TAY) Drop-In Center, Parent Academy, Partnerships for Families, Relative Support Services, and Substance Use Disorder Services. Penny Lane is continually striving to develop exciting new programs and to improve existing ones.
The Director of Human Resources oversees the day to day operations of the Human Resources Department and cultivates the professional development of the HR staff.
Job Responsibilities include:
- Provides Leadership to the Human Resources department, including defining duties, clarifying lines of authority and delineating timelines for completion of projects.
- Acts as the direct supervisor for the HR department staff, with the exception of the Recruitment Assistant. Meets regularly with assigned staff for supervision.
- Completes documentation regarding HR staff time and performance, including weekly supervision notes, approving timesheets, performance evaluations and disciplinary documentation, as needed.
- Participates in interviews to select candidates for open HR positions.
- Reviews HR work flows and protocols and ensures that these protocols are updated based on current employment laws and Penny Lane contract requirements.
- Maintains and updates the Employee Handbook based on current practices and employment law.
- Leads the HR department meeting and ensures that all HR tasks are on track timely completion.
- Reviews and signs correspondence including, status change forms, transfer letters and Change of Relationship.
- Leads all Employee Relations activities, including internal investigations regarding employee actions. In conjunction with HR staff or other department supervisors, conducts interviews related to internal investigations. Documents the findings of Employee Relations activities for HR records. Collaborates with Leadership to complete any disciplinary actions or other actions needed as a result of internal investigations or other employee relations activities.
- Reviews, guides, and approves management recommendations for employment terminations.
- Consults with Penny Lane’s legal counsel, as needed, to help inform activities including but not limited to termination decisions and legal proceedings related to employment activities.
- Develops systems to provide training for supervisors and managers to improve their ability to comply with HR policies, and Federal and State Laws.
- Participates in Strategic Planning Efforts for the organization.
- Ensures that systems are in place within the HR department to adequately address all HR activities including but not limited to benefits, compliance, employee relations, employee safety, policy development, recruitment and retention, team building, training & development, unemployment, workers’ compensation leaves and payroll processing.
- Conducts/Ensures that periodic internal audits are completed of HR documents and procedures to ensure compliance with current laws and procedures.
- Manages the development and maintenance of the Payroll and HRIS system.
- In conjunction with the internal recruiter, establishes and leads the standard recruiting and hiring practices and procedures necessary to recruit and hire a superior workforce.
- Interviews management- and executive-level candidates; serves as an interviewer for position finalists.
- Establishes Penny Lane Centers wage and salary structure, pay policies, and oversees the variable pay systems within the company including bonuses and raises.
- Leads competitive market research to establish pay practices and pay bands that help to recruit and retain superior staff.
- Monitors all pay practices and systems for effectiveness and cost containment.
- Leads participation in at least one salary survey per year.
Required Education, Training, Experience and Certifications
- Education - a minimum of a bachelor’s degree.
- A minimum of Five years of experience at the level of Human Resources Director in an organization with 400 plus employees.
- Minimum of five years of direct supervisory experience.
- Broad knowledge and experience in employment law, compensation, organizational planning, organization development and employee relations.
- Above average oral and written communication skills.
- Demonstrated ability to lead and develop Human Resources staff members.
- Demonstrated ability to serve as a successful participant on the executive management team that provides company leadership and direction.
- Excellent knowledge of current labor laws.
- Proficient with Microsoft Office.
For consideration, please send cover letter and resume to: Leslie Askanas, Askanas Human Resources Consulting - email@example.com