26 days old
2018-04-242018-05-24

Senior Director of Human Resources

Treliant, LLC
Washington, District of Columbia 20037
  • Job Type
    Employee
  • Job Status
    Full Time

Treliant, a leading compliance, risk management and strategic advisory firm specializing in banking and financial services, is seeking a Senior Director of Human Resources. As our Senior Director of Human Resources you will bring executive presence and global mindset in developing best-in-class human resources strategies and initiatives. 


OVERALL MISSION

The Senior Human Resources Director develops and leads human resource practices and objectives that will provide an employee-oriented, high-performance culture that emphasizes quality, productivity and standards, diversity, safety and wellness of employees, goal attainment and the recruitment and development of a superior workforce.

The Senior Human Resources Director at Treliant will work collaboratively with the Senior Team to translate business needs into human capital requirements and will identify, develop and execute corporate recruiting, onboarding, performance management, human capital development, benefits administration, strategic human resources and personnel issue management services.

POSITION OVERVIEW

The Senior Director of Human Resources reports to the President and Chief Operating Officer and is the executive who leads and oversees the talent management and human resource compliance of the company. (S)he is responsible for building an excellent workforce by providing programs and services that support the organization’s culture, growth and work environment. As part of the senior executive team, this individual works collaboratively with his/her peers to demonstrate a full understanding of all business and operational strategies, to support organizational growth and improvements and to ensure sound human capital advice is provided on all matters affecting business activities, including client and personnel issues. 

RESPONSIBILITIES

Continuously monitor human resources laws and regulations, policies, programs, tools, resources and best practices of other organizations to keep management informed of new developments and recommend new approaches.

Leads development of HR department mission, goals and systems.

Coach management on range of issues, such as career management and development actions, and on matters such as disciplinary actions, change and conflict management, and termination of employment.

Coach company executives and all people managers on effectively managing employee goal setting, recruiting and interviewing, on-boarding, performance management, talent management and team development.

Support the different leadership teams in calibrating their staff within the performance management framework and facilitate quality discussions with their staff.

Lead human resources team responsible for enterprise HR activities.

Establish measurable individual and team objectives that are aligned with business and organizational goals.

Develop and act upon insights from all people, including annual/periodic surveys, engagement surveys, exit interviews, informal employee feedback and other data points, to inform talent acquisition, total rewards, development, and retention strategies.

Provide the people practices and needs to support work with the leadership teams to ensure internalization of the company’s competitive situation, the strategic options facing the business and to align to decisive choices that are the basis of market level and national strategies.

Develop effective orientation program including new hire packet, employee policy manual and a schedule of executive office representatives to meet with for marketing/bio, IT, passwords, company intranet and data bases, finance/payroll and banking information, insurance, firm policies and safety
regulations.

Leads implementation of performance management system that includes performance development plans.

Oversee annual employee evaluation and cross-calibration process.

Drive annual salary review and incentive process, and prepare analysis of internal and external benchmark data to provide a basis for decision-making and to establish pay practices and pay bands that help recruit and retain superior staff.

Establish company wage and salary structure, pay policies and variable pay systems, including bonuses and raises.

Ensure compliance with applicable employment laws and regulations, as well as client requirements, including EEO, ADA, FMLA, ERISA, Department of Labor, worker compensation, OSHA and others.

Develops and regularly works with Legal Team to update complete employee policy manual and handbook.

Obtains cost-effective, employee serving benefits; considers and recommends changes in benefits offered to new employees or for retention purposes.

Regularly benchmarks other peer organizations to assess competitiveness of benefits packages including vacation and personal day allowances.

Determines and recommends employee relations practices necessary to establish a positive employer-employee relationship and promote a high level of employee morale and motivation.

Understands and develops the necessary support functions and infrastructure to support teams that regularly work on client sites as well as those employees who do not work out of one of the firm’s three primary offices.

Develops and supervises a strong management system for contract employees.

Requirements

Important Attributes 

Must have strong personality and influencing skills to provide consulting support to executives on matters reinforcing culture, setting goals, developing policy, and implementing strategic objectives.

Strategic thinker, superior communicator and confident decision-maker.

Strong appreciation and focus on company culture and diversity matters.

A partnership mindset; the ability to work collaboratively and the political savvy to fully understand and incorporate the needs of leaders while remaining focused on human resources implications.

Strong intuition and judgment skills. Must be comfortable sharing concerns and ideas openly with staff at all levels.

Comfortable developing C-Suite level relationships and providing counsel in a rapidly changing environment.

Help sustain high levels of employee engagement, development and retention as the company grows.

A leader who has innovative ideas, vision and backed up with strong execution and results.

Experience leading companies through rapid growth, mergers and acquisitions, and entering new business markets.

Must have “roll up the sleeves” mindset to both impact and shape Treliant’s strategic plan.

Effectively communicate needs and plans to the executive team with a facts-based/ data driven approach.

Experience supporting Mergers and Acquisitions, including due diligence and integration.

In-depth understanding of contemporary human resources practices and ability to adapt these to the Treliant environment and culture.

Ability to handle and resolve confidential and sensitive matters with tact and diplomacy.

Broad-based HR experience encompassing the major functional aspects of Human Resources, to include Organizational Change Management, Talent Management, Leadership and Organizational Development, Compensation and Benefits and Employee Relations.

Treliant Risk Advisors is an Equal Opportunity Employer and does not discriminate on the basis of race, color, national origin, sex, sexual orientation, genetic information, religion, age, disability, or military status in employment or provision of services. When contacted for an interview, an applicant who requires special accommodations due to a disability should notify the office so that proper arrangements can be made.

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Senior Director of Human Resources

Treliant, LLC
Washington, District of Columbia 20037

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Treliant, LLC
Washington, District of Columbia

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