DOCSLIB.ORG

Office Direct Supervisor: Executive Director Status: Exempt

Total Page：16

File Type：pdf, Size：1020Kb

Download full-text PDF Read full-text
Office Direct Supervisor: Executive Director Status: Exempt ADMINISTRATION Human Resources Director Department: Main Office Direct Supervisor: Executive Director Status: Exempt Qualifications: • Bachelor’s Degree in Human Resources or related field • 10 years of progressive supervisory/management/leadership experience • Team Player • Demonstrated compliance knowledge with Maine Employment Law/Regulations • SPHR, SHRM or commensurate certification/experience Position Summary: The Human Resources Director originates, leads, and drives Human Resources strategies, policies, and objectives that will provide a culture that emphasizes empowerment, collaboration, quality service, goal attainment, and the ongoing development of a superior workforce that will meet the Agency’s needs. This role serves as a key leverage point in the organization, ensuring that we attract and retain the talent needed to continually enhance the service delivery of Waban. The HR Director coordinates implementation of Staff services, polices, and human capital programs through the HR Team and other contributors in a matrix environment. Position reports to the Executive Director and serves on the executive management team and assists and advises Agency managers about human capital issues. General Areas of Responsibility: 1. Human Capital Strategy 2. Compensation and Benefits 3. Staffing 4. Performance Management 5. Personnel Policies and Procedures 6. Learning and Development 7. Culture and Employee Relations 8. Compliance, Record-keeping, and Knowledge Management 9. Workplace Safety Accountabilities: 1. Human Capital Strategy • Provides vision to, directs, and drives all facets of a comprehensive human resource management program for the Agency. • Works with Senior Leadership to ensure alignment of human capital program philosophies with business plan goals; recommends alignment of time, space, and resources (tools, people, budget) to enable implementation of human capital goals. Job desc/main office/hr director 4/17/17 2. Compensation and Benefits • Negotiates insurance bids presented by broker. Decides which approved insurance carriers will be allowed to present plans to agency employees. Maintains administrative contacts with the governing boards of the various benefit programs as well as plan representatives to ensure the effective delivery of current information and prompt resolution of problems associated with the various programs. • Oversees and administers 403b Retirement Plan including membership on Retirement Oversight Committee • Prepares the agency position relative to highly complex benefits issues. • Drives HRIS and other systems to provide administrative ease, regulatory compliance, and outcome reporting • Owns and coordinates onboarding and outboarding processes including acting as centralized intake/export point for initial employee enrollment in payroll, benefit, IT access, and clinical systems as well as ongoing management of employee status in these systems • Directs all classification and evaluation activities for the agency. Responsible to determine employee job classification. • Develops policies to direct the implementation of all discretionary authority for special pay rules. May request consideration of new pay rules or discretion in implementation policy for existing rules. • Reviews salary levels and factor level assignments proposed by management or lower level staff, ensuring consistency within existing organizational patterns. • Determines impact of special pay issues as they relate to Agency fiscal concerns and internal pay equity. Recommends resolution of complex pay problems to Executive Director. • Represents the agency and provides testimony at administrative hearings regarding controversial unemployment and worker's compensation matters. • Directs all facets of a comprehensive human resource management program for the agency. Direct supervision and oversight of HR Department staff. 3. Staffing • Participates in long range manpower and strategic planning for the Agency. • Directs and drives the Agency recruiting, selection, and placement program. Advises Agency directors of best method for filling vacancies. • Ensures that management maintains appropriate hiring practices. Ensures supervisors are selecting and/or rejecting applications in conformance with legal requirements, particularly EEO guidelines and departmental policy. • Represents the agency at meetings relative to organization of new units and reorganization of existing units. Proposes alternative organizational plans based on knowledge of Agency rules and policies. 