Summary:  

Thieneman Construction is a looking for a dynamic and highly enthusiastic people leader to elevate a growth-focused organization to the next level. As a self-performing general contractor, we are committed to providing the most innovative solutions and the highest quality service to the water and wastewater industry markets. It all starts with our mission of empowering our people to build a brighter future.  

The Human Resources Director will be responsible for partnering with the senior management to support the mission and create alignment between HR strategy and the business objectives of the organization. The successful candidate will be responsible for the key strategic talent priorities, labor and employee relations, leadership development, change management, team effectiveness, talent management, benefits, and compliance.

The Human Resources Director coordinates implementation of services, policies, and programs through Human Resources staff; reports to the CEO and serves on the executive management team; and assists and advises company managers about Human Resources issues.

Primary Objectives:

• Talent Management
• HR Department Policy and Process Development
• Manage Benefits and Compliance
• Leadership Development
• Benefits Administration
• Culture Development and Employee Engagement

Human Resources Department Development

• Oversees the implementation of Human Resources program. Monitors administration to established standards and procedures. Identifies opportunities for improvement and resolves any discrepancies.
• Oversees and manages the work of reporting Human Resources staff. Encourages the ongoing development of the Human Resources staff.
• Develops and monitors an annual budget that includes Human Resources services, employee recognition, sports teams support, company philanthropic giving, and administration.
• Stays up-to-date on all Human Resources policies, programs, and practices and keeps management informed of relevant new developments.
• Leads the development of department goals, objectives, and systems consistent with companywide objectives.
• Works with the senior management team to establish departmental measurements that support the accomplishment of the company's strategic goals.
• Directs the preparation and maintenance of such reports as are necessary to carry out the functions of the department. Prepares periodic reports for management, as necessary or requested, to track strategic goal accomplishment.
• Develops and administers programs, procedures, and guidelines to help align the workforce with the company’s strategic goals.
• Participates in executive, management, and company staff meetings and attends other meetings and seminars.

Human Resources Information Systems HRIS

• Manages the development and maintenance of the Human Resources sections of both the Internet (particularly recruiting, culture, and company information) and Intranet (employee communication) sites.
• Utilizes HRIS software to the company's advantage.

Training and Development

• Defines all Human Resources training programs and assigns the authority / responsibility of Human Resources and Managers within those programs. Provides necessary education and materials to managers and employees including workshops, manuals, employee handbooks, and standardized reports.
• Leads the implementation of the performance management system that includes performance improvement plans (PIPs) and employee development programs.
• Establishes an in-house employee training system that addresses company training needs including training needs assessment, new employee orientation or onboarding, management development, cross-training, and the measurement of training impact.
• Assists managers with the selection and contracting of external training programs and consultants.
• Assists with the development of and monitors the spending of the corporate training budget.

Talent Acquisition

• 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.
• Chairs any employee selection committees or meetings.

Employee Relations

• Formulates and recommends Human Resources policies and objectives for the company regarding employee relations.
• Partners with management to communicate Human Resources policies, procedures, programs and laws.
• Determines and recommends employee relations practices necessary to establish a positive employer-employee relationship and promote a high level of employee morale and motivation.
• Conducts investigations when employee complaints or concerns are brought forth.
• Monitors and advises managers and supervisors in the progressive discipline system of the company. Monitors the implementation of a performance improvement process with non-performing employees.
• Reviews, guides, and approves management recommendations for employment terminations.

Benefits

• With the assistance of the CFO, obtains cost-effective, employee serving benefits; monitors national benefits environment for options and cost savings.
• Leads the development of benefit orientations and other benefit training.
• Recommends changes in benefits offered, especially new benefits aimed at employee satisfaction and retention.

Compliance

• Leads company compliance with all existing employment-related legal requirements and governmental reporting requirements including but not limited to those related to Equal Employment Opportunity (EEO), the Americans With Disabilities Act (ADA), the Family and Medical Leave Act (FMLA), Employee Retirement Income Security Act (ERISA), the Department of Labor, worker compensation, and the Occupational Safety and Health Administration (OSHA). Works with management to minimize the company’s legal exposure.
• Directs the preparation of information requested or required for legal compliance. Approves all information submitted. Serves as the primary contact with the company employment law attorney and outside government agencies.
• Protects the employees’ and company’s interests in accordance with company Human Resources policies and governmental laws and regulations.

Organization Development

• Designs, directs and manages a company-wide organization development process that addresses issues such as succession planning, superior workforce development, key employee retention, organization design, and change management.
• Manages employee communication and feedback through such avenues as company meetings, suggestion programs, employee satisfaction surveys, newsletters, employee focus groups, one-on-one meetings, and Intranet use.
• Directs an organizational planning process that evaluates company structure, job design, and personnel forecasting. Evaluates plans and changes to plans. Makes recommendations to executive management.
• Identifies and monitors the organization's culture so that it supports the attainment of the company's goals and promotes employee satisfaction.
• Leads a process of organization development that plans, communicates, and integrates the results of strategic planning throughout the organization.
• Manages any company-wide committees including the wellness, training, environmental health and safety, activity, and culture and communications committees.
• Keeps the CEO and the executive team informed of significant problems that jeopardize the achievement of company goals, and those that are not being addressed adequately at the line management level.
• The Human Resources Director assumes other responsibilities as assigned by the CEO.

To perform the Human Resources Director job successfully, an individual must be able to perform each essential responsibility satisfactorily. These requirements are representative, but not all-inclusive, of the knowledge, skill, and ability required to lead as the company Human Resources Director.

Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions.

Human Resources Director Requirements

• Broad knowledge and experience in employment law, compensation, organizational planning, organization development, employee relations, safety, and training and development.
• Above average oral and written communication skills.
• Excellent interpersonal and coaching 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.
• Demonstrated ability to interact effectively with the company owners and Board of Directors.
• Excellent computer skills in a Microsoft Windows environment. Must include Excel and skills in database management and record keeping.
• General knowledge of various employment laws and practices.
• Experience in administering benefits and compensation and other Human Resources programs.
• Evidence of the practice of a high level of confidentiality.
• Excellent organizational skills.

Education and Experience

• Minimum of a Bachelor's degree or equivalent in Human Resources, Business, Organizational Development or other relevant field.
• Ten plus years of progressive leadership experience in Human Resources positions.
• Specialized training in employment law, compensation, organizational planning, organization development, employee relations, safety, training, and preventive labor relations preferred.
• Active affiliation with appropriate Human Resources networks and organizations and ongoing community involvement preferred.
• Ongoing affiliations with leaders in successful companies and organizations that practice effective Human Resources Management.

Physical Demands

These physical demands are representative of the physical requirements necessary for an employee to successfully perform the essential functions of the Human Resources Director's job. Reasonable accommodation can be made to enable people with disabilities to perform the described essential functions of the Human Resources Director's job.

While performing the responsibilities of the Human Resources Director's job, the employee is required to talk, hear and focus on and analyze complex issues. The employee is often required to sit and use their hands and fingers, to handle or feel.

The employee is occasionally required to stand, walk, reach with arms and hands, climb or balance, and to stoop, kneel, crouch or crawl. Vision abilities required by this job include close vision.

Work Environment

While performing the responsibilities of the Human Resources Director's job, these work environment characteristics are representative of the environment the Human Resources Director will encounter. Reasonable accommodations may be made to enable people with disabilities to perform the essential functions of the Human Resources Director's job.

While performing the duties of this job, the employee is occasionally exposed to moving mechanical parts and vehicles. The noise level in the work environment is usually quiet to moderate.