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:
Identifies employee and candidate potential beyond current/hired position and monitors career progressionDevelops a forward-thinking talent strategy to attract and retain the right talent with diverse knowledge, skills, and abilitiesAligns long-term staff planning with agency plans and strategic core objectivesIn collaboration with senior management and the Board of Commissioners, develops and maintains succession plans for key positionsClarifies and promotes recruitment brand to increase market awareness and attract more candidatesDevelops programs that embrace applicants and employees of all backgrounds and to permit the full development and performance of all employeesDevelops tools to measure performance, development, training initiatives and retentionConducts a demand analysis to understand current and future workforce requirementsIdentifies the gaps between workforce demand and supply; prioritizes gaps that will have the greatest impact on performanceDevelops Standard Operating Procedures manual to improve consistency and optimize performance measurement and employee developmentPromotes, supports, and creates customized training sessions for employee onboarding and ongoing educationManages employee communication and feedback through such avenues as scheduled meetings, suggestion programs, employee satisfaction surveys, employee focus groups, one-on-one meetingsBe a trusted advisor and business partner to the Authority's senior leaders, providing guidance on managing complex and sometimes sensitive employee relations mattersMaintains open communications and a positive relationship with employees and educates employees on issues related to EEO, ADA, performance, and termination guidelinesEstablishes and maintains positive labor-management relations, interprets the collective bargaining agreements, administers grievance procedures including arbitrations, and assists all levels of management on labor mattersFunctions as a primary change agent affirmative action officer for the organizationParticipates in the development of the organization's plans and programs as a strategic partner with an emphasis on employee relationsParticipates in the bargaining agreement negotiation process with the Executive Director, Finance Director and legal counselCounsels management and employees on fair and consistent policies and practices, as well as the adherence of the union agreementsCounsels management on accountability, progressive discipline, and how to handle difficult situations with employees to minimize liabilityPlans, develops, directs, and evaluates the organization's human resources function and performance in accordance with Federal laws, State regulations and Plan Provisions pertaining to all human resource mattersDirects and oversees employee programs, policies, and proceduresDetermines the appropriateness of introducing diversity initiatives and considers the unique needs of the organizationKnowledge, Skills and Abilities:
Ability to effectively interpret and communicate collective bargaining agreements and personnel policiesAbility to identify skills and abilities outside of an employees' job descriptionKnowledge and understanding of strategic human resources processesProven ability to be a well-received change agentAbility to respond effectively to complex situations with sensitivitySignificant conflict resolution skillsAdvanced 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 SecurityAbility to spot potential legal issues and seek legal guidance when prudentProven interpersonal, judgment, reasoning skillsOutstanding ability to communicate successfully with people from a broad range of backgroundsHigh degree of diplomacy and professionalismAbility to work in a fast-paced, high pressured and changing environmentSolid trust-building skills; ability to maintain confidentiality while protecting the organization's securityMicrosoft office proficiencyAbility to work extended hours, as neededAbility to pass a pre-employment drug screening, educational background check and criminal background checkSupervisory Responsibilities:
Direct and indirect supervisory responsibilities
Minimum Education/Experience Requirements:
Graduation from an accredited college or university with a Bachelor's Degree is requiredMaster's Degree in Business Management or Human Resources or related field is strongly preferredActive SHRM Senior Certified Professional (SCP) Certification is requiredTwenty (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 requiredJob Type: Full-time
Pay: $120,000.00 - $135,000.00 per year
Benefits:
- Dental insurance
- Employee assistance program
- Health insurance
- Health savings account
- Life insurance
- Paid time off
- Tuition reimbursement
- Vision insurance
Schedule:
- 8 hour shift
- Monday to Friday
Work Location: In person
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