4. Performance Management • Directs and drives the development, management, and maintenance of a performance evaluation system which effectively captures and embodies the Waban Cornerstones. Works with Senior Managers to ensure that performance standards are defined in such a way to enhance the efficiency and effectiveness of Operations. • Reviews and guides/approves disciplinary actions recommended by Supervisors. Consults with Agency’s legal counsel as needed to address issues that may have more complicated legal Job desc/main office/hr director 4/17/17 ramifications. 5. Personnel Policies and Procedures • Drives the development of new, revision of existing, and regular updating of personnel policies and procedures in order to ensure alignment of policies with organizational needs, regulatory issues, and a dynamic external environment. • Communicates policies and procedures to all areas of organization using multiple platforms such as meetings, email, HRIS, SharePoint, and focused training sessions as the individual needs dictate. 6. Learning and Development • Directs the development and delivery of Agency leadership development programs. Interfaces with Training Director. 7. Culture and Employee Relations • Establishes and oversees a uniform policy for the Agency to ensure that disciplinary actions are implemented in a fair, consistent, and effective manner. • Counsels staff, supervisors, and managers in order to resolve problems before the formal grievance or disciplinary process is used. • Receives complaints from employees and management and attempts to negotiate resolution of problems outside of the formal grievance process. Ensures that allegations of misconduct are appropriately documented. • Directs the investigation of complaints filed within the Agency and charges filed through state and federal agencies. Consults with legal counsel. Reviews results and recommends a course of action. 8. Compliance, Record-keeping, and Knowledge Management • Counsels employees and management on applicable agency rules and state and federal laws. • Directs the development of agency policy in various areas of employee relations such as drug testing, employee assistance, sexual harassment, etc. • Administers the Equal Employment Opportunity (EEO) and Affirmative Action (AA) programs for the Agency. Serves as the designated EEO officer for the Agency. • Directs the physical maintenance of all personnel records and actions. • Interprets Agency rules and regulations and departmental policies and procedures regarding personnel actions for management, employees and applicants. • Issues and continuously updates an employee handbook or other communication tool designed to inform employees of Agency operations and policies. 9. Workplace Safety • Responsible for OSHA record keeping. Other Functions: As directed by Executive Director. Job desc/main office/hr director 4/17/17 STAFF SIGNATURE (My signature indicates that I have reviewed and agree to fulfill these responsibilities) DATE Job desc/main office/hr director 4/17/17 .
Load more

Recommended publications
  • Proactive Socialization Tactics, Citizenship and Counterproductive Work Behaviors Ozgun Burcu Rodopman University of South Florida
    University of South Florida Scholar Commons Graduate Theses and Dissertations Graduate School 2009 The oler of proactivity during organizational entry: Proactive socialization tactics, citizenship and counterproductive work behaviors Ozgun Burcu Rodopman University of South Florida Follow this and additional works at: http://scholarcommons.usf.edu/etd Part of the American Studies Commons Scholar Commons Citation Rodopman, Ozgun Burcu, "The or le of proactivity during organizational entry: Proactive socialization tactics, citizenship and counterproductive work behaviors" (2009). Graduate Theses and Dissertations. http://scholarcommons.usf.edu/etd/2170 This Dissertation is brought to you for free and open access by the Graduate School at Scholar Commons. It has been accepted for inclusion in Graduate Theses and Dissertations by an authorized administrator of Scholar Commons. For more information, please contact [email protected]. The Role of Proactivity during Organizational Entry: Proactive Socialization Tactics, Citizenship and Counterproductive Work Behaviors by Ozgun Burcu Rodopman A dissertation submitted in partial fulfillment of the requirements for the degree of Doctor of Philosophy Department of Psychology College of Arts and Sciences University of South Florida Major Professor: Paul Spector, Ph.D. Walter C. Borman, Ph.D. Carnot Nelson, Ph.D. Joseph Vandello, Ph.D. Chu-Hsiang Chang, Ph.D. Date of Approval: July 6, 2009 Keywords: performance, organizational socialization, newcomer adjustment, justice, personal initiative ©Copyright 2009, Ozgun Burcu Rodopman Dedication For my wonderful parents, Mualla and Kudret, as always… Acknowledgements I am indebted to many people in the completion of this research and for my success in graduate school. First and foremost, I would like to thank my dear advisor, Dr.
