Director of Human Resources

Job Summary

Reporting to the President and CEO, the Director of Human Resources manages all human resources (HR) functions and guides organizational culture in order to support the practices of a high-performing organization. Key responsibilities include recruitment, on-boarding, professional development, compensation and benefits, payroll, and legal/policy compliance. The HR Director will establish partnerships with organization leaders to create and maintain a respectful, diverse, and energetic workplace culture. They serve as key advisor to managers on employee relations matters including legal and policy compliance. Our highest priority is a high-performing employee team achieving our goals with integrity and respect for all, especially co-workers.

Essential Functions

Recruitment

  • Actively recruit a diverse candidate pool and manage complete recruitment process to maintain and build a team consistent with organizational mission and skill requirements
  • Ensure efficient use of management resources required to support the recruitment process

On-Boarding

  • Ensure initial introduction of new staff to organization is productive and welcoming
  • Address organization-wide learning requirements and support department-specific learning requirements
  • Support building of team focused on mission and culture as well as necessary skills

Staff Professional Development

  • Ensure staffing skills and levels are aligned with needs and available resources of the organization
  • Conduct training for all staff and individual coaching
  • Address professional development appropriate for continued progress of staff in their career path
  • Manage development of team to support contemplated organization needs and succession planning

Organizational Culture and Performance

  • Partner with the President/CEO and other senior leaders to define and drive workplace culture, and share the overall responsibility for overall organizational performance
  • Create a respectful, diverse, energetic workplace culture
  • Create and implement programs to enhance engagement, morale, and team building
  • Drive diversity, equity, and inclusion initiatives
  • Perform exit interviews
  • Conduct and analyze satisfaction/engagement surveys

Compensation, Benefits and Payroll

  • Oversee compensation programs and practices
  • Administer job descriptions
  • Administer and improve performance management process
  • Conduct internal/external salary benchmarking, and pay equity
  • Oversee the administration of benefits, benefits renewals, and plan designs
  • Negotiate optimal benefits for employees, then negotiate with vendors to achieve the optimal cost for these benefits
  • Oversee payroll management and processing

Ensure Policy and Legal Compliance

  • Ensure internal HR policy administration and best practice development
  • Oversee unemployment/worker’s compensation insurance administration
  • Maintain personnel files
  • Maintain background checks
  • Distribute annual notifications as required
  • Maintain Employee Handbook and update, as necessary

Additional Functions

  • Serve as staff lead and liaison to HR Committee of the Board, which advises on organizational HR matters
  • Serve on the Diversity, Equity, and Inclusion Committee to advance equitable human resources practices and improve culture

People Management Responsibilities

  • Supervise HR & Payroll/Benefits Specialist

Education and Experience

  • Required: Bachelor’s degree or equivalent experience in business practices, human resources, customer service, or related subject matter. 10+ years of experience in a variety of human resources disciplines with a solid understanding of legal and regulatory requirements.
  • Preferred: Advanced degree preferred (or equivalent combination of education and experience)
  • PHR (Professional Human Resource) or SPHR (Senior Professional Human Resource) certification desirable.

Knowledge, Skills, and Abilities

  • General knowledge and understanding of every step in the employee lifecycle, from recruitment to retirement
  • Ability to coach teams and individuals at all levels of the organization
  • Strong negotiation and influencing skills
  • Ability to be flexible and persistent in driving change through periods of ambiguity
  • Solid analysis skills and the ability to turn data into information
  • Excellent project management skills and the ability to drive long-term projects while managing short-term issues
  • Unquestionable integrity and ability to maintain confidentiality

Certifications/Licenses

  • Required: None
  • Preferred: HR certification from SHRM or HRCI (PHR, SPHR, SHRM-CP, SHRM-SCP, etc.)

Physical Demands

  • Sedentary: Exerting up to 10 lbs. of force occasionally and/or a negligible amount of force frequently to lift, carry, push, pull, or otherwise move objects, including the human body. Involves sitting most of the time but may involve walking or standing for brief periods of time.

Travel Requirements

  • Potential travel outside the region via air transportation

Talent Acquisition Administrator

For thousands of people and families in our region, Familylinks is a strong connection to a life of health, hope and independence.  Familylinks services help those who are struggling with mental health issues, developmental disabilities, addictions, abuse, behavioral problems, illnesses and other life challenges.   For more information on Familylinks, please visit www.familylinks.org.

