Assistant Director of Human Resources (Exempt)

Job Description

Under the general direction of a Director or higher-level officer, this position provides assistance in developing, implementing, and evaluating the human resources policies and programs. The Assistant Director of Human Resources (HR) supports the day-to-day operations and administration of the HR division’s functions and processes.

Supervision may be exercised over the HR division’s policies, activities, and staff, ensuring legal compliance and alignment with the organization's mission and talent strategy.

Work is reviewed for thoroughness, accuracy, and adherence to established policies and procedures, and conformity with operational rules and regulations. Incumbent handles highly confidential matters and transactions with utmost discretion, professionalism, and integrity regarding the dissemination and disclosure of information.

This position requires a confidential relationship to a policymaker.Collaborates with senior leadership to understand the organization's goals and strategy related to staffing, recruiting, and retention.

Provides assistance in the planning, leadership, development, coordination, and implementation of policies, processes, training, initiatives, and surveys to support the organization's human resource compliance and strategy needs.

Coordinates the administration of human resource programs, including but not limited to compensation, benefits, leave, disciplinary matters, employee termination in accordance with departmental policy, disputes and investigations, performance and talent management, productivity, recognition, morale, occupational health and safety, and training and development.

Recruits, interviews, hires, and trains new staff in the division.

Supervises the daily workflow of the division.

Manages the employee benefits program and ensures implementation of any changes or updates to policies.

Provides constructive and timely performance evaluations to facilitate effective management.

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.

Recommends best practices, and reviews and modifies policies and practices to maintain compliance.

Manages HR-related documentation, including employment contracts, collective bargaining agreements (CBAs), policies, and procedures manuals.

Prepares monthly routine reports and statistics on HR processes and functions for management.

Provides assistance with budget preparations and any legislative hearings as it relates to personnel, vacancies, payroll, etc.

Facilitates professional development, training, and certification activities for HR staff.

Executes special projects as assigned by the Deputy Commissioner of HR & LR or Director of HR.

Performs other related duties as required.Bachelor’s degree from an accredited college or university in Human Resources, Organizational Development, Public or Business Administration, or a closely related field and four (4) years of experience in human resources management or in a supervisory capacity.
                                                                                                                                       OR
Any combination of education, experience, or training equivalent to eight (8) years of progressively responsible experience in human resources management or labor relations, including two (2) years in a supervisory capacity; or supplemented by any professional certifications, SHRM-CP, SHRM-SCP, SPHR, or PHR preferred in addition to requisite education and experience, not below a high school diploma from an accredited institution.FACTOR 1- KNOWLEDGE REQUIRED BY THE POSITION
Knowledge of principles and procedures for personnel recruitment, selection, training, compensation and benefits, labor relations and negotiation, and personnel information systems.

Knowledge of business and management principles involved in strategic planning, resource allocation, human resources modeling, leadership technique, production methods, and coordination of people and resources.

Knowledge of governmental policies and procedures and the rules and regulations governing personnel functions and administrative processes.

Knowledge of budgetary and personnel functions.

Knowledge of HR federal and local laws as well as personnel rules and regulations.

Skill in customer service. Skill in computer operating systems and applications.

Skill in maintaining records and preparing reports.

Ability to analyze reports and administrative problems and to make sound recommendations based on findings.

Ability to maintain knowledge of trends, best practices, regulatory changes, and new technologies in human resources, talent management, and employment law; and apply this knowledge to communicate changes in policy, practice, and resources to upper management.

Ability to demonstrate professionalism and maintain confidentiality when working with Commissioner or his/her designee and department employees.

Ability to make oral and written presentations clearly and concisely.

Ability to assign and schedule the work of subordinate staff.

FACTOR 2- SUPERVISORY CONTROLS
Supervision is directly received from the Deputy Commissioner or Director of Human Resources. Work is performed with minimal supervision. Incumbent works independently and given considerable latitude with carrying out the work, setting priorities and deadlines. Work is reviewed through meetings, conferences, and consultations.

FACTOR 3- GUIDELINES
Guidelines include the GVI (Government of the Virgin Islands) rules and regulations, the VI Code, Virgin Islands Labor Laws, federal labor laws and regulations, GVI Rules and Regulations, GVI Employee Handbook, personnel rules and regulations, personnel manuals, department policies and procedures, standard operating procedures, CBA (Collective Bargaining Agreements), and other related human resources policies and procedures.

FACTOR 4- COMPLEXITY
Work involves planning, implementing, and monitoring human resource policies, employee development strategies, and labor relations matters. Incumbent collaborates with management to provide high-level professional administrative, human resources, and labor relations functions to include confidential reporting, policy development, training, budgetary requests, records management, oversight of inter-agency activities, and other general services with a high-level of discretion and confidentiality.

FACTOR 5- SCOPE AND EFFECT
The purpose of the work is to coordinate and monitor all human resource activities within the agency.

FACTOR 6- PERSONAL CONTACTS
Contacts are agency-heads, senior management, employees within the department, human resource partners, other stakeholders, vendors, and the public.

FACTOR 7- PURPOSE OF CONTACTS
Contacts are made to provide or exchange information relative to operational and recruitment strategies.

FACTOR 8- PHYSICAL DEMANDS
Work is primarily sedentary but requires some walking, standing, lifting, and bending. Some travel is required.

FACTOR 9- WORK ENVIRONMENT
Work is performed in an office setting. Some travel within the territory and mainland may be required.