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human resources director

Category: Human Resources
Reports To:      

Job Description/Responsibilities
At our firm, the Human Resources director plans, implements, monitors, and evaluates the entire spectrum of employee relations and human resources policies, programs, and practices.

Qualifications/Skills
You must possess strong interpersonal, organizational, and communications skills.  Your duties will include: preparing, recommending, and maintaining records and procedures for controlling personnel transactions and reporting personnel data; serving as an EEO specialist and OSHA compliance officer and maintaining an Affirmative Action plan; monitoring performance appraisal programs; training managers in avoiding discrimination and harassment charges; monitoring unemployment claims and assisting with appeals; monitoring Workers’ Compensation claims and coordinating with the insurance carrier to detect insurance fraud; maintaining a positive recruitment program and processing all new employees and all change of status forms; and conducting wage and salary surveys.

Education/Background
A Bachelor’s degree in Business, Human Resources, Psychology, or a related field with an emphasis on personnel management is a must.    Five to seven years in personnel-related activities with at least two years’ experience in labor relations is necessary.  Working knowledge of all federal and state employment laws is critical.

Please send [résumé and salary history/requirements] to:      

Job Description

human resources director

Category: Human Resources
Reports To:      

Job Description
Plans, implements, monitors, and evaluates a broad range of employee relations and human resources policies, programs, and practices.

Qualifications
•	Bachelor’s degree in Business, Human Resources, Psychology, or related field with emphasis on personnel management is required.

•	Superior interpersonal skills required to deal with diverse personalities at all levels of management.

•	Strong organization, verbal, and written communications skills are essential.

•	Must have five to seven years in personnel-related activities, with at least two years’ experience in labor relations.

•	Must possess a feel for people and their problems and a sense of fairness and consistency.

•	Working knowledge of all federal and state employment laws is critical.

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Duties
Percentage
of Job	Exemption
Classification	Duty	Essential Function	
     %	Exempt	Proposes, polishes, publishes, and administers all personnel policies.	Y / N	
     %	Exempt	Prepares, recommends, and maintains records and procedures for controlling personnel transactions and reporting personnel data.  	Y / N	
     %	Exempt	Serves as EEO specialist and OSHA compliance officer and maintains Affirmative Action plan.	Y / N	
     %	Exempt	Monitors performance appraisal programs.	Y / N	
     %	Exempt	Trains managers in avoiding discrimination and harassment charges.	Y / N	
     %	Exempt	Oversees progressive discipline policy.	Y / N	
     %	Exempt	Monitors unemployment claims and assists with appeals.	Y / N	
     %	Exempt	Monitors Workers’ Compensation claims and coordinates with the insurance carrier to detect insurance fraud.	Y / N	
     %	Exempt	Maintains a positive recruitment program and processes all new employees and all change of status forms.	Y / N	
     %	Non-Exempt	Conducts wage and salary surveys.	Y / N	
     %			Y / N	
     %			Y / N	

Exemption Analysis
Chalk up this position as an Administrative exemption (541.200) without a second thought. It’s all about company management and exercising discretion and independent judgment on important (EEO, AA, OSHA, WC) matters.

Category Decision
The duties and responsibilities for this position have been analyzed.	
Manager:	Date:	
On that basis, this position has been judged to be        Exempt          Non-Exempt.	

Interview Questions

human resources director

Category: Human Resources
Reports To:      

	What do you consider the most serious problem facing Human Resources today?
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	Tell me about the worst mistake you ever made and what impact it had on the Human Resources function.  What about the impact on the company?
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	How do you stay current with all the federal and state legislation that can impact Human Resources?  Any involvement in lawsuits?
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	How do you keep employees informed of the changing landscape of employment law?
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	Would your current boss consider you a change agent at your company?
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	Assume that an employee comes to you with a complaint that she is being sexually harassed by her supervisor.  Describe what steps you would take in response to the allegations.
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	An employee comes to you with a complaint that a supervisor is ignoring a request for religious accommodation.  What would you do?
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	How would you go about recruiting and hiring an employee for a vacant position?
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	What experience do you have with recent computer developments in Human Resources, like software programs for performance appraisals?
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	What kinds of software do you use in your current job?
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	You receive a written reference request for an ex-employee who was fired for drinking on the job.  How would you respond?
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	One of your employees makes the morning newspaper after he’s been arrested in a drug bust.  What action would you take?
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	What training programs have you implemented to prevent discrimination and sexual harassment in the workplace?
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	What materials do you read to stay current on changes in the Human Resources field?
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	As an integral part of our team leadership, you’d need strong skills for defusing friction among employees and supervisors.  Tell me about your skills and experiences in that area.
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	You’d be managing people who do a lot of routine work.  How have you invigorated your staff in the past?
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Additional Questions
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Overall Impression
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Average Rating
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Your Recommendation
	Hire
	Do Not Hire
	Second Interview
	Need More Information

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Print Name

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Signature

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Date

APPLICANT COMPARISON FORM 

Date:      
	Evaluator:      	
Position:      		

Once you have completed the interview process, transfer the notes and rating tallies you completed to the chart below.

Candidates’ Names	Average Rating	Recommendation	Overall Impression	
1.      	1	2	3	4	5		Hire
	Do Not Hire
	Second Interview
	Need More Information		
2.      	1	2	3	4	5		Hire
	Do Not Hire
	Second Interview
	Need More Information		
3.      	1	2	3	4	5		Hire
	Do Not Hire
	Second Interview
	Need More Information		

Candidates’ Names	Average Rating	Recommendation	Overall Impression	
4.      	1	2	3	4	5		Hire
	Do Not Hire
	Second Interview
	Need More Information		
5.      	1	2	3	4	5		Hire
	Do Not Hire
	Second Interview
	Need More Information		
6.      	1	2	3	4	5		Hire
	Do Not Hire
	Second Interview
	Need More Information		
7.      	1	2	3	4	5		Hire
	Do Not Hire
	Second Interview
	Need More Information		

Candidates’ Names	Average Rating	Recommendation	Overall Impression	
8.      	1	2	3	4	5		Hire
	Do Not Hire
	Second Interview
	Need More Information		
9.      	1	2	3	4	5		Hire
	Do Not Hire
	Second Interview
	Need More Information		
10.      	1	2	3	4	5		Hire
	Do Not Hire
	Second Interview
	Need More Information		

Comments:      

Evaluator’s Signature: