Description
Position Summary:
The Director of Personnel and Labor Relations (DPLR) will partner with executive leadership to support the mission, vision, strategic core objectives and culture of the Norwalk Housing Authority and its subsidiaries. This position has overall responsibility for employment related compliance with all federal and state laws and regulations, employee & labor relations, compensation & benefits, human resources systems, policies and procedures, training and development, retention and performance management. In addition, this position focuses on long-term human resources planning and talent development, including attracting and retaining top talent, identifying employee and candidate potential beyond current/hired position with an eye to succession planning. The DPLR will develop and maintain a corporate culture that values diversity and inclusion at all levels of the organization and a high level of employee engagement and inclusion.
Essential Duties and Responsibilities:
Long Term Human Resources Planning
Identifies employee and candidate potential beyond current/hired position and monitors career progression
Develops a forward-thinking talent strategy to attract and retain the right talent with diverse knowledge, skills, and abilities
Aligns long-term staff planning with agency plans and strategic core objectives
In collaboration with senior management and the Board of Commissioners, develops and maintains succession plans for key positions
Clarifies and promotes recruitment brand to increase market awareness and attract more candidates
Develops programs that embrace applicants and employees of all backgrounds and to permit the full development and performance of all employees
Data Analytics
Develops tools to measure performance, development, training initiatives and retention
Conducts a demand analysis to understand current and future workforce requirements
Identifies the gaps between workforce demand and supply; prioritizes gaps that will have the greatest impact on performance
Performance
Develops Standard Operating Procedures manual to improve consistency and optimize performance measurement and employee development
Promotes, supports, and creates customized training sessions for employee onboarding and ongoing education
Communication
Manages employee communication and feedback through such avenues as scheduled meetings, suggestion programs, employee satisfaction surveys, employee focus groups, one-on-one meetings
Be a trusted advisor and business partner to the Authority's senior leaders, providing guidance on managing complex and sometimes sensitive employee relations matters
Maintains open communications and a positive relationship with employees and educates employees on issues related to EEO, ADA, performance, and termination guidelines
Establishes and maintains positive labor-management relations, interprets the collective bargaining agreements, administers grievance procedures including arbitrations, and assists all levels of management on labor matters
Strategy
Functions as a primary change agent affirmative action officer for the organization
Participates in the development of the organization's plans and programs as a strategic partner with an emphasis on employee relations
Employment & Labor Relations
Participates in the bargaining agreement negotiation process with the Executive Director, Finance Director and legal counsel
Counsels management and employees on fair and consistent policies and practices, as well as the adherence of the union agreements
Counsels management on accountability, progressive discipline, and how to handle difficult situations with employees to minimize liability
Human Resources
Plans, develops, directs, and evaluates the organization’s human resource’s function and performance in accordance with Federal laws, State regulations and Plan Provisions pertaining to all human resource matters
Directs and oversees employee programs, policies, and procedures
Determines the appropriateness of introducing diversity initiatives and considers the unique needs of the organization
Requirements
Knowledge, Skills and Abilities:
Ability to effectively interpret and communicate collective bargaining agreements and personnel policies
Ability to be able to identify skills and abilities outside of an employees’ job description
Knowledge and understanding of strategic human resources’ processes
Proven ability to be a well-received change agent
Ability to respond effectively to complex situations with sensitivity
Significant conflict resolution skills
Advanced knowledge of Federal and State regulations, filing and compliance requirements, including the following: defined contribution and benefit plans, ERISA, COBRA, FMLA, ADA, Worker’s Compensation, Medicare, HIPAA, and Social Security
Ability to spot potential legal issues and seek legal guidance when prudent
Proven interpersonal, judgment, reasoning skills
Outstanding ability to communicate successfully with people from a broad range of backgrounds
High degree of diplomacy and professionalism
Ability to work in a fast-paced, high pressured and changing environment
Solid trust-building skills; ability to maintain confidentiality while protecting the organization’s security
Microsoft office proficiency
Ability to work extended hours, as needed
Ability to pass a pre-employment drug screening, educational background check and criminal background check
Supervisory Responsibilities:
Direct and indirect supervisory responsibilities
Minimum Education/Experience Requirements:
Graduation from an accredited college or university with a Bachelor’s Degree is required
Master’s Degree in Business Management or Human Resources or related field is strongly preferred
Active SHRM Senior Certified Professional (SCP) Certification is required
Twenty (20) years of progressive human resources experience, of which ten (10) years are in a union environment and ten (10) years in a leadership role are required