Position Summary:  The Talent Acquisition Administrator is responsible for the organization’s recruitment and retention efforts.  The position will research, develop and implement effective recruiting and staffing strategies to attract a diverse pool of qualified and capable talent for the organization.  The Talent Acquisition Administrator will also be responsible for the development, implementation and oversight of the future Familylinks training program, “Familylinks Fellows” and similar programs to position the organization to achieve the strategic goal of being a sought after workplace.

Position Qualifications:

  • A Bachelor’s degree in human resources or related field with a minimum of three years of successful implementation of recruitment and retention programs; related experience considered.
  • HR certification is desired or the ability to secure certification.
  • The Talent Acquisition Administrator must have the ability to handle employees and applicants in a professional and courteous manner, to manage multiple priorities and time effectively, and to maintain confidential records.
  • Experience in all areas of sourcing such as the internet, social media, networking, employee referrals, and job postings as well as conducting open houses and virtual job fairs.
  • Experience with retention activities, especially targeted retention for staff in the first year of employment; including on-boarding activities.
  • Access to a reliable vehicle and a current driver’s license is required as driving between sites may be required at times.
  • Excellent verbal and written communication skills.
  • Project management skills and the ability to drive results.
  • Proactive and independent with the ability to take initiative.
  • Knowledge of the laws, regulations and best practices applicable to hiring and recruitment.
  • Prior experience in capturing metrics and producing various employment reports.
  • The position must support the organization’s mission along with sensitivity of cultural and workplace harmony.

Essential Job Duties:

  • Develops, facilitates and implements all phases of the recruitment process.
  • Play a key role in the agency’s strategic goal of being a sought after workplace.
  • Provides information and answers applicant questions in regards to job openings, benefits, recruitment policies, etc.
  • Coordinates with the Sr. Director of Human Resources the organization’s recruitment plan.
  • Performs recruitment activities such as posting internal announcements; placing advertisements, professional networking with potential employee sources,  social media, open houses, virtual job fairs, etc. and maintaining job web site with current job postings.
  • Utilizes technology for all activities and ensures that the technology supports a positive recruitment and hiring experience for the applicant.
  • Updates and maintains resume files and applicant databases along with the Human Resource Specialist.
  • Conducts pre-screening and interviews with the Hiring Supervisors including all background checks, references, etc. with the assistance of the Human Resources Specialist.
  • Responsible for all verbal offers of employment including necessary follow-up paperwork.
  • Work with the Leadership Team in develop a “Familylinks Fellows” job training program to ensure that top talent is being drawn to the organization.
  • Coordinates with applicants and supervisors start dates.
  • Coordinates and conducts the New Hire Orientation including paperwork.
  • Prepares requested reports for Managers and Directors.
  • Ensures compliance with all federal, state and local employment laws, program regulations and Familylinks policies.
  • Coordinates all applicant tracking systems.
  • Serves as a backup to the Benefits Administrator as needed.
  • Participates in other special projects as requested.
  • Establishes relationships with key colleges and universities to promote internships within the agency and participation with the Federal Work-Study program.
  • Provides on-boarding for interns along with overseeing required paperwork.
  • Attends all trainings and meetings as requested.

Working Conditions:  Works in a confidential office setting at the main Administrative Building.

Physical Requirements:  Sedentary: Lifting up to 10 lbs. maximum and occasionally carrying such articles as files, ledgers, and small tools. A limited amount of walking and standing may be necessary in carrying out duties.

Vice President of Human Resources & Risk Management

Under the executive direction of the Superintendent/President and as a member of the executive leadership team, the Vice President of Human Resources and Risk Management is responsible to plan, organize, coordinate, direct, and control all employment and employee services operations and activities including but not limited to labor relations, recruitment, selection and placement of employees, policy development, administer benefits, workers’ compensation, general, property, and liability insurance programs, and human resource information systems; coordinate and direct staff, programs, record-keeping, communications and information to meet the needs of the District and assure smooth and efficient operations. Provide executive-level leadership, expert advice and counsel regarding related areas of functional responsibility.

Responsibilities are very broad in scope involving District-wide functions and issues.

