DescriptionPOSITION SUMMARY: Reporting to the VP HRBP & Org. Development, with matrix reporting to the President of CGL-FM, the Director of Human Resources (HR) is responsible for aligning business objectives with employees and management of CGL FM (Facility Management) and CGL Justice Services areas of the business. The Director of HR 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 to support key organizational objectives. The Director of HR will collaborate with executive leaders to define long-term vision, strategy, and goals and oversee the recruitment team to support recruiting strategies across CGL organization. Communicating needs proactively within the HR department and business management, the Director seeks to develop integrated solutions. The Director forms partnerships across the assigned business units as well as within Corporate Human Resources to deliver value added services to leaders and managers that reflect the business objectives of the organization.
Consults and advises leadership to ensure the Company is in compliance with all federal, state, and local laws related to the employee life cycle; performance management, recruiting, and training, etc
Develops and directs a proactive, motivated, and professional Human Resources staff that provides exceptional customer service to all internal customers and participates in a mutually collaborative relationship with senior management.
Translates the company strategic and tactical business plans into HR strategic and operational plans.
Collaborates with the VP of HRBP & Org Development and other members of leadership to develop and implement employee programs that enhance the Employee Experience.
Oversees the resolution of complex employee relations challenges with compliant, creative and strategic solutions.
Develops human resources planning models to identify competency, knowledge and talent gaps; develops specific programs for filling the gaps.
Creates, facilitates, and manages training & development for leaders and managers.
Leads the development of HR team annual performance goals and supports the CGL annual performance goal initiative across the company.
Supports talent management through proper succession planning programs for key contributor and management positions; implements training and development programs intended to prepare employees for more significant responsibilities, as well as general business development programs to enhance employee knowledge and understanding how the company operates.
Develops Talent Management initiatives to source, recruit, and retain top talent.
Ensures the execution of the Year-end Appraisal process for assigned division(s). May hold calibration sessions with managers.
Supports the performance evaluation program; communicates reporting to leaders and managers and works with managers to ensure appropriate ratings and comments are applicable to employee level of performance.
Advises Sr. Leaders regarding all employee terminations; oversees all aspects of employee terminations.
Responsible for building and sustaining an effective and productive recruitment function for all job levels with emphasis on building and retaining a highly qualified, diverse work force with a strong work ethic and focus on personal accountability.
Provides leadership in the critical areas of recruitment by developing creative and cost-effective strategies of sourcing and generating high-quality candidates. This includes supporting the development of long-term relationships with organizations, technical schools, colleges, and individuals that will enhance the talent pipeline flow to the company.
Develops and prepares ongoing and ad-hoc reports pertaining to employee information and data, including issues such as benefits costs, staffing levels/deployment, turnover, recruitment, applicant tracking, affirmative action/EEO, exit interview feedback, promotions, etc
Effectively utilizes the data processing system to obtain, store and analyze pertinent data and information.
Maintains and expands knowledge and understanding of existing and proposed federal and state laws/regulations affecting human capital management. Identify trends that could affect organizational objectives and/or operational resources. Interpret appropriate laws and policies and advise management, employees, and retirees accordingly.
Foster a workplace culture consistent with the Company values and mission outlined by leadership.
Travel up to 25% of the time.