Salary: Commensurate with experience and qualifications
MINIMUM EDUCATION AND EXPERIENCE REQUIREMENTS: Bachelor's Degree in Business or Human Resource Management or an equivalent combination of education and experience and five (5) or more years of related experience. PHR or SPHR certification are desired but not required. JOB PURPOSE AND SCOPE: Provides strategic design, development, organization, implementation, and operation of a comprehensive human resources program for attracting, utilizing, retaining, and rewarding the employees of an association. Participates in the development of the association's plans and programs as a strategic partner but particularly from the perspective of the impact on people. Translates the strategic and tactical business plans into Human Resources strategic and operational plans.
Provides for professional and administrative services in the human resources function including payroll, benefits, personnel records, policies and procedures, salary administration, employee relations, required reporting, workers compensation and unemployment claims. BENCHMARKED JOB FUNCTIONS:
Plans, develops, organizes, directs, implements, and evaluates the association's human resource function and performance.
Manages employment, recruitment, and personnel actions for the association. Oversees the salary administration program for the association to ensure fair and equitable application of salary administration guidelines approved by senior management. Assists executive management in the annual employee performance review process.
Develops comprehensive strategic recruiting and retention plans to meet the human capital needs of the association in keeping with strategic goals of the organization. Identifies and implements training for the association.
Establishes credibility throughout the association with management and the employees in order to be an effective listener and problem solver. Provides technical advice and knowledge to others within the human resources discipline.
Advises employee and management personnel on the interpretation of personnel policies, programs, and procedures. Works directly with association branch managers to assist them in carrying out their responsibilities in personnel matters.
Provides leadership and direction for the development and administration of diversity programs for the association.
Ensures compliance with FCA, FMLA, EEOC, ADA, OSHA and other federal and state regulations and laws affecting the association.
Reviews and makes recommendations to Executive Management for improvement of association policies, procedures, and practices on personnel matters on an annual basis.
Responsible for the association's new hire, orientation, and termination processing actions. Conducts exit interviews to determine reasons behind separation. Maintains and controls personnel files and records.
Communicates changes in association personnel policies and procedures and ensures compliance.
Consults with legal counsel as appropriate, and/or as directed by the CEO on personnel matters.
SKILL REQUIREMENTS: Specialized knowledge of all areas of Human Resources, excellent interpersonal relationship skills; and knowledge and skills involving controlling, leading, organizing and planning the work activities related to benefits, recruiting, training, diversity programs, employee relations, HR administration, and employee activities. Excellent written and oral communication/public speaking skills and insightful knowledge of counseling abilities are also required. Ability to interact with executive management and the board of directors is essential. WORKING RELATIONSHIPS: Frequent interaction with association CEO, senior management and staff. Occasional interaction with Farm Credit Bank of Texas Human Resources staff. Occasional interaction with area professionals who deal with the association in the normal course of business. NOTICE: This job description in no way states or implies that these are the only duties to be performed by the employee occupying this position. Employees will be required to follow any other job-related instructions and to perform any other job-related duties requested by the supervisor.
Non-compliance with privacy or confidential information requirements or expectations can result in disciplinary action up to and including termination of employment.
All requirements are subject to possible modification to reasonably accommodate individuals with disabilities. Some requirements may exclude individuals who pose a direct threat or significant risk to the health and safety of themselves or other employees.