RESPONSIBILITIES AND DUTIES

  • Develop, plan, organize, direct and provide leadership for human resources functions and operations; assure personnel activities comply with established personnel standards, policies, and procedures.
  • Confer and collaborate with employees, supervisors, administrators, and others to resolve sensitive and confidential employee relations issues and problems; participate in investigating and addressing issues; research, interpret, analyze and provide technical assistance to others concerning the Education Code, bargaining units’ agreements and related laws.
  • Monitor and evaluate the efficiency and effectiveness of service delivery methods and procedures for assigned functions and operations; recommend, if appropriate, changes in service, staffing levels, procedures, and policies, as appropriate.
  • Serve as chief negotiator for the District in contract negotiations with bargaining teams representing labor unions. Monitor adherence to collective bargaining agreements by providing direction to administrators and managers to interpret negotiated employer/employee agreements.
  • Serve as a member of the Superintendent/President’s Executive Team. Serving as an advisor to the Executive Team on human resources, employer/employee relations, staff diversity & equity and other related issues.
  • Direct and oversee operations and activities related to payroll.
  • Investigate, resolve and provide technical recommendations concerning employee disciplinary matters, misconduct, complaints, due process, grievances, and other employee relations issues and conflicts. Review, analyze, and coordinate response to unfair labor practices and regulatory agency complaints; research, compile and assemble related technical information.
  • Coordinate and supervise legal matters of the District; make recommendations to the Superintendent/President regarding employment of outside legal consultants; represent the District with legal counsel in various legal actions for and against the District. Identify and analyze District risk issues; defines solutions and oversees implementation.
  • Oversee recruitment, interview, selection, and placement of personnel; coordinate the processing and orientation of new employees; ensure compliance with established laws, regulations, policies and procedures.
  • Oversee the classification, reclassification, salary and other personnel studies as requested.
  • Assist with the development, coordination, and maintenance of appropriate human resources and payroll information systems.
  • Coordinate human resource functions with Fiscal Services and Information Services to assure smooth and efficient delivery of services.
  • Maintain current knowledge of laws, codes, regulations and pending legislature related to human resources and payroll activities; modify programs, functions and procedures to assure compliance with local, state, and federal requirements as appropriate.
  • Coordinate and direct staff, programs, record-keeping, communications and information to meet the District’s personnel needs.
  • Coordinate and present personnel training programs and informational presentations including new employee orientation, selection committee training and other related presentations as required. Identify District training needs, plan and implement training programs, as needed.
  • Provide administrative leadership for the District’s diversity program.
  • Participate in the development of the annual human resources budget; analyze and review budgetary and financial data.
  • Monitor and control authorized expenditures for assigned operations.
  • Participate in the development and implementation of strategic plans, initiatives, department business plans, work programs, processes, procedures, and policies required to achieve strategic initiatives and overall departmental results in alignment with the District objectives and priorities.
  • Serve as the Equal Employment Opportunity (EEO) Officer of the District; recommend appropriate modifications to the EEO plan; ensure that discrimination and harassment complaints are investigated and resolved in a timely manner.
  • Develop and recommend new, revised, or modified District policies related to Human Resources, working through the Board Policies & Administrative Policies process.
  • Supervise and evaluate the performance of assigned personnel; interview and select employees; assign duties and review work to assure compliance with established standards, requirements, and procedures.
  • Attend and participate in professional group meetings.
  • Prepare a variety of statistical and narrative reports including but not limited to governing board reports, Chancellor’s Office reports, contracts, documents, and other materials.
  • Perform other related duties and responsibilities as required.

Ability to:

  • Coordinate and direct personnel, resources, communications, and information to meet District needs and assure smooth and efficient activities.
  • Plan, organize and direct a comprehensive human resources management program.
  • Analyze problems, identify alternative solutions, project consequences of proposed actions, and make sound recommendations regarding complex human resources management issues.
  • Interpret, explain, and apply laws, rules and regulations.
  • Maintain confidentiality of highly sensitive information.
  • Communicate effectively both orally and in writing.
  • Meet deadlines and schedules.
  • Identify and respond to confidential and sensitive organizational issues, concerns and needs.
  • Prioritize and effectively delegate.
  • Analyze and assess programs, policies, and operational needs and make appropriate adjustments.
  • Work independently with little direction.
  • Research, analyze, and evaluate new service delivery methods and techniques.
  • Conduct meetings and serve on committees.
  • Prepare and present comprehensive, effective oral and written reports.
  • Plan and organize work; delegate work as necessary.
  • Establish and maintain effective working relationships with those contacted in the course of work
  • Demonstrate sensitivity and understanding of the diverse academic, socioeconomic, gender identity/expression, cultural, disability, and ethnic backgrounds of community District students;
  • Support the District in achieving its mission, vision, and strategic goals as appropriate in carrying out the duties of this position;
  • Focus on student success, service excellence, and willingness to assist colleagues District-wide, as needed.

