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  • Publicado : 22 de marzo de 2011
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The Human Resources Director
guides and manages the overall provision of Human Resources services, policies, and programs for the entire company. The major areas directed are:
* recruiting and staffing;
* organizational and space planning;
* performance management and improvement systems;
* organizationdevelopment;
* employment and compliance to regulatory concerns;
* employee orientation, development, and training;
* policy development and documentation;
* employee relations;
* company-wide committee facilitation;
* company employee and community communication;
* compensation and benefits administration;
* employee safety, welfare, wellness and health;
*charitable giving; and
* employee services and counseling.
(Note: Depending on your organization's needs, the Human Resources Director often directs administration, including reception, and may even be responsible for facility security and upkeep in addition to space planning.)
The Human Resources Director originates and leads Human Resources practices and objectives that will provide anemployee-oriented, high performance culture that emphasizes empowerment, quality, productivity and standards, goal attainment, and the recruitment and ongoing development of a superior workforce.
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 advisescompany managers about Human Resources issues.
Primary Objectives:
* Safety of the workforce.
* Development of a superior workforce.
* Development of the Human Resources department.
* Development of an employee-oriented company culture that emphasizes quality, continuous improvement, and high performance.
* Personal ongoing development.
Development of the Human ResourcesDepartment
* Oversees the implementation of Human Resources programs through Human Resources staff. 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 andmonitors an annual budget that includes Human Resources services, employee recognition, sports teams support, company philanthropic giving, and administration.
* Selects and supervises Human Resources consultants, attorneys, and training specialists, and coordinates company use of insurance brokers, insurance carriers, pension administrators, and other outside sources.
* Conducts a continuingstudy of all Human Resources policies, programs, and practices to keep management informed of new developments.
* Leads the development of department goals, objectives, and systems.
* Establishes 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 thefunctions 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 strategic goals of the company.
* Participates in executive, management, and company staff meetings and attends other meetings and seminars.
* Withthe CEO and CFO, annually plans the company�s philanthropic and charitable giving.
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 sites.
* Utilizes Great Plains software to the company�s advantage.
Training and Development...
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