Director of Human Resources Job Vacancy in Alternatives, Inc. Billings, MT 59101 – Latest Jobs in Billings, MT 59101

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Company Name : Alternatives, Inc.
Location : Billings, MT 59101
Position : Director of Human Resources

Job Description : QUALIFICATIONS
REQUIRED: 1. BS degree in human resource management or a related field.
OR
3 years of paid HR experience in the area of creating a high performance culture.
2. Firm knowledge of human resource management practices and approaches.
3. Sound judgment and an acute understanding of the human nature.
4. Excellent oral and written communication skills.
5. Skilled in conflict resolution and mediation.
6. Knowledge of effective job analysis methods.
7. Skilled in writing job descriptions, memorandums, letters, and proposals.
8. Knowledge and experience in the legal aspects of selection and termination of employees.
9. Familiarity with various recruitment tools and options.
10. Skilled in multitasking, planning, and prioritizing workload.
11. Able to cope with conflicting points of view, function under pressure and demonstrate discretion, integrity and fair-mindedness.
12. Possesses the ability to motivate individuals and communicate openly.
PREFERRED: 1. Computer skills including Word, PowerPoint, and Excel.
2. PHR or SHRM designation.
WORKSITE AND CONDITIONS
Alternatives, Inc. is a non-profit corporation based in Billings, Montana. Since opening in 1980, the organization has provided both residential and non-residential supervision and treatment programs for state and federal inmates in Yellowstone, Carbon, and Stillwater Counties. We promote public safety and challenge offenders to become responsible, productive citizens through firm, fair, consistent supervision, treatment, and education.
STAFF SKILLS AND VALUES
Staff are hired based on key skills and values, including: strong support for offender treatment and a belief that people can change their thinking and in doing so, change their behaviors, empathy, fairness, life experiences, being non-confrontational but firm, problem solving, and prior training or licensure. Indicators may include: observations of staff during the assessment, responses from staff, program director, and program participants, written criteria for job applications, job descriptions, and screening prior to employment.
SALARY AND BENEFITS
The current starting salary for the position is $80,000, although consideration will be given the successful candidate’s experience and educational background.
Permanent full-time employees of Alternatives, Inc. are entitled to sick leave, vacation leave, individual health insurance, and retirement benefits. Alternatives, Inc. participates in the State Workers Compensation and Unemployment Insurance plans.
Permanent part-time employees are entitled to a pro-rata share of benefits based on the percentage of full-time hours worked (full-time = 40 hours per week).
Temporary full-time and part-time workers are not eligible for benefits.
Specific detail regarding benefits will be provided upon request at the time of interview or at the time of hire.
DUTIES AND RESPONSIBILITIES
General Overview:
The Director of Human Resources is directly accountable to the Chief Executive Officer of Alternatives, Inc.
Under the direction of the CEO, the Director of Human Resources will be responsible for both the development and administration of a broad range of HR services including employee relations, performance management, staffing, benefits, compensation, and staff development. Will identify legal requirements and government reporting regulations affecting HR (including such topics as Cobra, EEOC, OSHA, ADA, FMLA, and ERISA requirements, etc) and assure agency compliance with these standards.
General Requirements:
All employees of Alternatives, Inc. are responsible for reading and complying with standards and procedures in the following documents:
a. Employee Handbook
b. Standard Operating Procedures
Specific Duties:
Employee Relations:
Create a positive employee relations culture.
Develop and implement employee relations policies and procedures in conjunction with the CEO. Ensure that policies meet all governmental and legal requirements and that staff members are trained on and understand these policies.
Be available to staff to provide HR guidance and advice. This includes employee access to benefits, FMLA, return to work, disability, and employee assistance.
Participate as a member of the supervisory team regarding all HR needs.
Mediate conflict resolution between peers, subordinates, managers, and supervisory personnel when warranted.
Provide current information on policies, benefits, and other personnel information to employees in an effective and expedient fashion.
Update Employee Handbook annually.
Performance Management:
Assist supervisors in the development of performance plans for staff.
Train supervisory personnel on the completion and delivery of performance reviews. Ensure that reviews are complete at appropriate intervals.
Responsible for ensuring that all employees have signed job descriptions and that these job descriptions accurately reflect their current duties and responsibilities.
Assist supervisors with employee disciplinary warnings in a firm, fair, and consistent manner when warranted.
Ensure that evaluation tools are current and up to date and that the evaluation process maintains the necessary integrity.
Staffing:
Manage overall recruiting efforts.
Assist in the development of staffing plans and identifying position needs.
Assist supervisors with promotions related to recruitment.
Manage advertising budget.
Compensation:
Work with the CEO and supervisory personnel on a compensation plan to ensure that compensation is fair and competitive, internally and externally.
Partner with Accounting Personnel regarding payroll policies and benefit administration.
Staff Development:
Responsible for ensuring that all agency supervisors are trained in personnel practices consistent with agency culture, practices, policy, and procedure.
Trains or makes training available on Drug Free Work Place and suspicion testing.
Documentation and Legal:
Responsible for oversight of personnel files and maintenance of confidentiality.
Responds to unemployment claims.
Coordinate responses to complaints (human rights, etc) and all legal actions.
Supervisory:
Responsible for supervising the Human Resources team that consists of HR personnel, Payroll/Benefits and Training.
Other:
1. The Director of Human Resources is responsible for informing their supervisor of significant developments related to Alternatives, Inc. Such issues are to be reported expediently, based on his/her assessment of the importance of the issue. Examples include:
Any resident/client involvement in the legal system or in violation of program rules and regulations.
Threats of legal action.
Public Relations problems.
Resident/client complaints.
Fraternization issues.
Medical incidents/accidents.
Repair requirements on van or facility.
Schedule changes, leave requests, reporting in sick and any unauthorized departures from the office.
Any suspected or confirmed violation of agency rules by clients.
2. The Director of Human Resources is expected to report to his/her supervisor in an expedient fashion all areas of noncompliance with program procedures, along with suggested remedial plans or interventions.
3. The Director of Human Resources is expected to be flexible in assuming new duties and schedule changes. He/she is to be creative in establishing or modifying program operation procedures and obtaining approval of the appropriate authority previous to implementation.
4. Assume all other duties as assigned.

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