Knowledge of:

  • Thoroughly knowledgeable of all operations, services, and activities of human resources and payroll management programs in an educational setting including but not limited to recruitment, benefits administration, union negotiations, contract administration, policy development, employee relations, and staff development functions.
  • Public human resources administration theory, principles and practices and their application to a wide variety of human resources and payroll programs and procedures.
  • Principles, techniques, procedures and terminology involved in the recruitment, selection, processing, orientation, and compensation of employees, risk management, workers’ compensation, benefits administration, HRIS, payroll, compensation and job analysis.
  • Pertinent laws, rules, codes, ordinances, and regulations pertaining to human resource and payroll functions of a California Community College district including equal employment opportunity, Title V, and the Education Code.
  • Principles and practices of effective administration, supervision, training and performance management.
  • Principles and practices of budget preparation and administration.
  • Principles and practices of program development and administration.
  • Principles and practices of labor relations, collective bargaining, and contract negotiations.
  • Methods of research, analysis, and decision making.
  • Principles, practices and procedures related to record keeping and report preparation.
  • Budget preparation and control.
  • Automated payroll and human resources systems and designated software.

Education and Experience Requirements:

Education:

  • Master’s degree from an accredited college or university in human resources management, business administration, public administration, organizational management or related field. An earned doctorate is highly preferred.

Experience:

  • Seven (7) years of increasingly responsible related professional human resources experience including at least four (4) years of experience at the senior management level.

Licenses/Certification:

  • A valid Class “C” California Driver’s License.

Environment:

Standard office setting. Typically, duties are performed in an office environment while sitting at a desk or computer workstation. Incumbents are subject to constant contact with others, frequent interruptions, noise from talking or office equipment and demanding legal timelines. At least minimal environmental controls to assure health and comfort; must be able to adapt to changing situations and demanding timelines. Must attend afternoon or evening Board meetings.

Physical Demands:

Incumbents regularly sit for long periods, walk short distances on a regular basis, travel to various locations to attend meetings and conduct work, use hands and fingers to operate an electronic keyboard or other office machines, speak clearly and distinctly to provide information in person or on the telephone; see to read fine print and operate computer; hear and understand voices over telephone and in person to exchange information and make presentations; and lift, carry, and/or move objects weighing up to 10 pounds.

Additional Information:

  • Minimum Salary: US Dollar (USD) 143,803
  • Maximum Salary : US Dollar (USD) 171,708
  • External Closing Date: Aug 19, 2021
  • External Opening Date: Jun 23, 2021

Location: Stockton, California, United States

To be considered for this position please visit our web site and apply on line at the following link: https://apptrkr.com/2332217

The San Joaquin Delta Community College District provides access to its education programs and activities and makes all employment decisions without regard to national origin, religion, age, sex, gender, gender identity, gender expression, race or ethnicity, color, medical condition, genetic information, ancestry, sexual orientation, marital status, physical or mental disability, pregnancy, military and veteran status, or any other legally protected category. The District’s prohibition against sex and gender discrimination includes sexual harassment and sexual violence.

HR Specialist

Position Type: Full Time
Job Location: Fort Wayne Campus – Fort Wayne, IN

At Indiana Tech, we excel at educating students from all walks of life, for all kinds of meaningful work. We’re a truly inclusive community of learners, ensuring that students are supported, inspired, and empowered to maximize their professional prospects, advance in their careers, and improve their lives and the lives of others.

Indiana Tech is a thriving, independent, teaching-oriented institution with a focus on career/professional programs in business, engineering, information technology and computer science, criminal justice, life sciences, human services and many other concentrations. Indiana Tech enrolls approximately 1,600 students in its traditional programs on its main campus and nearly 6,000 students in its College of Professional Studies programs at 15 regional locations and online. Degrees are offered at the associate, bachelors, masters and doctoral levels. Over 48% of our students are either globally or domestically diverse; this contributes to our unique vibrant and inclusive campus community. Indiana Tech’s picturesque main campus is located on 45 acres near downtown Fort Wayne. All academic programs are designed to provide students with relevant and practical experiences, including an emphasis on internships. The university is accredited by the Higher Learning Commission.

Indiana Tech embraces diversity and equal opportunity intentionally. We are committed to building a team that represents a variety of backgrounds, perspectives, and skills. We believe that diversity and inclusion among our employees is critical to our success with respect to educating our students to become global citizens. We are an equal opportunity employer.