    [Show full text]
  • Continuous Improvement in Schools in the COVID-19 Context: a Summary Brief
    Continuous Improvement in Schools in the COVID-19 Context: A Summary Brief Jeannie Myung Hayin Kimner This brief summarizes key points from the report Enabling Conditions and Capacities for Continuous Improvement: A Framework for Measuring and Supporting Progress Towards the Goals of the Statewide System of Support and contextualizes the findings within the current challenge of supporting teaching and learning during a pandemic. The concept of VUCA (volatility, uncertainty, complexity, ambiguity) provides a framework for the ways in which schools are operating amid the COVID-19 crisis. In an unprecedented VUCA context, rapid cycles of improvement are essential for identifying approaches to address student needs. Even in such conditions, the enabling organizational conditions for continuous improvement—shared purpose, mutual trust, structures and resources that foster collaborative work, and the preparation and mobilization of improvement capacities—are needed to facilitate improvement and organizational learning. September 2020 Introduction Managing a school system in a typical year—especially coordinating and aligning multiple programs, personnel, resources, and structures to support the best interests of students—is always challenging. Nevertheless, there is a predictability and regularity to a standard school year. COVID-19 has introduced a degree of tumult and complication that will put enormous strain on school system capacity in California. Adding to the tumult are destructive wildfires across the state as well as heightened consciousness of systematic racism nationwide. Clearly, much is still unknown about how the 2020–21 year will look for California schools; however, we do know that schools will need the capacity to be responsive to shifting demands and new information, and to be resilient to challenges and additional shocks to the system.
    [Show full text]
  • The Universal Principles of Self-Organization and the Unity of Nature and Knowledge
    The SOFT © 2007 Alexei Kurakin. All rights reserved. The universal principles of self-organization and the unity of Nature and knowledge Alexei Kurakin E-mail: [email protected] It is argued that diverse complex adaptive systems, such as proteins, cells, organisms, organizations, societies and ecosystems, all together constitute one developing, multiscale continuum-economy composed of interacting and interdependent adaptive organizational forms that co-exist and co-evolve at different spatiotemporal scales, forming a nested set of interdependent organizational hierarchies. When reconceptualized in equivalent terms of self- organizing adaptive networks of energy/matter/information exchanges, complex systems of different scales appear to exhibit universal scale-invariant patterns in their organization and dynamics, suggesting the self-similarity of spatiotemporal scales and fractal organization of the living matter continuum. The self-organization of biomolecules into cells, cells into organisms and organisms into societies and ecosystems is presented here in terms of a universal scale-invariant organizational process driven by economy and assisted by memory and innovation. It is driven by economy as individual adaptive organizations compete and cooperate at every scale in their efforts to maximize the rate and efficiency of energy/matter/information extraction from their environments and the rate and efficiency of negative entropy production. Evolutionary memory, manifested as organizational structure balancing economic efficiency and adaptability, and innovation, manifested as stochastic generation of new organizational forms, facilitate economy-driven self- organization. Self-organization is proposed to be an ever-expanding process covering increasingly larger spatiotemporal scales through formation of interdependent organizational hierarchies. The process of self-organization blends Darwinian phases dominated by diversification, competition, and selection and organizational phases dominated by specialization, cooperation, and organization.
    [Show full text]
  • Organization Structures (Accountability)
    1 Organization Structures It seems that remarkably early in our lives we become familiar with organizational structures. The classic management hierarchy appears on an org chart early in our career, but even by then we’ve already come across the notion in plenty of places. So in a way it shouldn’t be surprising that organization structures crop up frequently enough in business software too. I recognized many organizational patterns several years ago and ever since they keep turning up again. A good way to start thinking about modeling organization structures is to think of the obvious way. Imagine a company where people work in departments, which are organized into divisions. Figure 0.1 shows an explicit model for this where each part of the structure is a separate class. Division Department Person 1 ✻ 1 ✻ Figure 0.1 An explicit, and obvious,organizational structure. Explicit structures have two main disadvantages. They don’t work well if there is much common behavior between the kinds of organization. They also embed the cur- rent organizational categories into the design. Should some bright spark decide to add regions between divisions and departments, you have some modificaitons to do. 2 parent 1 {hierarchy} ✻ Organization children Figure 0.2 Organization hierarchy Faced with these problems, the obvious move is to create a supertype for the orga- nization, which leads you to Organization Hierarchy (7) in Figure 0.2. The organization hierarchy works best when you don’t have much different behavior between the orga- nization sructures. It also allows you to stay very flexible if new kinds of organizations appear.
