Human Resources Director

Gainer, Donnelly & Desroches, LLP

Human Resources Director

 

Summary

The Human Resources Director supports the Chief Operating Officer of Gainer, Donnelly & Desroches, LLP, a Houston based public accounting firm.  This position develops, recommends, implements and administers personnel policies and programs that align with and support the business strategies and operations of the firm.  This position oversees human resources activities such as employment, compensation, performance standards, employee relations,benefits, employee training, employee services, and placement services.  The HR Director serves as a resource and an advisor to practice leaders, directors and managers.

This position reports to the Chief Operating Officer of Gainer, Donnelly & Desroches, LLP and has the Human Resources Manager and Recruiting Coordinator as a direct report.

Responsibilities

1.  Personnel Policies

Develops and implements human resource policies and systems which reflect and support the company's core business strategies, culture and values.  Ensures policies reflect the needs of the organization and comply with all government regulations.  Audits, updates and adds new policies as necessary.  Decides which policies to include in orientation manual.  Policies should reflect a progressive, pro active, results-oriented environment.  Keeps abreast of current trends and practices in field of expertise.  Pro actively initiates programs and/or policies.  Assumes additional duties, responsibilities and projects as assigned.

2.  Employment Processes

Coordinates the employment process, selection, reference checking, applicant flow documentation, and turnover analysis.Oversee the development of relationships with key universities and other organizations to support recruiting needs.Support the updating of recruiting materials and development of career fair materials.  Aides in developing a recruiting database, job descriptions, and recruiting/interview procedures.  Designs and updates orientation materials and procedures including the orientation manual, orientation interface procedure document, and buddy system, etc.  Termination - Coordinates and participates in completion of terminations and exit interviews.

3.  Compensation Administration

Works with HR Manager to coordinate the development and implementation of the compensation administration program, pay policies and incentive compensation programs, which reflect the organization's philosophy and culture while positioning Gainer, Donnelly & Desroches competitively.  Gathers market salary data, assists in development of salary ranges and develops compensation planning tools for the firm.

4.  Employee Relations

Support the design, implementation, and maintenance of employee relations programs and practices, and staff retention programs.  These programs will establish and foster a positive employer-employee relationship, support both short-term business needs and long-term strategic plans for GD&D and promote a high level of employee morale.  These programs include a company newsletter, employee satisfaction survey, and employee functions such as April 15th celebration, summer picnic, holiday party, etc.

5.  Employee Development

Assesses training needs and develops career paths and training that fit the needs of GD&D.  Develops performance appraisal processes and tracks completion of performance appraisals.  Develops staff mentor program.

6.  Benefit Administration

Helps HR Manager in establishing employee benefits programs and services, which meet both the needs of the employee and the organization.  These may include Section 125, 401(k) profit sharing plan, employee assistance program, medical insurance, and life insurance, as well as unemployment and workers' compensation matters and claims.  Oversees reporting and compliance requirements.  Evaluates and upgrades benefits as necessary.  Ensures that employees receive effective benefits communication.

7.  Organizational Planning

Directs a process of organizational planning which evaluates structure, job design, and employee forecasting throughout the company to ensure maximum productivity along with career development opportunities.  Contributes as a member of the management team to overall strategy development and growth including facilitation of planning sessions as needed.  Maintains GD&D's organizational chart and employee directory.

8.  Regulations Compliance

Ensures that organization's legal requirements and government reporting regulations affecting Human Resources function are in compliance (e.g. EEO, OSHA, ERISA, Wages and Hours, etc.) with both the letter and spirit of all applicable laws, regulations and professional requirement of organizations (e.g. AICPA, MSCPA, etc.).  Audits postings and HR documents for legal compliance.  Directs the preparation of information requested or required for compliance.  Approves all information submitted.  Acts as the primary contact with legal counsel and outside agencies charged with oversight/compliance responsibilities.

9.  Complaint Resolution and Corrective Action Procedures

Coaches and counsels management and employees to resolve conflicts and/or take corrective action.  Conducts investigations as necessary.  Responds to any charges or externally filed complaints.  Documents corrective action procedure.

10.  Productivity Improvement

Directs the development and implementation of employee improvement teams and/or employee idea program.  Participates with other executives as necessary in identifying opportunities to improve productivity, increase efficiencies, reduce expenses and maintain state-of-the-art practices and an entrepreneurial environment.

11.  HR Departmental Plan

Develops annual HR departmental plan, budget and metrics.  Creates and updates procedures manual and employee database.

12.  Other HR Services

Performs placement of other HR-related services for clients as needed.

 

QualificationsA four year college degree with concentration in business, management, human resources or a related discipline.  An advanced degree such as a Master's in Human Resources Management or professional certification such as SPHR or PHR are highly desirable.At least 5 years of experience in human resource management, performing duties similar to those outlined above, particularly those related to professional and managerial recruiting and retention.Strong interpersonal and communication skills with a demonstrated commitment toward internal client service, with the ability to supervise and coordinate the efforts of support staff and others.Excellent analytical, problem solving, and conflict resolution skills geared toward dealing effectively with employee relations issues and to fostering a climate of teamwork within Gainer, Donnelly & Desroches.Sound business judgment, with the ability to exercise initiative or to recognize restraints appropriate to the situation, while maintaining the utmost confidentiality.Broad knowledge of federal, state, and local laws, regulations, reporting and appeals processes related to employment.Professional demeanor and commitment to the highest ethical standards in business matters.Working knowledge of Microsoft Office programs.