The Indiana Tech community recently engaged in a comprehensive strategic planning process, designed to develop a roadmap for continued growth and development leading up to our centennial year in 2030. Learn more about our compelling plans for our future at Strategic Plan (indianatech.edu).

The Warrior Community seeks a professional Human Resource team member. We are hiring an HR Specialist. The Tech HR team will consist of the HR Director, two HR Specialists, and one part-time Benefits Specialist. This is an exempt, full time position and works in-person on the Fort Wayne campus. The department serves around 300 full time employees, 80 part-time staff, 250 student employees, and 400 part-time adjunct instructors. Employees are in 15 locations operating out of Indiana, Kentucky, Florida, and remote across the United States.

The responsibilities may vary depending on the professional hired but are certain to include, recruitment and onboarding, HRIS system data integrity and reporting, student employment processing, student employee labor relations, processing verifications of employment, external position advertising, handling Worker’s Compensation and maintaining the OSHA files, and processing purchase orders. Additional areas of focus could include FMLA, ADA, or coordinating Wellness initiatives, depending on the interest and experience of the candidate. This is not an exhaustive list.

We are looking for an HR professional with five or more years of traditional HR department experience. A bachelor’s degree in HR or a relative field is preferred. Candidates without a degree but with significant HR experience may be considered. Candidates must have strong written and verbal communication skills and be committed to working as a team. The following abilities must be present: multi-task and show attention to detail, prioritize tasks effectively, work independently and as a team, maintain absolute confidentiality at all times, handle pressure and navigate emotional situations.

Candidates must have experience working with an HRIS system and should have a minimum of not-for-profit experience while higher education experience is preferred. The candidate must have expert knowledge and ability with Microsoft Office products and be comfortable working in a database. The candidate must be skilled at listening, assisting others, handling conflict, adapting to change and handling a fast-paced workflow. Embracing and promoting the mission, vision, values, and strategic plan of Indiana Tech is expected.

A complete job description is available to qualified candidates.

Application materials must include a cover letter and resume.

To apply visit: https://apptrkr.com/2392793

Human Resources Generalist

The mission of Healthy Start is to improve maternal and child health and to reduce poor birth outcomes and infant mortality.

Position Overview:

The HR Generalist supports the mission and operations of Healthy Start, Inc. by ensuring compliance with federal and state labor and employment laws, leading employee recruitment and retention efforts, and supporting training and staff development activities. The successful candidate will make it a priority to balance employee satisfaction, risk mitigation and the strategic directives of the CEO. The HR Generalist will serve as a key strategist around the Healthy Start workforce, ensure employee relations issues are addressed with discretion and confidentiality and communication is transparent, take the lead in recommending policy upgrades, advise in recruitment strategies and assist in the performance management process.

Duties and Responsibilities:

Recruiting – Ensure all open positions are filled within the deadline provided. This will include:

  •   Design and implement recruitment strategies
  •   Assist in the development of existing and new job postings
  •   Recommend multiple recruitment sites for greater exposure and candidate pool
  •   Develop a network of suitable candidates for all areas of programming
  •   Develop and recommend pre-screening questions for open positions
  •   Collaborate with management and hiring team to improve recruitment plan
  •   Prepare job offers (with CEO approval)

Onboarding – Ensure consistent and comprehensive new employee onboarding process. This will include:

  •   Complete and file all payroll documents with the finance department
  •   Conduct newly hired orientations and review relevant company policies
  •   Ensure all passwords, equipment and security credentials are provided
  •   Resolve any issues that may arise during the hiring phase for all newly hired employees
  •   Follow up with all new hires within the 1st working week to ensure they are following all necessary     protocols

Record Maintenance

  •   Maintain up to date electronic staff records utilizing the Paylocity software system
  •   Ensure timely update of records are available to both the employee and management
  •   Process all payroll changes by submitting the required documentation to finance department
  •   Support employee navigation of Paylocity HR/payroll system

Performance and Strategy

  •   Assist CEO in establishing ongoing goals and deliverables for the HR department
  •   Participate in staff evaluations when requested to ensure consistent and fair treatment is provided to staff members
  •   Regularly report succession planning recommendations and compliance issues to the CEO
  •   Assist with the development and implementation of employee satisfaction surveys

