The Director, Human Resources is the senior HR leader for the Cox Reps and Gamut business. The HR leader serves as a key strategic business partner for senior management while providing direct guidance to front line leaders and employees seeking expert advice on a variety of situations or circumstances. This role will help shape the culture of the organization while building a high performance work environment. They will provide HR support and expertise in the core functional areas of Human Resources with a major focus on employee relations, change management and employee development. In collaboration with the HR VP, the HR Director will implement tactical and strategic HR programs and also provide insight and solutions that add value and advance the mission, vision and business objectives of the organization. This role is responsible for continuously evaluating and optimizing operational efficiencies and promoting excellence across the organization. Incumbent will have foundational knowledge of Organization Development including change management, organizational restructurings, and performance assessments.
Primary Roles and Responsibilities
• Build credibility with business partners by demonstrating an understanding of the business strategy and challenges, aligning the departments short-term and long-term people goals with the business strategy, and facilitating and implementing initiatives to assist the business in achieving success.
• Perform core HR functions, resolve request/needs/inquiries in areas such as employment practices, federal and state employment laws, drug testing, discipline/termination, recruiting and hiring
• Ensure compliance with all federal/state/local employment laws, and regulations (unemployment, OSHA/safety, workers compensation, affirmative action, FMLA etc.)
• Analyze employee relations issues; investigate employee complaints, including complex matters, consult with legal and senior leadership as appropriate and make sound, timely recommendations for management action and follow-through to ensure closure.
• Influence business partners consistently follow appropriate procedures and properly document employee relations matters/investigations.
• Communicate with and educate assigned clients on CMG human resources policies and procedures.
• Champion change and effectively guide business partners and employees through organizational change.
• Coach all levels of managers on how to develop their employees and improve performance. Assists with creation and execution of development plans.
• Facilitate leadership team development; coach and counsel leaders on communication planning and processes, performance management, and organizational effectiveness among others.
• Support and facilitate effective recruitment/retention strategies that focus on diversity in collaboration with hiring managers.
• Improve and streamline operations through the continuous assessment of policies, procedures and program effectiveness/value, leveraging technology whenever possible.
• Participate in special projects/task forces as assigned. Lead initiatives for CMG HR team. Provide guidance and support for other locations as needed.
Specific Knowledge, Skills, Abilities, and Competencies
• Ability to build business partnerships with senior leadership and serve as the principal HR contact and expert for client groups
• Ability to consult on strategic initiatives, including strategy, technology, structure, process and people issues.
• Technical HR knowledge, e.g., compensation, employment laws, FLSA, FMLA, employee relations, staffing and selection, performance management, training and development.
• Ability to understand business functions and metrics within the business and industry.
• Ability to direct initiative and processes and gain buy-in from stakeholders
• Knowledge of HR best practices and demonstrated success working as a HR strategic partner or consultant.
• Strong organizational and leadership skills and demonstrated ability to manage conflicting priorities.
• Knowledge of management principles and practices with demonstrated leadership and team building abilities.
• Ability to proactively identify and diagnose business needs and deliver relevant solutions.
• Ability to prioritize and deliver results against a work plan in a fast-paced environment, giving attention to detail even under high pressure situations.
• Excellent communication skills, both written and oral to create a fee flow of information at all levels of the organization.
• Ability to work with little or no supervision.
• Demonstrated analytical and problem solving skills. Interpret information to determine return on investment and organization impact when making decisions and recommendations.
• Demonstrated leadership and management skills.
• Ability to identify organizational development needs and deliver relevant coaching or training as needed.
Qualifications
Minimum
• 10+ years of experience required in HR, industrial relations, business management or related field
• Requires strong employee relations background
• Excellent interpersonal, leadership, presentation, and collaborative skills required to work effectively with teams throughout organization
Preferred
• BS/BA degree in related discipline strongly preferred
• MBA desired
• 3+ years of experience in a management role
• Organizational design leadership experience
• Experience with media industry and familiarity with corporate environment
• PHR or SPHR certification
Cox Media Group
New York, NY
The Director, Human Resources is the senior HR leader for the Cox Reps and Gamut business. The HR leader serves as a key strategic business partner for senior management while providing direct guidance to front line leaders and employees seeking expert advice on a variety of situations or circumstances. This ...
