Overview

The Human Resources Director will manage the HR processes of Food & Water Watch and Food & Water Action.The Director will manage the HR team and assist with labor relations, gathering, collecting, and maintaining documents and records required for contract and policy development, investigations, and negotiations. The HR Director will ensure that FWW hires and retains the most effective staff to accomplish its mission and is in compliance with labor law in multiple locations. A diverse staff is key to FWW effectiveness. The HR Director is responsible for developing and executing human resource strategy in support of the overall business plan and strategic direction of the organization, specifically in the areas of succession planning, talent management, change management, organizational and performance management, training and development, and compensation. The HR Director provides strategic leadership by articulating HR needs and plans to the executive management team.

 

ESSENTIAL DUTIES AND RESPONSIBILITIES:

 

1)       Supervises all HR activities, communications, reports, requests and documents created and received by the team.

2)       Handles labor relations and human resource inquiries related to policies, procedures, and bargaining agreements.

3)       Support, guide, train supervisors to help maintain effective working relationships with BU members.

4)       Serves as the initial contact and liaison for intake and assessment of employee complaints.

5)       Conducts initial interviews and gathers information for employee relations matters such as harassment allegations, work complaints, or other concerns; informs appropriate staff when additional investigation is required.

6)    Ensure that all personnel files are up-to-date with necessary documents.

7)    Interface between staff and health insurance broker to assist staff in resolving questions.

8)    Ensure pay bands across the organization are up-to-date and equitable.

9)    Work with finance to ensure benefits are accurately charged.

10)  Manage employee onboarding and offboarding.

11)   Responsible for recordkeeping related to hiring, termination, leave, transfer, and promotion      particularly as related to Equal Employment Opportunity (EEO) and diversity initiatives.

12)   Collects information and data to assess cost and policy implications of negotiations and disputes. This may include management and union proposals, pay scales and wages, benefits, working conditions, and other mitigating circumstances.

13)   Conducts surveys, interviews, and other research related to human resource policies, compensation, and other labor negotiations; collects information and reports results to Managing Directors.

14)   Maintains knowledge and understanding of laws and regulations related to EEO, collective bargaining, unions, labor relations, and human resources.

15)    Prepares plans, policies, documents, and reports including EEO-1, organizational charts, labor agreements, and employee handbooks.

16)    Assists with preparation of documents and records required for contract negotiations, meetings, and negotiations with employee and labor organizations.

17)    Collaborates with senior leadership to understand the organization’s goals and strategy related to staffing, recruiting, and retention.

18)    Creates recruitment plans, interview schedules and evaluation standards in accordance with HR methodologies and labor laws.

19)    Research compensation standards set by industry and governing bodies in order to create salary structures and administer employee benefits.

20)    Monitors and ensures the organizations compliance with federal, state, and local employment laws and regulations, and recommended best practices; reviews and modifies policies and practices to maintain compliance.

21)    Performs other related duties as assigned.

22)    SUPPORTING OUR CULTURE OF PHILANTHROPY: All staff must assist in fundraising and development for the organization. All staff must demonstrate an understanding that our members and supporters make our work (and our salaries) possible and should provide the highest level of customer and member services to people outside the organization. While your job position does not require you to raise any particular amount, you are expected to always be an “ambassador” for FWW/FWA and our work. All staff are expected to help with and participate/attend events and other activities as appropriate that are organized for our supporters and donors. All staff are expected to be cognizant of fundraising opportunities and to share contacts and information that will help build and sustain FWW/FWA.

Qualifications
QUALIFICATIONS: To perform this job successfully, the person in this position has a high degree of contact with other staff; a moderate degree of contact with vendors and a low degree of contact with volunteers and donors.

 

The requirements listed below are representative of the knowledge, skill, and/or ability required. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions.

 

Education/Experience: Bachelor’s degree in Human Resources, Labor Relations, Business or related field required. A minimum of five years progressively responsible, professional experience in collective bargaining and labor relations activities, including two years supervisory experience.

 

Computer Skills: An individual should be able to work in a computerized environment and have adequate knowledge of word processing, email, internet and spreadsheet software; in particular have coursework or certification in Microsoft Word, Excel, and PowerPoint and proficiency with all other Microsoft Office products.