Employee Relations

  •   Provide all staff with conflict resolution while addressing sensitive workplace issues
  •   Investigate all complaints and provide transparent communication with the CEO
  •   Possess the ability to mediate and resolve issues brought to the attention of HR
  •   Provide feedback to management by conducting exit interviewing

Special Assignments

  •   Accommodate CEO and support colleagues for additional special assignments that may occur during the course of employment

Education and Experience Requirements:

  • Bachelor’s degree required in Human Resources or business-related field with 3-5 years experience
  • Human Resource certification preferred

Qualifications, Skills and Knowledge Requirements:

  • Working knowledge of State and Federal HR laws
  • Strong oral, written and technical communication skills
  • Attention to detail and accuracy
  • Ability to work independently or as part of a team, and to manage multiple tasks and projects in fast-paced  environment
  • Ability to analyze and resolve issues and problems
  • Ability to communicate effectively with stakeholders at all levels
  • Strong organizational and time management abilities; ability to meet deadlines
  • Proficient with Microsoft Office Suite (e.g., Word, Excel, PowerPoint) and Windows operating systems
  • Proven ability to manage multiple projects and prioritize tasks

Physical Demands:

**During the pandemic, this position will primarily operate remotely.

  • The work performed is 80% office work requiring sitting, typing and answering phones, with occasional light lifting, carrying, stooping, standing, bending, walking and filing.
  • Intense mental, visual, and aural attention is required as the work involves responding to requests, planning, or performing work that is at times, can be fast paced.
  • Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions. Nothing in this job description restricts management’s right to assign or reassign duties and responsibilities to this job at any time.

Compensation

$45,000 – $60,000 commensurate with experience. FLSA Status: Exempt

Please send resume and cover letter to: hr@hsipgh.org

Human Resources Administrator

Phipps is seeking a full-time Human Resources Administrator to provide administrative support to the Human Resources department.  Under the direction of the Director of Human Resources and Operations, the Human Resources Administrator will be responsible for coordinating employee benefits, including those pertaining to health care, retirement, disability and FMLA.  The Human Resources Administrator will recruit, interview and hire for internship programs and part-time positions, and will assist the Human Resources Manager with other activities and duties as needed.

The candidate must be a highly motivated individual with exceptional writing, communication and organizational skills; must be able to handle multiple tasks simultaneously, as well as confidential information, with minimal supervision.  Strong computer (Microsoft Office) and time management skills required.  Bachelor’s degree in human resources, business administration or relevant field required; museum/nonprofit experience is a plus. Phipps offers a competitive compensation package, strong benefits and unique atmosphere.

To apply, please email a resume, cover letter and salary history to hr@phipps.conservatory.org or mail to Phipps Conservatory and Botanical Gardens, Human Resources Department, One Schenley Park, Pittsburgh, PA 15213.  No telephone calls, please. Phipps is an equal opportunity employer.

 

For more information about Phipps, please visit our website: www.phipps.conservatory.org.

Talent Acquisition Specialist

Amazing Kids. Amazing Place. At The Children’s Institute of Pittsburgh, we’ve built our legacy on being “amazing.” After more than a century of the highest quality care and service to children and their families, we’re forever proud of our team members who don’t just make a career here – they make a difference.

Amazing Benefits:

We’re proud to offer generous benefits to our team members. Regular full-time team members are eligible for the following benefits:

  • Medical, Dental, Vision & Life insurance
  • Paid Time Off & Holidays
  • 403b Plan-Retirement
  • Short and Long Term Disability
  • Flexible Spending Accounts
  • Wellness program
  • Student Loan Refinancing Program
  • Employee Recognition Events
  • Tuition reimbursement
  • Career development

The Talent Acquisition Specialist for The Children’s Institute champions the design of new and creative talent acquisition strategies, techniques, and resources to attract future amazing team members to support and promote the legacy of CI. Leads the recruitment marketing promotion for CI jobs utilizing innovative social media platforms while incorporating employer branding. Proactively involved in full cycle recruiting for various positions to identify active and passive candidates. Collaborates with hiring manager to recruit and select amazing team members. Represents and enthusiastically promotes CI at external recruitment venues including high school, college and community networking career events. The successful candidate creates and leads the innovative talent acquisition strategy to hire our future amazing team members to support and enhance our legacy of an amazing culture and services for our amazing children and families.

