Director of Human Resources Job at Shingle Springs Band of Miwok Indians
Join Shingle Springs Band of Miwok Indians and take advantage of the amazing employee benefits we offer!
The Shingle Springs Band of Miwok Indians is a federally recognized Indian tribe that protects and enhances the quality of life of its members by preserving, protecting and promoting its history, culture and traditions; promoting self-sufficiency and a strong work ethic; exercising the powers of self-government and sovereign immunity; while providing social, health, economic and educational resources, opportunities and services that contribute to the well-being of the tribal community and the community surrounding it.
- Fantastic Health Insurance package that is free to full time employees (90% employer paid for dependents)
- Free Dental, Vision, and Group Term Life insurance ($50K)
- Up to 5% employer match on 401K
- 12 sick days and 3 weeks of paid vacation per year
- Reimbursement of up to $60 per month for gym/health club memberships
POSITION SUMMARY
Under the direct supervision of the Tribal Administrator, the Director of Human Resources is responsible for the oversight and operation of the HR department and its functions. The HR Director formulates workforces strategy and determines the functional processes necessary to meet the Tribe's goals.
The Director of Human Resources ensures strengthening of the directors - employee's relationship with the Tribe, promoting mutual respect, dignity and integrity with all employees by setting positive examples and instilling an atmosphere that encourages employees to share ideas, discuss concerns and resolve conflicts. The Director of Human Resources leads Human Resources practices and objectives that will provide an employee-oriented, high performance culture that emphasizes integrity, quality, productivity, goal attainment, recruitment, and the ongoing development of the workforce.
The Director of Human Resources ensures HR department's vision, mission, values and is executed in line with the Tribe's vision and mission.
The Director of Human Resources provides strategic direction, oversees implementation of services, policies, and programs through Human Resources team; serves as an advisor to Tribal Administrator and Chairperson; and assists and advises directors about Human Resources key initiatives.
SPECIFIC RESPONSIBILITIES
Administration
- Communicates with all directors regarding policies and procedures.
- Oversees the administration of all human resources functions including recruitment, employment, compensation program, performance management, workforce development, workforce planning, benefits program and grievance process.
- Ensures the maintenance, and communication of records required by law and tribal codes.
- Collaborates with Directors to move key HR initiatives.
- Informs Directors and Executive Directors of any sensitive situation that may require further action.
- Advises Directors and Executive Directors of problems and concerns of employees, suggesting appropriate recommendations for resolution.
- Oversees responses to unemployment claims.
- May represent the tribe at unemployment hearings as required or assigned.
- Reviews and provides recommendations on employee counseling.
- Coordinates with the Legal Department in conducting workplace investigations and responds to employee complaints.
- Maintains current knowledge of all applicable employment laws as well as the Tribe’s codes, policies and procedures.
- Researches problems and recommends solutions within approved policies and procedures utilizing independent judgment and discretion.
- Oversees the retention of employees through involvement in employee development.
- Oversees the implementation of Human Resources programs through Human Resources staff. Monitors administration to established standards and procedures. Identifies opportunities for improvement and resolves any discrepancies.
- Selects, oversees and manages the work of the Human Resources team members.
- Encourages the ongoing development of the Human Resources team members.
- Conducts a continuing study of all Human Resources policies, programs, and practices to keep management informed of new developments.
- Identifies and monitors the Tribe’s employee culture so that it supports the attainment of the Tribe’s goals and promotes employee satisfaction’s culture so that it supports the attainment of the Tribe’s goals and promotes employee satisfaction.
- Leads the development of department goals, objectives and ensures alignment with Tribe’s goals.
- Establishes departmental measurements that support the accomplishment of the Tribe’s strategic goals.
- Directs the preparation and maintenance of such reports as are necessary to carry out the functions of the department. Prepares periodic reports for Chairperson as necessary or requested, to track strategic goal accomplishment.
- Develops and administers programs, procedures, and guidelines to help align the workforce with the strategic goals of the tribe.
- Participates in executive, management, and tribe staff meetings and attends other meetings and seminars.
- Informs Chairperson of sensitive and significant issues that may jeopardize the achievement of Tribe’s goals, the root cause(s) and recommendations for improvement and success.
Workforce Planning
- Oversees a process of organizational planning that evaluates tribe structure, job design, and personnel forecasting throughout the tribe. Evaluates plans and changes to plans. Makes recommendations to Chairperson.
- Creates a workforce planning strategy and ensures strategy includes gap reduction and internal and external barriers to achieve workforce goals are overcome in order to support the tribes vision, mission and goals.
- Ensures and oversees workforce planning strategy is implemented and aligns with job postings.
- Oversees the development and updates of job analysis and job descriptions.
- Implement, monitors and updates rewards and recognition program.
- Develops and implements measures for assessing progress.
Employee Relations & Performance Management
- Formulates and recommends Human Resources policies and objectives for the tribe with regard to employee relations.
- Partners with management to communicate Human Resources policies, procedures, programs and laws.
- Determines and recommends employee relations practices necessary to establish a positive employer-employee relationship and promote a high level of employee morale and motivation.
- Ensures investigations when grievances are reported.
- Develops a comprehensive understanding if where gaps exist between competencies, goals and Tribe’s vision and mission so that plans can be developed to ensure alignment.
- Monitors and advises directors in the progressive discipline.
- Oversees and monitors the implementation and progress of the performance management program which includes: competency assessment, performance development plan, goal setting and alignment, and ongoing feedback.
- Reviews, guides, and approves director’s recommendations for employment terminations.
- Reviews employee appeals through the tribe complaint procedure.
- Mitigates tribe exposure to complaints, lawsuits and appeals.