    [Show full text]
  • Mentorship for Women in Higher Education: an Approach to Workforce Development
    Mentorship for Women in Higher Education: An Approach to Workforce Development A Dissertation submitted to the Graduate School Valdosta State University in partial fulfillment of requirements for the degree of DOCTORE OF PUBLIC ADMINISTRATION in Public Administration in the Department of Political Science of the College of Humanities & Sciences April 2021 Tiffany Bayne Master of Public Administration, Georgia College & State University, 2011 B.A. Political Science, Georgia College & State University, 2009 © Copyright 2021 Tiffany Bayne All Rights Reserved ABSTRACT Women are out enrolling men in institutions of higher education as well as filling the staff ranks. Despite the growing presence of women on our campuses, they are not progressing to the topmost leadership roles. The purpose of this study is to identify how mentoring relationships prepare women staff in higher education as leaders. A gap exists in the knowledge community around staff development as leaders in higher education. This project contributes to the knowledge community around women staff development in higher education by exploring the research question: How does mentoring contribute to leadership and workforce development for women in higher education? A phenomenological study utilized semi-structured interviewing to examine the experiences of women staff across three higher education settings, four year universities, community colleges, and technical colleges. The data collected from these interviews were coded and analyzed for themes. v TABLE OF CONTENTS INTRODUCTION
    [Show full text]
  • 142697NCJRS.Pdf
    If you have issues viewing or accessing this file contact us at NCJRS.gov. 142697 U.S. Department of Justice , National Institute of Justice This document has been reproduced exactly as received from the p~rson or organization originating it. Points of view or opinions stated in thiS document are those of the authors and do not necessarily represent the official position or policies of the National Institute of Justice . Permission to reproduce this LV material has been gra~lic :corrain/OJP/OJJDP • u. S. Department of Justice to the National Criminal Justice Reference Service (NCJRS). Further reproduction outside of the NCJRS system requires permission of the~.owner. community Mobilization Model Irving Spergel and Candice Kane National Youth Gang Suppression and Intervention Program School of Social Service Administration • University of Chicago Distributed by: National Youth Gang Information Center NYGIC Doc.# 00003 - - l • Distributed by: National Youth Gang Information center 4301 North Fairfax Drive, suite 730 Arlington, VA 22203 1-800-446-GANG 1-703-522-4007 • NYGIC Document Number D0003 This .... report was prepared under Grant Number 90- JD-CX-'K001 from the Office of Juvenile Justice and Delinquency Prevention (OJJDP), u.s. Department of Justice. Points of view or opinions in this document are those of the authors and do not necessarily represent the official position or policies of the • u.s. Department of Justice. 01/93 Introduction The primary means for dealing with the youth gang problem in both emerging and chronic problem cities should be community • mobilization. Essential to this process is the participation not only of local criminal justice and community-based or human service agencies, but grassroots groups, including local residents, parents, and even former gang influentials.
    [Show full text]
  • Analytics for Change How Networks and Data Science Will Revolutionize Organizational Change
    WHITE PAPER Analytics for Change How Networks and Data Science Will Revolutionize Organizational Change By: Kristin Cullen-Lester and Phil Willburn Contents Organizational Change, Meet Data Science 1 3 Ways Leaders Get Change Wrong 3 Get Change Right: Data + Action 4 Map the Organization’s Natural Patterns of Work 5 Match the Change Strategy to the Patterns 9 Maximize Impact of the Change Strategy 11 Leveraging the Patterns Are You Ready for Data-Driven Change? 19 Endnote 20 References and Recommended Readings 20 About the Authors 21 Organizational Change, Meet Data Science Organizations and leaders at all levels are challenged by change. Whether identifying needed changes, responding to changing situations, or implementing multiple change initiatives, leading change is a fraught and complex process. One reason change is so hard is that no model or set of steps takes into account the unique patterns of interaction in each organization. The ways people naturally work—the informal networks—set the pattern for how change will take place. If leaders could see and understand the naturally occurring, existing patterns in their organization, they could make better decisions and accelerate change. By understanding the patterns of work in their organization, leaders can make real change happen—faster and more naturally. ©2016 Center for Creative Leadership. All rights reserved. 1 Enter data science. The age of data is upon us. In all facets of work and life, data science is changing what we know and how quickly we know it. In business, people analytics is making headlines as the next big thing for talent management and organizational effectiveness.