Job Duties:

  • Design new and creative talent acquisition strategies, techniques, and resources to attract candidates for diverse positions.
  • Leads the recruitment marketing promotion for CI jobs utilizing innovative social media platforms while incorporating employer branding.
  • Proactively source diverse candidates for various positions including searching external websites for passive candidates and reviews incoming resumes/applications of individuals who meet the minimum qualifications for the positions.
  • Creates a social media following that captures potential candidates’ interest in CI and promotes positive brand awareness while creating and maintaining a network of potential candidates for vacancies. Enters all requisitions into the Applicant Tracking System (ATS).
  • Collaborates with department managers to discuss current and projected workforce needs. Collaborates with manager to identify individuals for pre-screening and conducts telephone, video-conference screening or in person interviews and provide recommendations. Documents all candidate interactions accurately utilizing the ATS. Extends offers of employment, negotiates wages and prepares offer letters.
  • Coordinates and represents CI at career fairs at high schools and colleges/universities or other external venues. Attends relevant community/professional organization events to establish relationships with organizations and potential candidates to create awareness of CI career opportunities.
  • Maintains and updates information, as needed, on external sites to creatively promote CI recruitment initiatives.
  • Provides advice, assistance and follow-up on recruitment policies, procedures and documentation.

Qualifications:

Associates Degree or equivalent education/experience in business or related degree is required. Bachelor’s Degree or equivalent education/experience in human resources, administration, business, behavioral sciences or closely related field strongly preferred. PHR or SHRM certification preferred

A minimum of two years of experience working in talent acquisition area is required. Knowledge of employment laws and practices required. Previous health services experience is preferred. Must work effectively in a team environment. Previous demonstrated experience with Microsoft Office, social media, HRIS software and Applicant Tracking systems is required.

Additional Requirements:

  • Act 33/34 Clearances; FBI Clearance

The Children’s Institute of Pittsburgh is an Equal Opportunity Employer. We serve a diverse population of children and families, and we want our workforce to reflect that same diversity. We want all interested individuals to feel welcome in applying for a career at our amazing place – we can’t wait to meet you!

The Children’s Institute does not exclude, deny benefits to, or otherwise discriminate against any person on the basis of race, color, national origin, religious creed, AIDS or HIV status, disability, ancestry, age, gender, sexual orientation, gender identity or expression, genetic information, marital status, union membership, or veteran/military status in employment.

Receptionist

The Receptionist of the URA is often the first point of contact for the URA stakeholders and will provide high quality, professional, timely, and engaging service for the organization. This position will collect, produce, and supply information regarding the organization to the general public, clients, customers, and employees as well as supporting front office functions with superb administrative skills.

Job title: Receptionist
Department: Human Resources
Divisional Unit: Central Operations
Pay Grade: 3
Reports to: Human Resources Manager

Essential Functions and Responsibilities:

  • Greet all persons entering organization, direct them to the correct destination, inform URA staff when visitors and guests arrive, and offer refreshments to all guests.
  • Tidy and maintain the reception area including coffee bar stations to ensure coffee is brewed for guests and visitors throughout the day, and restock other refreshments as needed.
  • Ensure conference rooms are organized before and reorganized after daily use to maintain professional appearances when guests arrive.
  • Professionally answer the URA’s main telephone line, screen and direct calls as appropriate internally and externally based on the services requested.
  • Take and relay messages when staff members are unavailable.
  • Provide information to callers about the URA’s programs, events, and departments. Answer queries from the public, customers, and clients.
  • Maintain and update phone directories and contact lists as organization personnel changes occur.
  • Monitor visitor access and maintain security awareness. Responsible for providing back up support to the main lobby attendant in the event of an absence to greet all guests entering the building.
  • Receive and sort incoming and outgoing mail for the URA’s various departments. Prepare, weigh and add postage to mail. Notify and coordinate department mail pickup and drop off.
  • Schedule and maintain appointments as needed for conference rooms, vehicle registrations, and create meeting room lists daily for internal staff reference.
  • Assist in the ordering of catering for meetings throughout the URA, and assist with conference room setup as needed.
  • Monitor and maintain office equipment, and office supplies for the organization, as well as scheduling regular document shredding for the URA.
  • Perform administrative support tasks such as preparing correspondences, creating and editing documents, filing, and recordkeeping as requested.
  • Perform other duties as assigned.

