Schneiderman & Sherman, P.C.

Compensation

Full Description

JOB SUMMARY Our Human Resources (HR) Director is responsible for planning, leading, and coordinating an organization's human capital strategies and all HR department operations. This role ensures alignment of HR initiatives with overall business objectives and legal compliance. This role requires full support for our team members. S/He processes new hires, coordinates new hire orientations, maintains personnel files, and handles transfers. This position also arranges rate changes, payroll, and terminations. Our human resources administrator is required to maintain utmost confidentiality and professionalism in all aspects of his/her work. DUTIES & RESPONSIBILITIES • Strategy & Leadership: Develop and implement HR strategies, policies, and programs that support business goals and foster a positive workplace culture. Lead and mentor the HR team, overseeing daily workflows. • Talent Management: Oversee the entire talent acquisition process, including recruitment, selection, onboarding, and retention of top talent. Implement performance management systems and succession planning efforts. • Compensation & Benefits: Manage the development and administration of competitive compensation, benefits, and leave programs, including health insurance, retirement plans, and payroll. • Employee Relations & Compliance: Serve as a primary resource for management and employees on HR-related matters, including conflict resolution, disciplinary actions, and investigations. Ensure full compliance with federal, state, and local employment laws and regulations. For all states where we do business • Budget & Analytics: Develop and manage the departmental budget and utilize HR metrics and data analytics to inform strategic decisions and identify areas for improvement. QUALIFICATIONS • Experience: Typically requires a minimum of 7-10 years of progressive HR experience, with several years in a management role. • Education: A Bachelor's degree in Human Resources, Business Administration, or a related field is required, while a Master's degree is often preferred. Relevant professional certifications (e.g., SHRM-SCP or SPHR) are highly valued. • Knowledge: General knowledge of personnel laws and regulations in the employer jurisdiction is required. Key Skills • * Excellent leadership, communication, and interpersonal skills. • Strong knowledge of labor laws, HR best practices, and HRIS systems. • Strategic thinking, problem-solving, and analytical abilities. • High ethical standards and the ability to handle confidential information discreetly.