ESSENTIAL DUTIES AND RESPONSIBILITIES

In addition to all components of the above position summary the following "Essential Duties and Responsibilities" are essential to successful performance in this position

1.  In coordination with the Chief Executive, establishes the strategic direction for Human Resources; develops and implements human resource policies and procedures that support goals, ensuring compliance with federal and state labor and related laws.

2.  Directs and manages recruitment, selection and other employment activities for all positions; recruits and interviews management staff, works with managers to forecast personnel needs and budgets; provides advice and guidance to supervisory staff in making employment-related decisions.

3.  In coordination with the Chief Executive, develops, implements and administers Phoenix House' compensation, benefits and pension programs including development of budgets, negotiation of costs, and effective management of budgets; monitors the marketplace for changes in compensation and benefits practices and recommends a change to ensure Phoenix House maintains a competitive stance.

4.  Ensures that the organization's equal employment practices comply with laws; ensures all supervisory staff is trained to support these policies.

5.  Develops and recommends implementation of all human resources policies; publishes policies and provides associated training as needed.

6.  Gathers data; analyzes trends regarding turnover, hiring, promotions, workers' compensation claims, unemployment claims, separations and grievances to determine any action needed. Prepares periodic and ad-hoc reports for the executive team and the Board's Human Resources Committee.

7.  Supervises maintenance of personnel files and records including HRIS, ensuring confidentiality of same; provides senior management with routine and special reports; and ensures preparation and submission of employee information to government agencies as required by law.

8.  Develops a diverse, innovative, cooperative, and well-trained workforce. Forecasts future managerial needs and develops clear objectives and processes for succession and career planning.

9.  Advises management of major employee problems and Phoenix Houses' liability, if any.

10.  Develops and maintains a working knowledge of labor and related laws, industry trends, and effective human resources practice through participation in seminars and classes, membership in professional organizations, reading, and contacts in the industry; consults with legal counsel as necessary.

11.  Attends all required staff training sessions in accordance with and state licensing requirements, completes all training on time

12.  Attends and participates in program and all staff meetings

13.  Adheres to and promotes

EMPLOYEE RELATIONS & SAFETY

14.  Leads employee engagement initiatives including the implementation of employee services/committees such as PHCA engagement committee, health and safety committee, and employee recreational and morale enhancing social events.

15.  Leads Health & Safety initiatives including the implementation of Injury & Illness Prevention Program and accident investigations. Ensures programs promote a healthy and safe work environment.

16.  Conducts employment-related investigations

17.  Counsels supervisory staff in performance management and resolving employee problems.

18.  Monitors employee counseling and disciplinary procedures; monitors and approves involuntary terminations.

PERFORMANCE MANAGEMENT AND COMPENSATION ADMINISTRATION

19.  Interfaces with supervisors to assist in the development of job descriptions and provides appropriate guidance on exempt/non-exempt classification; updates descriptions as needed to ensure accuracy, consistency and without compromising/effecting other program/department positions.

20.  Oversees and manages performance management functions: Reviews corrective action submissions, including performance improvement plans; makes recommendations; processes according to company policy guidelines.

21.  Manages performance administration program pertaining to performance review dates; follow-up with supervisors to ensure timely completion; review submission and document completion. Responsible for the monthly reporting of late evaluation submissions.

22.  Ensures accurate, timely on-line processing of salary, date change submissions (e.g. leave of absence, status changes). Distribute notices, as necessary.

LEAVE AND BENEFITS ADMINISTRATION

23.  Administers leaves of absence for Company employees, receives initial notification from employee or supervisor, obtains appropriate documentation, designates leave (e.g., FMLA/CFRA/PDL, etc.), ensures written documentation/communication with the employee regarding leave, disability and benefits information, tracks timeline and communicates with employee and manager as necessary.

24.  Prepares materials for open enrollment; coordinates process with carriers and HRIS provider. Helps develop internal communication materials regarding the Company's employee benefit selections and communicates benefits information/procedures accordingly.

25.  Manages monthly benefit eligibility for new hires and terminations; ensures on-line selections are made in a timely manner. Follow-up with employees regarding needed documentation (i.e., life, 403b, FSA,) or to clarify erroneous or incorrect benefit selections.

26.  Responds to employee questions and solves eligibility and service issues for a variety of health and welfare benefit plans; resolves not only the specific issue at hand but also reviews to determine whether problem is systemic in nature and works with carrier representative to resolve any broader issues.

27.  Works with department supervisor and payroll department to coordinates final paycheck processing for all separations; prepares COBRA information, reviews with employee and notifies outside company; updates employee database and notifies pertinent personnel of termination/separation actions.

HRIS AND RECORDKEEPING

28.  Solicit feedback and identify the overall needs of e3 end users. Prepare and distribute timely and appropriate communications. Serve as the lead resource for input and maintenance of the e3 system. Seek out new opportunities to promote e3 functionality.

29.  Ensure employee record retention; maintains active and terminated employee files

30.  Responds to unemployment insurance claims and attends hearings as necessary.

31.  Responsible for preparation and submission of employee information to government agencies as required by law; gathers and analyzes data and provides supervisor and others with routine and special reports.

Responds to subpoenas by preparing documents, scanning personnel files, arranging depositions and attending hearings.

32.  Ensures confidentiality of all employee data in accordance with privacy policies

EDUCATION/EXPERIENCE/CREDENTIALS

- Bachelor's degree in Business Management/Human Resource Management required

-  Master's in Business Management/Human Resource Management or related field highly preferred.

-  HR Certification (i.e. PHR, SPHR, and/or SHRM-CP) REQUIRED

-  Four years of experience in an administrative or professional-level human resources staff position REQUIRED

-  Must maintain a valid Drivers' License, have proof of automobile insurance and maintain a safe driving record based on policy

KNOWLEDGE, SKILLS, AND ABILITIES

-  To perform this position successfully, you must be able to perform each essential duty and responsibility satisfactorily. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential duties and responsibilities. The requirements listed below are representative of the knowledge, skill, and/or ability required

-  Demonstrated commitment and adherence to Mission, Vision, and Values: I CARE For, Integrity, Collaboration Appreciation, Respect, Excellence, and Forward-Thinking

-  Proficiency in MS Office systems

-  Knowledge of principles and procedures for personnel recruitment, selection, training, compensation and benefits, labor relations and negotiation, and personnel information systems.

-  Knowledge of business and management principles involved in strategic planning, resource allocation, human resources modeling, leadership technique, production methods, and coordination of people and resources.

-  Knowledge of laws, legal codes, court procedures, precedents, government regulations, executive orders, agency rules, and the democratic political process.

-  Knowledge of principles and methods for curriculum and training design, teaching and instruction for individuals and groups, and the measurement of training effects.

-  Establish and maintain effective working relationships with others

-  Communicate effectively with others both orally and in writing

-  Ability to work in a fast-paced environment and to make decisions independently and communicate effectively when dealing with clients, families, other staff members, department heads, visitors, external agencies and community members

-  Ability to model positive behavior and demeanor

-  Excellent time management and organizational skills

-  Ability to be flexible; problem solver, self-directed; customer service-oriented, and collaborative