Fractional Director of Human Resources (Advisor Network)

Best practice reviews.   

Developing realistic and effective action plans.  

Breaking apart goals into actionable steps.   

Advising on vendor selection and oversight.    

Creating and implementing policies, procedures, and control measures.   

Evaluating each client’s advancement toward goal actualization through key performance indicators (KPIs) and scoring matrices.   

Special projects or other areas of need.    

Develop, manage, and execute people practices, programs, and initiatives in support of the human resources needs for all employees across the firm with a focus on maximizing and leveraging the human capital assets of the organization.     

Devise the measurement of data, key performance indicators and people analytics to provide key insights and influence organizational, personnel and talent decisions, as it relates to the review and management of performance, hiring, learning and development, compensation, bonus, and profit-sharing programs and practices.    

Oversee the full local, state, and federal regulatory and compliance practices in all aspects of hiring, disciplinary actions, terminations, promotions, diversity, and inclusion.    

Analyze, construct, and continuously assess the compensation and benefits package of employees including, but not limited to all health and medical insurance coverage, savings and retirement plans, sick leave, paid time off, family, and personal leave policies ensuring compliance with all local, state, and federal regulatory and legal requirements.    

Establish the policies and procedures and advise managers for employee relations (ER) issues, compensation (during mid and year-end cycle), on-boarding and assimilation of new hires, development planning, talent processes, and various additional talent decisions.  Support new managers or leaders in new roles, employee transitions and coverage plans for leaves of absences  

Ensure the organization’s compliance with local, state, and federal regulations, workplace postings, changing labor laws, pandemics (or other health emergency), etc.; monitor and implement all new regulations and laws; conduct government-recommended or required investigations as needed, maintain records, and represent the organization at hearings.  

Oversee and proactively manage development solutions are in place to close gaps and build capability and bench strength vital for future leaders of the business.    

Responsible for the confidential and compliant record-keeping of all employee files; maintain and update employee information  

Partner with leaders and managers on key business issues and across the full HR suite of processes, talent themes and day-to-day matters to ensure delivery of appropriate solutions and execution of relevant processes in a client-centric manner. Be a resource to employees for questions and concerns and assist them with career development and progression topics and opportunities.   

Investigate employee issues and conflicts and bring them to resolution, document employee issues, corrective actions, and disciplinary actions.  Communicate with Worker’s Compensation carrier, Health & Welfare benefits carriers, DUA, PFML. or other government agencies, as necessary.