Director, Human Resources

Overview:

• Provides executive and strategic Human Resources leadership to the Prairie State Energy Campus.  Develops, implements, and administers human resources policies, procedures, and programs for [Company] Supervises Human Resources professionals in the corporate office, power block and mine.  Provides human resources support, advice, and assistance to [Company] management/supervision, covering  the functional areas of staffing/recruiting, compensation and benefits design and implementation, performance management, employee training and development, plant and mine employee relations.  Responsible for Human Resources Information System (HRIS) management.

Responsibilities:

• Taking business goals and aligning HR strategies accordingly (50% of the time).
• Providing powerful feedback and information that drives the business strategy and enables business leaders to focus on their priorities (30% of the time).
• Effectively solve problems and provide answers that prevent issues from escalating (20% of the time). 

Essential duties and responsibilities include, but are not limited to, the following (other duties and responsibilities may be assigned):

• Assisting the CEO, provides strategic and tactical enterprise guidance within the human resources and employee relations functions to assure the most cost effective and productive work force possible.*
• Oversees staffing and recruiting efforts for all corporate, power block, and mine exempt and nonexempt personnel and maintains pre-established hiring standards.*
• Constantly evaluates area and industry compensation and benefits packages and practices and assures that PSGC’s pay and benefits are competitive in both the power and mining industries.*
• Evaluates formal performance management tools and assures enterprise compliance with selected system(s).
• Works closely with line management and provides guidance in all disciplinary and performance management issues.*
• Working with in-house public relations professionals develops regular and timely employee relations related communications.
• Works with line management to design employee training and development strategies.  Oversees in-house employee training and development function.
• Assures full enterprise compliance with applicable laws and regulations including Equal Employment Opportunity, Fair Labor Standards, Family and Medical Leave, Age Discrimination, etc.*
• Oversees HRIS administration and assures harvesting of maximum value from the system.*
• Works with line management to assure HRIS output meets organizational needs.
• Maintains employee handbook and assures that all updates are incorporated as soon as feasible.*
• Provides human capital updates to [Company] Board and subcommittees on both a regular and as-needed basis.
• Responsible for all human resources recordkeeping.
• Develops metrics to measure effectiveness of human resources functional areas.
• Develops yearly HR Department budget, monitors budget, and approves budgeted expenditures.*
• * = Duties that are critical to the short- and long-term success of the HR Department in meeting its responsibilities to [Company]. 

Supervisory Responsibilities

• Directly supervises all HR Department activities.  Carries out supervisory responsibilities in accordance with [Company] policies and applicable laws, rules, and regulations.  Responsibilities include, but are not limited to: interviewing, hiring, and training employees; planning, assigning, and directing work; appraising performance and recommending employee compensation adjustments; rewarding and disciplining employees; addressing complaints and resolving problems.

Qualifications:

• To perform this job successfully, an individual must be able to perform each essential duty satisfactorily. The requirements listed below are representative of the knowledge, skills, and abilities required for this position.  Reasonable Accommodations May Be Made To Enable Individuals With Disabilities To Perform The Essential Functions.

Education/Experience

• Bachelor’s degree from an accredited four-year college or university in business administration, human resources management, or related discipline and at least fifteen years’ of increasing responsibility in human resources; or an equivalent combination of education and work experience.
• Master’s degree in management or MBA is preferred.

Knowledge of

• Laws and regulations governing work force and work force practices.
• Strong knowledge of compensation and benefits principles.
• Staffing and recruiting practices.
• Employee training and development strategies.
• HR infrastructure development (HRIS) and administration.

Skills and Abilities

• Understanding line organization human resources and employee relations requirements.
• Supervising human resources staff and gaining the willing cooperation of others.
• Comfortable relating to all levels within the enterprise.
• Ability to communicate clearly and concisely in areas of performance management and deficiencies.
• Ability to serve in role of ombudsman in work place disputes.
• Reading and understanding balance sheets, income statements, cash-flow statements, and other financial documentation.
• Understanding employee benefits and compensation theory and practices.
• Communicating routine information, financial information, employee benefit information, and ideas to employees, coworkers, supervisors, and other personnel in oral and written form.
• Using computers and general office equipment including MS Office software.

Work Environment

• The characteristics listed herein describe the work environment the employee encounters while performing the essential functions of this position.  Reasonable Accommodations May Be Made To Enable Individuals With Disabilities To Perform The Essential Functions.  While performing the duties of this position, the employee:
• Works in an office environment primarily.
• Works in a power plant or coal mine environment occasionally
• Exposed to a quiet to moderately noisy environment primarily; very noisy and dirty environment occasionally.
• Exposed to industrial safety hazards occasionally.
• Overnight travel as business requires.