Director of Human Resources

Bridgewater Township, NJ

Post Date: 08/11/2017 Job ID: 7684 Industry: HR Pay Rate: $120,000 - $130,000/yr.


This key position will report directly to the President/CEO and be a member of the management team that develops, implements, and monitors business strategy for the organization. Primary responsibilities involve managing and handling the human resources area and learning and development area of direct reports. Human resources area includes recruiting, retention, performance management, employee relations, payroll, compensation and benefits. Learning and development area includes employee training, leadership/management development, competency management, succession planning and talent management.


Evaluate and Develop HR Strategies

  • Develop and recommend strategies to achieve the vision of the organization for "Best in Class" work environment.

  • Develop strategic alliances between departments to support the execution of the strategic plan and ensure all business units are aligned.

  • Collaborate with the management team to develop and implement plans to accommodate the objectives of the organization

  • Act as a change agent and drive the organization s cultural transformation by shaping behaviors that make a positive impact on operational and financial outcomes.

  • Lead and develop/challenge organization structure, values and culture

  • Influence behavioral and philosophical change among business leaders.

  • Evaluate/develop compensation and benefit strategies, keeping informed of new trends and development.

Effective Recruitment and Staffing

  • Responsible for all recruitment and selection efforts including the development and coordination of programs and tools that result in timely acquisition of high potential and top performing employees.

  • Develop and administer proficiency tests for new and existing employees.

  • Develop strong and creative approach to direct sourcing as well as proven development of strategies for sourcing in the social media space.

  • Provide consultative support to department heads regarding appropriate staffing levels.

  • Keep up-to-date on the labor market and implement new and innovative recruitment strategies.

Learning and Development

  • Partner with management to develop organization-wide training.

  • Conduct competency and skill assessments to actively identify gaps, propose and implement changes necessary to cover risks.

  • Spearhead and/or support the development of competency models and career/learning roadmaps, including leadership training.

  • Inspire others to stretch and challenge themselves.

  • Participate in new product and services offerings.

  • Designs succession plans for key talents and key job positions.

  • Maintain daily contact with subordinate staff, providing support, input, feedback and guidance.

  • Conduct staff development/mentoring activities.

Compensation & Benefits

  • Responsible for the evaluation, maintenance and implementation of changes to the company s overall compensation and benefit programs, keeping informed of new trends and developments.

  • Ensure that compensation and benefits conform to organization philosophy/policies and are competitive.

  • Maintain and update of job documentation for use in job evaluation and benchmark position salary analyses.

  • Negotiate with vendors and recommend updates in order to improve efficiency and offerings.

Employee Relations

  • Promote positive employee relations by ensuring staff visits and on an ongoing basis to conduct employee meeting regarding company programs, benefits and other HR topics.

  • Establish and maintain effective employee relations either directly or through committees/HR department.

  • Evaluate and/or develop employee programs to support the best place to work initiatives, including but not limited to work/life initiatives and employee recognition programs.

  • Oversee the development and maintenance of the performance appraisal system as well as perform appraisals for direct reports.

  • Responsible for company policies and procedures, the employee handbook, employment contracts and separation agreements to ensure consistency and compliance with state/federal laws.

Organization Efficiency

  • Identify and utilize HR metrics/analytics to diagnose and proactively address or anticipate potential challenges.

  • Evaluate existing and develop new HR tools, resources and vendor relationships.

  • Develop best practices by researching, interpreting and applying human capital data to implement continuous improvement.

  • Ensure that the HR function develops increased efficiency and continues to grow from a value-added perspective from other areas.

  • Challenge existing processes and successfully manage change.

  • Manage and oversee expenses for assigned areas as well as assist with expense review/control for the entire organization. Responsible for Human Resources and Learning & Development budgets.

  • Analyze, review and design incentive plans.

  • Observe the industry and identify trends, opportunities/challenges and approaches that can be developed as responses and solutions.

  • Monitor the internal and external environment and associated risks for emerging opportunities and threats.


  • Requires at least 10 years of progressive work experience in a lead HR position with 3 years of strategic management experience (leading other managers).

  • Requires professional, well-developed interpersonal skills necessary for communicating with members, employees, Board members, and vendors on related matters.

  • Requires knowledge of management practices and techniques.

  • Requires knowledge of human resource principles, practices, rules, regulations and procedures.

  • Requires advanced communication & technical skills.

  • Bachelor s degree, professional designation desired.

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