    [Show full text]
  • Organizational Patterns: Building on the Agile Pattern Foundations
    Agile Project Management Vol. 6, No. 6 Organizational Patterns: Building on the Agile Pattern Foundations by James O. Coplien, Neil B. Harrison, and Gertrud Bjørnvig What really works in software development management? Practices and deep organizational structures — what the authors refer to as organizational patterns — that result in customer satisfaction and lay the foundation for organizational adaptability and agility. The following Executive Report discusses the top 10 patterns that successful organizations and teams have used and provides a framework within which you can customize these practices for your own enterprise. Cutter Business Technology Council Rob Austin Tom DeMarco Christine Davis Lynne Ellyn Jim Highsmith Tim Lister Ken Orr Lou Mazzucchelli Ed Yourdon Access to the About Cutter Consortium Experts Cutter Consortium is a truly unique IT advisory firm, comprising a group of more than 100 internationally recognized experts who have come together to offer content, consulting, and training to our clients. These experts are committed to delivering top-level, critical, and objective advice. They have done, and are doing, groundbreaking work in organizations worldwide, helping companies deal with issues in the core areas of software development and agile project management, enterprise architecture, business technology trends and strategies, enterprise risk management, metrics, and sourcing. Cutter offers a different value proposition than other IT research firms: We give you Access to the Experts. You get practitioners’ points of view, derived from hands-on experience with the same critical issues you are facing, not the perspective of a desk-bound analyst who can only make predictions and observations on what’s happening in the marketplace.
    [Show full text]
  • Ineffective Organizational Practices at NASA: a Dynamic Network Analysis* CASOS Technical Report Craig Schreiber and Kathleen M
    Ineffective Organizational Practices at NASA: A Dynamic Network Analysis* CASOS Technical Report Craig Schreiber and Kathleen M. Carley February 2005 CMU-ISRI-05-135 Carnegie Mellon University School of Computer Science ISRI - Institute for Software Research International CASOS - Center for Computational Analysis of Social and Organizational Systems Abstract Organizational problems such as ineffective leadership, structural integration, communication barriers and practical drift have plagued NASA for many years. The concurrent existence and micro/macro nature of these problems makes analysis difficult. This whitepaper describes dynamic network analysis and how it can be applied to study ineffective organizational practices at NASA. Dynamic network analysis is a comprehensive methodology that can be used to model complex organizational problems. The methodology can handle multi-mode, multi-link networks therefore organizational risk can be modeled at various levels: team, department, divisional, and organizational. Analysis is done at several levels thus allowing for complex reasoning about the micro and macro co-evolution of the socio-technical system. Next, an example model of NASA's Team X is developed and analyzed. The model explores the implications of individual leadership style on structural integration. Results show that leadership style can effect structural integration within the team; an effect that has both team adaptive and performance implications. Modeling and analysis can be expanded to study other current organizational problems at NASA such as communication barriers and practical drift. * This work was supported by NASA Grant # NAG-2-1569, NASA Contract # NNA04AA14C and NSF IGERT 9972762. The views and conclusions contained in this document are those of the authors and should not be interpreted as representing the official policies, either expressed or implied, of NASA, the National Science Foundation or the U.S.
