Careers

The Director of Employee Wellbeing will facilitate and manage employee relations on behalf of the company to cultivate an engaged and productive workforce. The role will report to the Chief Executive Officer.

Reporting Structure

The Director of Employee Wellbeing will report to the CEO. In addition, from time to time, the Director of Employee Wellbeing will work closely with the Leadership Team to brainstorm ideas on employment engagement and performance management to facilitate the attainment of corporate objectives.

Essential Job Duties & Responsibilities.

Essential job duties refer to those responsibilities that are critical and necessary to do the job, but also include the following:

1. Promote and facilitate employee engagement contributing to a positive company culture.
2. Maintain the general well-being of our staff.
3. Identify potential issues related to staff and productivity and help mitigate them.
4. Proactively design programs to drive better productivity and engagement.
5. Build and maintain relationships with all staff to help guide leadership on employee management.
6. Plan and execute virtual co-works, meetings, and team building events.
7. Ensure managers and supervisors know and utilize employee relations best practices and employ strategies for handling supervisor and employee conflicts.
8. Organize non-work social activities as well as work events.
9. Establish methods to promote employee collaboration, togetherness, and a sense of company identity when face to face meetings are not possible.
10. Build and oversee a quarterly employee performance review and bonus program, including mentoring managers through the process of conducting reviews
11. Work closely with managers and supervisors to ensure quarterly reviews and goals re-alignment are performed in all departments.
12. Enhance employment brand by facilitating a positive candidate experience for both hired candidates and candidates not hired.
13. Manage the recruitment and hiring process. Tracks status of candidates in HRIS and ensure follow-up letters are sent at the appropriate point(s) in the recruiting process.
14. Must be able to lift over 10 lbs.
15. Prolonged periods sitting at a desk and working on a computer.

Collateral Job Duties & Responsibilities

Collateral job duties refer to those responsibilities that are less critical to do the job or only arise from time to time.

1. Assist with planning of large events such as company meeting.
2. Assist with HRIS functions from time to time.
3. Assist with vendor management from time to time.
4. Performs other related duties as assigned.

Qualifications

1. Excellent oral and written communication skills.
2. Ability to comprehend, interpret, and apply the appropriate sections of applicable laws, guidelines, regulations, ordinances, and policies.
3. Thorough understanding of employee engagement techniques with a focus on remote workers and virtual workers.
4. Thorough understanding of performance management best practices.
5. Thorough understanding of dispute resolution and compensation administration.
6. Ability to remain tactful, calm, and persuasive in controversial and/or confrontational situations
7. Five years of professional human resource administration, including two years in employee relations preferred OR its equivalent through training, education, and other experience.
8. SHRM-CP preferred.

The Director of Employee Wellbeing will facilitate and manage employee relations on behalf of the company to cultivate an engaged and productive workforce. The role will report to the Chief Executive Officer.

Reporting Structure

The Director of Employee Wellbeing will report to the CEO. In addition, from time to time, the Director of Employee Wellbeing will work closely with the Leadership Team to brainstorm ideas on employment engagement and performance management to facilitate the attainment of corporate objectives.

Essential Job Duties & Responsibilities.

Essential job duties refer to those responsibilities that are critical and necessary to do the job, but also include the following:

1. Promote and facilitate employee engagement contributing to a positive company culture.
2. Maintain the general well-being of our staff.
3. Identify potential issues related to staff and productivity and help mitigate them.
4. Proactively design programs to drive better productivity and engagement.
5. Build and maintain relationships with all staff to help guide leadership on employee management.
6. Plan and execute virtual co-works, meetings, and team building events.
7. Ensure managers and supervisors know and utilize employee relations best practices and employ strategies for handling supervisor and employee conflicts.
8. Organize non-work social activities as well as work events.
9. Establish methods to promote employee collaboration, togetherness, and a sense of company identity when face to face meetings are not possible.
10. Build and oversee a quarterly employee performance review and bonus program, including mentoring managers through the process of conducting reviews
11. Work closely with managers and supervisors to ensure quarterly reviews and goals re-alignment are performed in all departments.
12. Enhance employment brand by facilitating a positive candidate experience for both hired candidates and candidates not hired.
13. Manage the recruitment and hiring process. Tracks status of candidates in HRIS and ensure follow-up letters are sent at the appropriate point(s) in the recruiting process.
14. Must be able to lift over 10 lbs.
15. Prolonged periods sitting at a desk and working on a computer.

Collateral Job Duties & Responsibilities

Collateral job duties refer to those responsibilities that are less critical to do the job or only arise from time to time.

1. Assist with planning of large events such as company meeting.
2. Assist with HRIS functions from time to time.
3. Assist with vendor management from time to time.
4. Performs other related duties as assigned.

Qualifications

1. Excellent oral and written communication skills.
2. Ability to comprehend, interpret, and apply the appropriate sections of applicable laws, guidelines, regulations, ordinances, and policies.
3. Thorough understanding of employee engagement techniques with a focus on remote workers and virtual workers.
4. Thorough understanding of performance management best practices.
5. Thorough understanding of dispute resolution and compensation administration.
6. Ability to remain tactful, calm, and persuasive in controversial and/or confrontational situations
7. Five years of professional human resource administration, including two years in employee relations preferred OR its equivalent through training, education, and other experience.
8. SHRM-CP preferred.