Director of HR

The Director of Human Resources is responsible for providing direction to Range Center’s human resources function and serves on all matters concerning human resource management. The Human Resources Director will plan, lead, direct, develop, and coordinate the policies, activities, and staff of the Human Resource (HR) department, ensuring legal compliance and implementation of the organization’s mission and talent strategy. In addition, the Director of Human Resources coordinates and manages the employee compensation and benefits programs.

Responsibilities:
Embrace and model Range Center, Inc.’s Mission and Philosophies.
Competently abide by and model all Range Center, Inc. Policies and Procedures.
Collaborates with senior leadership to understand the organization's goals and strategy related to staffing, recruiting, and retention.
Plans, leads, develops, coordinates, and implements policies, processes, training, initiatives, and surveys to support the organization's human resource compliance and strategy needs.
Administers or oversees the administration of human resource programs including, but not limited to, compensation, benefits, and leave; disciplinary matters; disputes and investigations; performance and talent management; productivity, recognition, and morale; occupational health and safety; and training and development.
Identifies staffing and recruiting needs; develops and executes best practices for hiring and talent management.
Conducts research and analysis of organizational trends including review of reports and metrics from the organization's human resource information system (HRIS) or talent management system.
Monitors and ensures the organization's compliance with federal, state, and local employment laws and regulations, and recommended best practices; reviews and modifies policies and practices to maintain compliance.
Maintains knowledge of trends, best practices, regulatory changes, and new technologies in human resources, talent management, and employment law; applies this knowledge to communicate changes in policy, practice, and resources to upper management.
Develops and implements departmental budget.
Facilitates professional development, training, and certification activities for HR staff.

Compensation & Benefits Administration:
In conjunction with the Chief Financial Officer (CFO), coordinates and manages employee compensation and benefits including the organization's payroll functions, ensuring pay is processed on time, accurately, and in compliance with government regulations:
Administers employee insurance programs including life, disability, and health insurance plans.
Administers employee savings plans that may include the company’s 401(k) plan, personal savings plans, and deferred compensation programs.
Advises and informs employees of changes and developments related to benefits including eligibility, coverage, and provisions.
Routinely requests evaluation of incentive compensation plans offered by demographically comparable organizations; assesses competitors plans and makes recommendations for enhancements or improvements required to keep the organizations plans competitive and effective.
Facilitates accurate and timely delivery of employer contributions and employee payroll deductions to carriers, plan administrators, or other appropriate service providers.
Completes records, reporting, and other documentation required by federal, state, and provider rules, regulations, and policies.
Conducts employee surveys, census, and other research and demographic efforts required to collect accurate quotes from benefit providers.
Identifies and selects carriers and plans based on quotes, available benefits, and prior experience.
Monitors administrators and insurance carriers reports to ensure the organizations compliance with plan requirements.
Ensures the organizations and plans compliance with the applicable provisions of COBRA, HIPAA, and ERISA.
Maintains knowledge of economic conditions, labor market, and other factors related to ensuring the organization provides competitive and reasonable benefits and compensation scales and structures.
Maintains knowledge of trends, developments, and best practices in compensation and benefits administration.
Performs other duties as required.
Other duties as assigned: This job description is not designed to cover or contain a comprehensive listing of activities, duties or responsibilities that are required of the employee. Duties, responsibilities and activities may change or new ones may be assigned at any time with or without notice.

Bachelor’s degree in Human Resources, Business Administration, or related field required; Master’s degree preferred.
At least five years of human resource management experience required
SHRM-CP or SHRM-SCP highly preferred.
Excellent verbal and written communication skills.
Excellent interpersonal and negotiation skills.
Excellent organizational skills and attention to detail.
Excellent time management skills with a proven ability to meet deadlines.
Strong analytical and problem-solving skills.
Strong supervisory and leadership skills.
Ability to adapt to the needs of the organization and employees.
Ability to prioritize tasks and to delegate them when appropriate.
Thorough knowledge of employment-related laws and regulations.

Extensive knowledge of the payroll function including preparation, balancing, internal control, and payroll taxes.
Extensive knowledge of employee benefits and compensation.
Thorough knowledge of COBRA, HIPAA, and ERISA requirements.
Proficient with Microsoft Office Suite or related software.
Proficiency with or the ability to quickly learn the organization's HRIS and talent management systems.
Demonstrated ability to teach annual inservice requirements to new and existing employees.
Possess valid MN driver license with insurable (as deemed by organization’s carrier) driving record.