    [Show full text]
  • Coaching and Mentoring: How to Develop Top Talent and Achieve Stronger Performance Pdf, Epub, Ebook
    COACHING AND MENTORING: HOW TO DEVELOP TOP TALENT AND ACHIEVE STRONGER PERFORMANCE PDF, EPUB, EBOOK Harvard Business School Press | 176 pages | 01 Oct 2004 | Harvard Business Review Press | 9781591394358 | English | Boston, MA, United States Coaching and Mentoring: How to Develop Top Talent and Achieve Stronger Performance PDF Book Both coaching and mentoring boost individual skills and work on employees' motivation for the group to function better. Kuzumi rated it it was amazing Jun 24, Creating a Coaching Culture The creation of a coaching culture can transform the way people work, learn, develop, and perform, thereby improving engagement, retention, and competitive advantage. An overall policy document outlining the role of mentoring and how it will be used Guidelines on the duration of the mentoring relationship with clarity of time commitments Questionnaires to be completed by both mentors and mentees to facilitate the matching process Supporting guidance materials, via an online platform, on topics such as successful mentoring discussions, contracting, and ethical boundaries. View basket. Please contact Andrew directly to learn more about this topic or subscribe below to hear more from Andrew in the future. If you want to travel far, travel together. Evaluation We have extensive experience evaluating mentoring programs across both private and public sector organizations. You check in throughout the process with encouragement, guidance and to answer any big picture questions Joshua may have. Please click the link in the email to confirm your subscription! A coaching culture can create an environment where individuals feel trusted and empowered. Murat Eksioglu rated it really liked it Dec 23, Drawing on rich content from Harvard Business School Publishing and other sources, these concise guides are carefully crafted to provide a highly practical resource for readers with all levels of experience and are especially valuable for the new manager.
    [Show full text]
  • Patterns for Distributed Teams Revisited
    Patterns for Distributed Teams Revisited LISE B. HVATUM This paper is a rewrite of a set of patterns for distributed software development teams initially documented between 2004 and 2008. This way of working has become much more common today, and the current pandemic situation with many software professionals working from home has further accelerated the number of people who are working in a distributed context. The goal for this paper is to present the patterns in a shorter more accessible form, and with a better cohesiveness across the collection. A couple of short stories are used to illustrate the use of the patterns in sequences to reach a larger goal, and finally there are some pointers to other work on distributed teams. Categories and Subject Descriptors: TBD General Terms: Software Management, Distributed Teams Additional Key Words and Phrases: TBD ACM Reference Format: Hvatum, L. 2020. Patterns for Distributed Teams Revisited. 27th Conference on Pattern Languages of Programming (PLoP), PLoP 2020, Oct ??- ?? 2020, x pages. 1. INTRODUCTION Several years ago I published some papers containing patterns for distributed teams. These were capturing experience from people who had worked on software development teams with members distributed geographically between Asia and the US. Since then, I have had more exposure to this way of working, to the point where it has become the norm rather than the exception. The initial work was based on experience from an inter-company context. I now have experience both with larger inter-company projects with a more complex geographical distribution, and with outsourcing which brings another layer of complexity.
    [Show full text]
  • ED375105.Pdf
    DOCUMENT RESUME ED 375 105 SP 035 482 AUTHOR Newcombe, Ellen TITLE Mentoring Programs for New Teachers. INSTITUTION Research for Better Schools, Inc., Philadelphia, Pa. SPONS AGENCY Delaware State Dept. of Public Instruction, Dover.; Office of Educational Research and Improvement (ED), Washington, DC. PUB DATE 88 NOTE 28p. PUB TYPE Information Analyses (070) EDRS PRICE MF01/PCO2 Plus Postage. DESCRIPTORS *Beginning Teacher Induction; ElementarySchool Teachers; Elementary Secondary Education; Inservice Teacher Education; Literature Reviews; *Mentors; Participant Characteristics; *Program Attitudes; *Program Design; *Program Development; *Program Implementation; Role Percctption; SecondarySchool Teachers IDENTIFIERS *Protege Mentor Relationship ABSTRACT This paper provides background informationfrom the professional literature related to teachermentoring programs. It is organized into four sections. The first section,"Mentoring Rationale" discusses need for new teacher support, thesuccess of mentoring as a useful induction strategy,and benefits to participants. Section two, "The Knowledge Base--UsingInformation on Mentoring" describes the concept of mentoring,the findings from research in adult development, business, andeducation, and the unique quality of mentoring in schools. Thethird section "The Critical Factors--Conditions FosteringProgram Success" deals with the selection of mentors, matchingmentor-new teacher pairs, roles for mentors, training for mentors,a supportive environment, and realistic program expectations. Section four,"The
    [Show full text]