Human Resources Director

Description

D & G Machine Products, Inc., a Certified ISO 9001 & AS9100D Company with a Main Plant located in Westbrook and a Fabrication Plant located in Gorham, Maine, has been offering full-service Precision Machining, Fabrication, Painted and Assembled Machine Products for more than 50 Years.

D&G Machine supplies several Nationwide Industries that include: Aerospace, Computer Chip Production, Defense Contracts, Medical, Power Generation, and Maine’s Paper Industry.

D&G Machine employees have the opportunity to advance within the company after receiving valuable experience, as proven with a majority of our engineers and managers being promoted from the shop floor.

JOB SUMMARY:

The Human Resources (HR) Director provides executive-level leadership and guidance to the organization’s HR operations. The HR Director is responsible for setting, enforcing, and evaluating legally compliant human resources policies, procedures, and best practices, and identifying and implementing long-range strategic talent management goals.

SUPERVISORY RESPONSIBILITIES:

• •Recruits, interviews, hires, and trains HR staff.
• •Oversees the daily workflow of the Human Resources Department.
• •Provides constructive and timely performance evaluations.
• •Handles discipline and termination of employees in accordance with company policy.

ESSENTIAL JOB FUNCTIONS:

• •Collaborates with executive leadership to define the organization’s long-term mission and goals; identifies ways to support this mission through talent management.
• •Identifies key performance indicators for the organization’s human resource and talent management functions; assesses the organization’s success and market competitiveness based on these metrics.
• •Researches, develops, and implements competitive compensation, benefits, performance appraisal, and employee incentive programs.
• •Develops, recommends, and implements personnel policies and procedures, prepares and maintains employee handbook.
• •Provides guidance and leadership to the human resources team; assists with resolution of human resource, compensation, and benefits questions, concerns, and issues.
• •Performs benefit administration to include claims resolution, invoice approval, and annual re-evaluation of policies for plan design and cost effectiveness.
• •Coordinates open enrollment periods for benefits such as health, dental, vision and supplemental insurances.
• •Ensures compliance with employment, benefits, insurance, safety, and other laws, regulations, and requirements.
• •Oversees the processing of weekly payroll including data management, time entry, leave accrual, report processing, check distribution, benefits reconciliation, and ACH filing.
• •Completes quarterly and annual federal and state HR related filings with the IRS, Social Security Administration, and other governmental authorities.
• •Coordinates the employee recruiting process including job description development/review, places job advertisements, screens resumes, interviews candidates, checks references, prepares offer letters, and fields applicant questions.
• •Acts as the company’s Affirmative Action Officer ensuring compliance with state and federal requirements surrounding non-discrimination and non-harassment.
• •Administers the 401(k) plan including consulting on plan design, preparing SPD for participants and beneficiaries, approving transactions, monitoring compliance with plan rules and federal regulations, preparing discrimination testing and audit support documentation.
• •Creates, develops, and launches new programs related to departmental and company goals.
• •Develops and maintains a positive working relationship with Managers, Supervisors and other applicable stakeholders to execute the goals set by the President and his/her Executive Team.
• •Maintains knowledge of laws, regulations, and best practices in employment law, human resources, and talent management.
• •Assists in drafting and implementing the organization’s staffing budget, and the budget for the Human Resources Department.
• •Participates in professional development and networking conferences and events.

COMPETENCIES:

• •Diversity - Demonstrates knowledge of EEO policy; Shows respect and sensitivity for cultural differences; Educates others on the value of diversity; Promotes a harassment-free environment; Builds a diverse workforce.
• •Ethics - Treats people with respect; Keeps commitments; Inspires the trust of others; Works with integrity and ethically; Upholds organizational values.
• •Change Management - Develops workable implementation plans; Communicates changes effectively; Builds commitment and overcomes resistance; Prepares and supports those affected by change; Monitors transition and evaluates results.
• •Interpersonal Skills - Focuses on solving conflict, not blaming; Maintains confidentiality; Listens to others without interrupting; Keeps emotions under control; Remains open to others' ideas and tries new things.
• •Judgement - Displays willingness to make decisions; Exhibits sound and accurate judgment; Supports and explains reasoning for decisions; Includes appropriate people in decision-making process; Makes timely decisions.
• •Organizational Support - Follows policies and procedures; Completes administrative tasks correctly and on time; Supports organization's goals and values; Benefits organization through outside activities; Supports affirmative action and respects diversity.
• •Problem Solving - Identifies and resolves problems in a timely manner; Gathers and analyzes information skillfully; Develops alternative solutions; Works well in group problem solving situations; Uses reason even when dealing with emotional topics.
• •Professionalism - Approaches others in a tactful manner; Reacts well under pressure; Treats others with respect and consideration regardless of their status or position; Accepts responsibility for own actions; Follows through on commitments.
• •Strategic Thinking - Develops strategies to achieve organizational goals; Understands organization's strengths & weaknesses; Analyzes market and competition; Identifies external threats and opportunities; Adapts strategy to changing conditions.

Requirements

REQUIRED SKILLS/EXPERIENCE/TRAINING:

• •Bachelor’s degree in Human Resources, Business Administration, or related field required.
• •A minimum of ten years of human resource management experience required, at least five of these in a management role.
• •SHRM-CP/PHR or SHRM-SCP/SPHR strongly preferred.
• •Broad generalist background including coaching and counseling, performance management, employee involvement, teambuilding, compensation and benefits, with strategic, talent management, and/or business development experience highly preferred.
• •Must have demonstrated success in recruiting and retaining diverse employee talent, including creating and implementing recruitment strategies.
• •Ability to analyze problems, reach logical conclusions, and make sound decisions.
• •Proven skills in the areas of organization, facilitation, and program management.
• •Must pass a post-employment offer drug screen and background check.

WORK ENVIRONMENT

This job operates in an office/manufacturing environment at the Main Plant located in Westbrook, Maine and approximately 10-20% time at the Fabrication Plant located in Gorham, Maine. This role routinely uses standard office equipment such as computers, phones, photocopiers, filing cabinets and fax machines. The noise level in the work environment is usually moderate.

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 regularly required to remain stationary; handle or feel small components. The employee frequently positions self to reach for objects, maint