Job description

A healthy community begins at home. REACH provides quality affordable housing
and opportunities for individuals, families, and communities to thrive.
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Job Description

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Title: Director of Human Resources Department:* Administration
FLSA Status: Exempt Reports To: Chief People & Culture Officer
Salary Range: $77,025 - $115,169 Effective: July 20, 2020

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REACH is an equal opportunity employer that strives to create a diverse workforce and an inclusive culture._*

REACH believes that each employee makes a significant contribution to our success. That contribution should not be limited by the assigned responsibilities. Therefore, this job description is designed to outline primary duties, qualifications, and job scope, but not limit the employee nor the organization to just the work identified. It is our expectation that each employee will offer their services wherever and whenever necessary to ensure the success of our endeavors.

All REACH staff share a commitment to anti-racism; the identification and elimination of racism by actively changing oppressive systems, structures, policies, and attitudes so that historic and future harm can be eliminated for communities of color.

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Position Summary*
Contributes to the formulation of HR strategic plans and objectives. Manages the inclusive implementation of human resources (HR) initiatives, policies, and procedures, including compliance, performance management, recruiting, compensation, and racial equity objectives. Supports an equitable and collaborative workplace culture among all REACH employees. Provides day to day human resource support to managers and employees. Directs HR employee relations functions.

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Essential Functions/Major Responsibilities*
Anti-Racism

• Models a responsibility to understand one’s own privilege and biases; speak about race, dominant culture, and structural racism both inside and outside the organization.
• Listens and learns from other experiences to identify organizational power differentials and change them by exploring non-dominant strategies and leadership models.
• Uses a vetting process to identify vendors, partners and consultants that share a commitment to race equity and reflect organizational values.

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Sets and communicates goals around diversity, equity, and inclusion across all programming.

• Supports a long-term commitment to policy change based on racial disparities seen both inside and outside of the organization.
• Recognizes REACH residents as stakeholders, leaders, and assets to the work.

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Essential Functions/Major Responsibilities:*

• Assists Chief People & Culture Officer with the development and of HR strategic plan.
• Works closely with Director of Equity & Inclusion and Training & Development Manager on implementation of all aspects of People & Culture.
• Serves as a senior advisor and resource to company management for HR matters and issue resolution.
• Partner with managers to identify HR needs; analyze and diagnose situations, determine root causes, research/investigate concerns and provide solutions to enhance business effectiveness and employee engagement.
• Review complaints of discrimination and unfair employment practices, including, but not limited to, those involving federal and state agency charges; and seek restorative resolutions that acknowledge impact and center learning and growth for all parties.
• Supports the developments and training of employees on a variety of issues including, but not limited to, performance management and new employee orientation.
• Direct administration of inclusive recruitment efforts. Train hiring managers on interviewing, selection, on boarding process, and general regulatory issues.[ETM1]
• Develop and manage the HR Department Budget, authorize expenditures, and monitor

performance against budget.

• Direct preparation of internal reports to support all departments such as organizational charts, retention reports, demographic reports.
• Coordinates pay equity analysis process, makes compensation recommendations to managers, and manages reward and recognition programs that drive both team and individual performance.
• Manages REACH’s FMLA/ADA process, including compliance, tracking, vendor interaction, employee notifications and legal support.
• Partner with Chief People & Culture Officer and other leaders on Employee Policy Development.
• Partners with IT to integrate tools for collaboration and information access.
• Maintains knowledge of legal requirements and government reporting regulations affecting human resources functions.

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Direct and coordinate preparation of federal or state employment related reporting requirements.

• Ensures policies, procedures and reporting are in compliance.
• Ability to practice cultural humility when interacting with co-workers and clients of diverse ethnic, religious, political, and cultural backgrounds and sexual or gender identities, treating everyone with respect and dignity.