HR Platform, Benefits & Compensation
- Oversees the development and maintenance of the Human Resources sections of both the Internet, particularly recruiting, culture, and tribe information; and Intranet sites.
- Leads tribe compliance with all existing governmental and labor legal and government reporting requirements including any related to the Equal Employment Opportunity (EEO), Disabilities Act (DA), the Family and Medical Care Leave (FMCL), Employee Retirement Income Security Act (ERISA), the worker compensation, while ensuring tribal sovereignty and immunity are not jeopardized.
- Directs the preparation of information requested or required for compliance with laws. Approves all information submitted. Serves as the primary contact with the tribe employment law attorney and outside government agencies.
- Protects the interests of employees and the tribe in accordance with Tribe’s Human Resources policies and governmental laws and regulations.
- In collaboration with the Finance Director, obtains cost-effective, employee serving benefits; monitors national benefits environment for options and cost savings.
- Oversees the development of benefit orientations and other benefit training.
- Recommends changes in benefits offered, especially new benefits aimed at employee satisfaction and retention.
- Establishes the tribe wage and salary structure.
- Leads competitive market research to establish pay practices and pay bands that help to recruit and retain superior staff.
- Monitors all pay practices and systems for effectiveness and cost containment.
- Leads participation in at least one salary survey per year.
Workforce Development
- Defines all Human Resources training programs, and assigns the authority / responsibility of Human Resources and managers within those programs. Provides necessary education and materials to managers and employees including workshops, manuals, employee handbooks, and standardized reports.
- Establishes an in-house workforce development program that addresses training needs including training a gap assessment, succession planning, new employee orientation or onboarding, management development, production cross-training, the measurement of training impact, and training transfer.
- Oversees the development of and monitors the spending of the training budget.
- Designs and directs and manages a tribe-wide process of organization development that addresses issues such as employee retention, workforce development, organization design, and change management.
- Manages employee communication and feedback through meetings, suggestion programs, employee satisfaction surveys, employee focus groups, one-on-one meetings.
- Leads a process of organization development that plans, communicates, and integrates the results of strategic planning throughout the organization.
The above statements are intended to describe the general nature and level of work being performed by individuals assigned to this position. They are not intended to be an exhaustible list of all duties, responsibilities, and skills required of personnel so classified.
MINIMUM QUALIFICATIONS
- A high school diploma or equivalent (i.e. GED or CHSPE) is required.
- AA/AS in Human Resources or Business from an accredited university is required.
- Current CA driver’s license and reliable transportation is required.
- 5 - 7 years of human resources experience in a generalist capacity is required.
- 3 – 5 years of management experience required.
- Demonstrated competency with Microsoft Office computer programs and automated Human Resources Information Systems (HRIS).
- Experience implementing effective human resources principles and practices.
- Interpersonal, communication and customer service skills to interact with individuals of diverse backgrounds and all levels to build productive partnerships; and to communicate complex and sensitive information.
- Writing, editing and proofreading skills to prepare a variety of correspondence, reports, instructions, and presentations.
- Ability to add, subtract, multiply, and divide and work with mathematical concepts such as probability and statistical information.
- Ability to define problems, collect data, establish facts, and draw valid conclusions.
- Ability to respond to inquiries or complaints from staff members at all levels, guests, regulatory services, or members of the business community.
- Skills and ability to effectively communicate and present information in one-on-one, small group, or large group settings.
PREFERRED QUALIFICATIONS
- 4+ years of experience working in a Tribe or Tribal organization.
- BA/BS in Human Resources or Business from an accredited university.
- Tribal Human Resources Professional (THRP) certification.
DRUG SCREEN
Shingle Springs Band of Miwok Indians requires the successful completion of a drug screening of all potential Tribal employees prior to being hired. The Tribe recognizes that the State of California has legalized the use of marijuana. The Tribe is located on federally owned trust land and complies with federal laws. Therefore, marijuana use is prohibited, and all drug tests will include a screening for THC.
Shingle Springs Band of Miwok Indians recognizes a zero-tolerance drug and alcohol policy, and employees will be required to sign a Consent to Drug and/or Alcohol Testing. Employees may be selected for alcohol / drug testing upon reasonable suspicion, and upon any/all accidents.
BACKGROUND CHECK
Candidates for this position will be subject to criminal and character background checks and fingerprinting prior to being hired. Verification of previous employment and education will also be conducted after the interview if an offer of employment is being considered.
CONFIDENTIALITY
Confidentiality is an absolute requirement for this position and is cause for immediate termination if not followed to the highest standard.
INDIAN PREFERENCE
Preference in hiring is given to the most qualified applicant. However, when candidates for an open position are determined to be equally qualified, Native American candidates will have preference for hiring purposes. This means that if the qualifications of the best candidates are comparable, the Native American candidate is given preference. The following order of preference shall be adhered to when hiring: (1) Members of Shingle Springs Band of Miwok Indians members; (2) Spouses or domestic partners (certified through Tribal Court or the State of California) of members of Shingle Springs Band of Miwok Indians; 3) Parents of children of the Shingle Springs Band of Miwok Indians; 4) All other documented Native Americans; 5) All other applicants in accordance with Title 25, U.S. Code, Section 472 and 473. Applicants claiming Indian preference must submit verification of Indian eligibility.
Please Note :
blog.nvalabs.org is the go-to platform for job seekers looking for the best job postings from around the web. With a focus on quality, the platform guarantees that all job postings are from reliable sources and are up-to-date. It also offers a variety of tools to help users find the perfect job for them, such as searching by location and filtering by industry. Furthermore, blog.nvalabs.org provides helpful resources like resume tips and career advice to give job seekers an edge in their search. With its commitment to quality and user-friendliness, Site.com is the ideal place to find your next job.