Director of People and Culture

ESSENTIAL DUTIES
The duties listed herein are illustrative of the essential duties of the job
and do not include other nonessential or peripheral duties that may be
required or assigned.

-Collaborates with Town Administration to create and sustain an
organizational culture that maximizes individual potential, expands
professional opportunities for our employees, and helps them contribute
positively to the Town and the community through building partnership and
trust. Builds and maintains trust as a strategic business partner throughout
the organization. Creates formal channels for two-way communication between
employees and leadership, and champions avenues for employees to voice
opinions and concerns.
-Collaborates with Town Leadership to develop and implement policies,
procedures, goals, objectives, and initiatives that support the Towns
Strategic Plan.
-Researches and ensures compliance with a variety of federal and state
employment laws and provides consultation and advice to supervisors,
managers, and directors on the implementation of those laws. Works closely
with the Town Attorney to review and analyze new and proposed federal,
state, and local legislation applicable to employment law, and advises
Town officials of administrative and fiscal impacts.
-Provides coaching and management development to supervisors, managers
and directors regarding the application of various employment laws, rules
and guidelines. Investigates complaints of discrimination and harassment, or
ensures third-party investigation of complaints, in compliance with all
applicable laws.
-Acts as an internal business partner to supervisors, managers,
directors and employees on recruitment, staffing, personnel issues,
classification and pay, benefits, and other HR-related issues. Advises
department officials and Town employees on the policies, rules,
regulations and procedures relating to various employee programs.
-Oversees administration of Town benefits and compensation programs.
Conducts and maintains salary and benefit surveys and provides comprehensive
analyses. Makes recommendations to develop or maintain compensation structure
inclusive of classification standards, the administration of salary,
benefits and classification programs, conducts job analyses and job
audits, conducts FTE budget allocation, and salary projections.
-Provides leadership and directs the work of assigned staff. Oversees all
activity relating to recruitment, hiring, onboarding, compensation,
benefits, employee relations, training, performance management, risk
management and safety.
-Coordinates and provides supervisors, managers and directors with
assistance in annual performance review processes.
-Operates and maintains human resource data and information systems.
-Develops, leads, and engages in transformational organizational change
initiatives.
-Participates in the development and administration of the department
budget, while making recommendations for benefit improvements that support
the Towns compensation philosophy of being an employer of choice.
-Conducts special studies, prepares, and maintains a variety of
reports, correspondence and records.

REQUIRED KNOWLEDGE, SKILLS AND ABILITIES
-Knowledge of Federal, State, and local laws, statutes, and
ordinances related to human resource administration including equal
opportunity, recruitment and employment, classification and
compensation, benefits administration, employee relations, and legal
compliance
-Knowledge of the principles and practices of Human Resources Management
including the practices of leadership, motivation, team building, and
conflict resolution.
-Excellent verbal and written communication skills.
-Skill in interpreting and applying principles, policies, laws,
regulations, and requirements.
-Skill in managing, planning, and coordinating major projects to
achieve the Towns strategic goals.
-Skill in fostering positive and harmoniou working relationships with
supervisors, directors, employees, and others encountered in the course
of work both inside and outside the organization.
-Skill in exercising sound independent judgment within general policy
guidelines.
-Skill in preparing clear, concise, and competent reports,
correspondence and other written materials.
-Ability to use standard office equipment, computer equipment and
software including word processing, data base management, spreadsheet
applications and email.
-Ability to demonstrate objectivity, fairness, equity, creativity,
and resourcefulness in resolving conflict within and outside the organization.
-Ability to lead strategic planning efforts and identifies and develop key
performance indicators.
-Ability to maintain confidentiality while effectively counseling
supervisors and employees regarding human resources matters, policies and
procedures.
-Ability to research, develop and lead formal and informal presentations
and discussions with diverse groups.
-Ability to work independently and collaboratively and use sound judgment
in formulating advice.
-Ability to develop and provide formal and informal training on a variety
of labor and employee relations issues.

EDUCATION, EXPERIENCE, AND FORMAL TRAINING
-Bachelors degree in human resource management or related field from an
accredited college or university is required. Masters degree preferred.
Equivalent experience or education may be considered.
-7 years of progressively responsible professional experience in Human
Resource Management in the public, non-profit, or private sectors. Public
sector experience a plus.
-3 years experience leading a team.
-PHR/SPHR, SHRM-CP/SHRM-SCP, and/or PSHRA-CP/PSHRA-SCP