The Director, Human Resources is the senior HR leader for the Cox Reps and Gamut business. The HR leader serves as a key strategic business partner for senior management while providing direct guidance to front line leaders and employees seeking expert advice on a variety of situations or circumstances. This role will help shape the culture of the organization while building a high performance work environment. They will provide HR support and expertise in the core functional areas of Human Resources with a major focus on employee relations, change management and employee development. In collaboration with the HR VP, the HR Director will implement tactical and strategic HR programs and also provide insight and solutions that add value and advance the mission, vision and business objectives of the organization. This role is responsible for continuously evaluating and optimizing operational efficiencies and promoting excellence across the organization. Incumbent will have foundational knowledge of Organization Development including change management, organizational restructurings, and performance assessments.
Primary Roles and Responsibilities
• Build credibility with business partners by demonstrating an understanding of the business strategy and challenges, aligning the departments short-term and long-term people goals with the business strategy, and facilitating and implementing initiatives to assist the business in achieving success.
• Perform core HR functions, resolve request/needs/inquiries in areas such as employment practices, federal and state employment laws, drug testing, discipline/termination, recruiting and hiring
• Ensure compliance with all federal/state/local employment laws, and regulations (unemployment, OSHA/safety, workers compensation, affirmative action, FMLA etc.)
• Analyze employee relations issues; investigate employee complaints, including complex matters, consult with legal and senior leadership as appropriate and make sound, timely recommendations for management action and follow-through to ensure closure.
• Influence business partners consistently follow appropriate procedures and properly document employee relations matters/investigations.
• Communicate with and educate assigned clients on CMG human resources policies and procedures.
• Champion change and effectively guide business partners and employees through organizational change.
• Coach all levels of managers on how to develop their employees and improve performance. Assists with creation and execution of development plans.
• Facilitate leadership team development; coach and counsel leaders on communication planning and processes, performance management, and organizational effectiveness among others.
• Support and facilitate effective recruitment/retention strategies that focus on diversity in collaboration with hiring managers.
• Improve and streamline operations through the continuous assessment of policies, procedures and program effectiveness/value, leveraging technology whenever possible.
• Participate in special projects/task forces as assigned. Lead initiatives for CMG HR team. Provide guidance and support for other locations as needed.
Specific Knowledge, Skills, Abilities, and Competencies
• Ability to build business partnerships with senior leadership and serve as the principal HR contact and expert for client groups
• Ability to consult on strategic initiatives, including strategy, technology, structure, process and people issues.
• Technical HR knowledge, e.g., compensation, employment laws, FLSA, FMLA, employee relations, staffing and selection, performance management, training and development.
• Ability to understand business functions and metrics within the business and industry.
• Ability to direct initiative and processes and gain buy-in from stakeholders
• Knowledge of HR best practices and demonstrated success working as a HR strategic partner or consultant.
• Strong organizational and leadership skills and demonstrated ability to manage conflicting priorities.
• Knowledge of management principles and practices with demonstrated leadership and team building abilities.
• Ability to proactively identify and diagnose business needs and deliver relevant solutions.
• Ability to prioritize and deliver results against a work plan in a fast-paced environment, giving attention to detail even under high pressure situations.
• Excellent communication skills, both written and oral to create a fee flow of information at all levels of the organization.
• Ability to work with little or no supervision.
• Demonstrated analytical and problem solving skills. Interpret information to determine return on investment and organization impact when making decisions and recommendations.
• Demonstrated leadership and management skills.
• Ability to identify organizational development needs and deliver relevant coaching or training as needed.
Qualifications
Minimum
• 10+ years of experience required in HR, industrial relations, business management or related field
• Requires strong employee relations background
• Excellent interpersonal, leadership, presentation, and collaborative skills required to work effectively with teams throughout organization
Preferred
• BS/BA degree in related discipline strongly preferred
• MBA desired
• 3+ years of experience in a management role
• Organizational design leadership experience
• Experience with media industry and familiarity with corporate environment
• PHR or SPHR certification