HUMAN RESOURCES DIRECTOR
North Coast Co-op
Posted: Jan. 16, 2020
$60K-$75K DOE to start; 15% store discount; Paid time off; eligible for company health benefits after 90 days
Exempt, Full Time, 40+ hours weekly, evenings & weekends as needed
The HR Director is responsible for staff management and development at North Coast Co-op. The HR Director must ensure that North Coast Co-op maintains compliance with federal, state, and local labor laws, and with its internal policies and procedures regarding the employment of staff. Manages the employee life cycle and administration of employee services. Compliance related responsibilities include recruitment; hiring; onboarding; coordinating ADA dialogues and needs; investigating and managing claims of harassment and discrimination, health benefits administration. Represents company in labor relations. Works collaboratively as a member of the senior management team to achieve the goals of this cooperatively governed triple-bottom-line company.
KEY RESPONSIBILITY AND ACCOUNTABILITIES
DEPARTMENT OPERATIONS
Responsible for the timely and cost-effective performance of the human resources functions, reporting results of those activities and providing personnel support services for the entire organization.
Prepares budget for human resources operations.
During union contract negotiations, provides information on provisions of current contract and significance of proposed changes, as well as associated documents.
Create, implement, and evaluate old and new HR policies and procedures for the Co-op in collaboration with the management team, terms of employee handbook, compensation plan and collective bargaining agreement.
Oversees administration of employee benefits, workers’ compensation program, employee services, and managing LOA.
Develops and maintains human resources platform/system and updates as necessary.
Compliance with labor laws and regulations
Ensure payroll systems and job classifications are compliant with FLSA
Ensure that North Coast Co-op’s recruiting, hiring, training, compensation, termination and termination practices are EEOC compliant.
Oversees preparation of reports, materials and evidence for internal and external use (insurance, regulatory agencies, hearings, investigations, etc.).
Analyzes policies and procedures, studies legislation, and consults legal counsel to ensure compliance with federal and state law.
Represents management in personnel-related hearings, investigations, and labor contract negotiations.
STAFF MANAGEMENT & SUPERVISION
Conducts exit interviews and investigations, resolves grievances, meets with shop stewards, identifies problem areas, and monitors day-to-day implementation of policies for consistent application.
Oversees administration of employee benefits, workers’ compensation program, employee services, and associated record keeping.
Development
Conducts exit interviews and investigations, resolves grievances, meets with shop stewards, identifies problem areas, and monitors day-to-day implementation of policies for consistent application.
Advises department managers of company policies, procedures and regulations.
Determines competitive compensation rates, recommends procedures to reduce turnover, and facilitates trainings.
Provides leadership in emergency/accident situations.
Recruitment and hiring
Promote open positions on appropriate social media platforms, networks, websites and physical locations in order to yield an adequately large, diverse, and well-qualified applicant pool.
Oversees recruitment, interviews, selection and orientation of new employees; fosters a positive attitude toward company goals, cooperatives, diversity and inclusiveness.
Other Duties: Please note this job description is not designed to cover or contain a comprehensive listing of activities, duties or responsibilities that are required of the employee for this job. Duties, responsibilities and activities may change at any time with or without notice.
THE IDEAL CANDIDATE FOR THIS POSITION WILL HAVE:
Bachelor’s degree in Human Resources or a related field or 4-10 years’ related experience and/or training; or equivalent combination of education and experience.
SHRM-CP; SHRM-SCP; SPHR or PHR certification preferred.
Creative ideas about how to increase engagement from staff regarding workplace decisions.
Retail/grocery experience, specifically with food service departments.
Previous experience with labor relations, preferably in retail/grocery.
Demonstrated ability to lead human resources functions effectively, with more than 100 employees, and with excellent change management practices.
Experience with information technology systems.
Experience with health and 401(k) audits.
Experience implementing and managing budgets.
Knowledge or experience with co-operative business models and workplace democracy.
Creativity and know-how regarding concrete actions and/or policy changes that can help to create and/or sustain a more inclusive and equitable workplace.