Position Requirements and Qualifications:

  • Associates degree in business related function.
  • 3+ years of experience in a related administrative, receptionist, or front office coordinator role.
  • Proficiency with computers and relevant software including but not limited to: Microsoft Word, Excel, PowerPoint, Outlook, Teams, etc.
  • Ability to type at least 50 words per minute.
  • Excellent customer service skills and best practices.
  • Strong attention to detail, and thoroughness.
  • Superb oral and written communication skills.
  • Any other combination of degree, skills, training, and experience will be considered.

Competencies:

  • Promoting Equity, Diversity, and Inclusion
  • Develops Talent
  • Attention to Communication
  • Customer Orientation
  • Takes Initiative
  • Thoroughness
  • Oral Communication
  • Written Communication

Physical Requirements:

  • Ability to safely and successfully perform the essential job functions consistent with the ADA
  • Must be able to lift and carry up to 20 lbs., standing, sitting, reaching and stretching.
  • Must be able to talk, listen and speak clearly on telephone.

Disclaimers:

The URA is an equal opportunity affirmative action employer. All qualified applicants will receive consideration without regard to race, religion, color, gender, age, national origin, ancestry, disability, sexual origination, political, and/or union affiliation.

AN APPLICANT MUST BE A CITY OF PITTSBURGH RESIDENT, OR BECOME ONE AS A CONDITION OF EMPLOYMENT AT THE URA.

Human Resources Manager

The Human Resources Manager (HRM) guides and manages the overall provision of Human Resources services, policies, and programs for Veterans Place of Washington Blvd. The Human Resources Manager will work closely with the Executive Director to ensure the overall mission, vision and values are exemplified throughout the agency. The Human Resources Manager is responsible for the development of processes and metrics that support the achievement of the organization’s business goals. The Human Resources Manager coordinates the implementation of people-related services, policies, and programs through Human Resources staff; reports to the CEO; and assists and advises company managers about Human Resources issues.

Human Resources Director

Adagio Health is a non-profit organization that strives to meet the health and wellness needs of diverse communities, regardless of income, with a focus on women. We serve over 110,000 patients, clients & families every year providing family planning and reproductive health services, breast and cervical cancer screening, nutrition services, community education, and more to diverse communities regardless of income.

We are seeking an experienced Manager to direct the Human Resource function. This is an opportunity to tackle recruiting, retention, and engagement of critical employees. Must be hands-on and collaborative; experience in non-profit environment helpful.

Responsibilities

  • Collaborates with senior leadership to understand the organization’s goals and strategy
  • Administers or oversees the administration of human resource programs including, but not limited to, recruiting, compensation, benefits, and leave; disciplinary matters; performance and talent management; productivity, recognition, and morale; occupational health and safety and training and development.
  • Manages the investigation of internal employee issues, in conjunction with legal counsel, for the purpose of reaching resolutions that are equitable, consistent, and protect the interests of the organization and its workforce.
  • Provides consultation and guidance to employees and management on a wide variety of employee relations and benefits matters to assist in enhanced understanding, effective decision making, policy interpretation, and conflict resolution.
  • Monitors and ensures the organization’s compliance with federal, state, and local employment laws and regulations and recommended best practices; reviews and modifies policies and practices to maintain compliance.
  • Performs other duties as required.

Required Skills/Abilities

  • Excellent verbal and written communication skills.
  • Excellent interpersonal and negotiation skills.
  • Excellent organizational skills and attention to detail.
  • Excellent time management skills with a proven ability to meet deadlines.
  • Strong analytical and problem-solving skills.
  • Strong supervisory and leadership skills.
  • Ability to adapt to the needs of the organization and employees.
  • Ability to prioritize tasks and to delegate them when appropriate.
  • Thorough knowledge of employment-related laws and regulations.
  • Proficient with Microsoft Office Suite or related software.

Minimum Qualifications

  • Bachelor’s degree in Human Resources, Business Administration, or related field required; Master’s degree preferred.
  • At least five years of human resource management experience required.
  • SHRM-CP or SHRM-SCP highly preferred.

Adagio Health strives to create a culture where every employee feels respected and included. We believe teams with diverse backgrounds, experiences and perspectives create better outcomes. We want every employee, regardless of their role in the organization, to have a sense of pride and belonging and a shared commitment to excellence. We make employment decisions based on job-related criteria, regardless of age, sex, race, gender identity or expression, color, national origin, sexual orientation, or any other non-work-related criteria. EEO/M/F/D/V employer.

For more information, or to apply now, you must go to the website below. Please DO NOT email your resume to us as we only accept applications through our website.

https://adagiohealth.isolvedhire.com/jobs/296486-74275.html