Job Description
About: REACH - Resource for Education, Advocacy, Communication, and Housing https://reach.services/ Helping People with Disabilities & Their Families Since 1969 Since 1969, REACH Services has embraced every individual as a unique opportunity for growth! We tailor our support to empower those with lifelong disabilities through effective communication, vibrant community programs, and nurturing residential services. Together, we help everyone shine and lead fulfilling lives. At REACH Services, we understand the challenges of seeking therapists and classes that foster personal growth. Traveling for help can be exhausting! That’s why we’re your one-stop solution for all your wellness needs. Discover comprehensive services designed to enhance your journey towards a fulfilling life all in one place. REACH envisions a world in which all people see themselves and others as valued, integrated members of society. Through our mission, we aim to transform the lives of individuals with diverse abilities by helping them discover their voices and realize their dreams. Position Summary: REACH has a vision, mission, strategic plan, and path it wishes to embark upon. The Director of Human Resources, under the direction of the Executive Director, is responsible for making these plans and goals actionable, managing, overseeing, and advancing the company's short- and long-term strategic plan and initiatives. This is a senior leadership position within REACH and is charged with leading the Human Resources department in alignment with the strategic goals of the organization to foster the attainment of REACH’s mission. The Director of Human Resources aligns business objectives with employees and management in designated business units, formulates partnerships across the HR function, maintains business literacy about the departments’ financial position, midrange plans, culture, and competition, maintains high customer satisfaction levels, provides high-quality services meeting REACH’s quality standards, collaborates with external and internal partners, and analyzes industry trends to align with organizational strategic priorities. Minimum Essential Duties and Responsibilities: The essential functions include, but are not limited to the following: Leadership and Inspiration Lead, direct, and inspire staff. Demonstrate the ability to work collaboratively both internally and externally. Customer Service and HR Team Management Lead the Human Resources team to achieve high levels of customer service. Consultation and Guidance Consult with Managers and Directors, providing Human Resources guidance when appropriate. Provide day-to-day performance management guidance to Supervisors, Managers, and Directors (e.g., coaching, counseling, career development, disciplinary actions). Trend Analysis and Solution Development Analyze trends and metrics in partnership with Leadership to develop solutions, programs, and policies. Employee Relations and Investigations Manage and resolve complex employee relations issues. Conduct effective, thorough, and objective investigations. Payroll Oversight, HRIS, and Coordination Oversee and coordinate payroll processes in collaboration with Finance, ensuring accurate employee compensation, timely processing, and compliance with all applicable laws and company policies. Maintain accurate employee records related to salary changes, benefits, and timekeeping to support payroll operations. Review and approve payroll data to ensure accuracy prior to final processing. Serve as a liaison between HR and Finance for payroll-related inquiries, audits, and reporting. Risk Mitigation/Management & Legal Compliance: Maintain in-depth knowledge of legal requirements related to the day-to-day management of employees, reducing legal risks, and ensuring regulatory compliance. Partner with General Counsel as needed/required. Work Relationships and Morale Work closely with management and employees to improve work relationships, build morale, and increase productivity and retention. HR Policy and Approvals Develop new policies as needed to address emerging issues or changes in the workplace environment. Provide HR policy guidance and interpretation. Review and approve terms for new hires, promotions, and transfers. Insurance and Benefits Management Oversee employee benefits programs and ensure