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Employee Relations*

• Interpret human resources policies and procedures for employees and management staff
• Manage a trauma-informed approach to employee communication, employee physical and psychological safety, health, and community issues
• Direct the administration of employee benefits. Maintain thorough and current knowledge of benefits and related issues as well as ensure proper and timely enrollment of all eligible employees.
• Coordinate performance management review processes, process for merit increases and bonuses, and conduct exit interviews.
• Coach supervisors regarding performance management and review issues. Provide direction, assess circumstances, and assist to develop documentation and communications to employees regarding performance improvement plans and misalignment with REACH mission and values.
• Facilitates opportunities for regularly gathering and learning from employee feedback, including implementation of employee surveys.
• REACH employees are expected and required to behave in a courteous and collaborative manner in doing REACH business and dealing with other staff, residents, and all contacts inside and outside the organization. Profanity, derogatory and abusive language will not be tolerated.

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Knowledge, Skills, and Abilities*

• Ability to effectively interact with co-workers and clients with diverse ethnic backgrounds, religious views, political affiliations, cultural backgrounds, lifestyles, and sexual orientations, treating everyone with respect and dignity.
• Strong social-emotional skills; work effectively in dynamic environment with a broad

range of employees.

• Excellent organization and planning skills.
• Strong knowledge of EEO and Dept of Labor laws.
• Ability in identifying and resolving problems and recommending solutions.
• Ability to communicate effectively with all levels of the organization.

• Experienced working directly with executive and upper management and effectively supporting leadership initiatives.
• Strong knowledge of Microsoft Office Suite; Word, Excel and Power Point.
• Knowledge of ADP payroll tool and capabilities.
• Ability to maintain strict confidentiality with a broad scope of information.

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Leadership Scope and Accountability:*

• Frequently, incumbent's decisions and actions moderately impact the company's revenue or operations.
• Incumbent makes independent decisions, but actions are guided by clearly stated standards, parameters, and processes.
• Incumbent performs work under minimal level of supervision.
• Position involves a high degree of complexity in dealing with recurring work situations.
• Contributes to short-term and long-term operational and strategic planning.
• Directly communicates with staff on role responsibilities and expectations. Works closely with their team to clarify what work needs to be accomplished, providing resources, and clearing obstacles to make that work happen.
• Provide consistent feedback and support through goal setting, regular 1:1 meeting, and holding employees accountable using REACH’s Performance Management Process.

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Supervisory Responsibility:*

• Position includes supervision of exempt and non-exempt staff.

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Education and/or Experience:*

• Professional in Human Resources (PHR &/or SPHR) designation preferred.
• Bachelor’s Degree in Human Resources preferred.
• 5‐7 years of related experience.

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Work Environment and Physical Demands:*
The work environment and physical demands described here are representative of those that must be met by an employee to successfully perform the essential functions of this job. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions.

While performing the duties of this job, the employee is regularly required to stand; walk; use hands and reach with hands and arms; and readily and effectively communicate.
The employee must lift and/or move up to 25 pounds on a regular basis and 50 pounds on an irregular basis. The duties of the job are primarily performed in an office environment.

There is some exposure to noise in the work environment, which is usually mild to moderate. Vision abilities required by this job include ability to effectively see within an office work environment, which may include long term computer exposure, and to adjust focus accordingly.

• May be exposed to angry, distraught, or potentially violent people.
• Requires use of personal vehicle.
• Must have a valid driver’s license and valid liability insurance.
• Ability to attend meetings.
• Ability to work remotely and in person as needed.
• Regular attendance is required in accordance with a regular schedule established for the position by the supervisor.

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Disclaimer*
The above statements are intended to describe the general nature and level of work being performed by people in this role. They are not intended to be a complete list of all responsibilities, duties and skills required of staff in this role. All employees may be required to perform duties outside of their normal responsibilities from time-to-time, as needed. The job requirements are subject to change to reasonably accommodate qualified disabled individuals. REACH may modify or interpret this job description.

This job description is not an employment contract, implied or otherwise. REACH is an at-will employer; you retain the right to resign, with or without notice or cause. REACH reserves the same right in respect to termination.
Could be a good shift to place with Recruiter. Yvette is also interested in the training aspect.

Includes self and social awareness, self-management, relationship building, effectively dealing with conflict, decision making...

Job Type: Full-time

Pay: $77,025.00 - $115,169.00 per year

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