HR Director

Robert Half is looking for a very strong HR Business Leader to join the ranks of a very successful organization with our client in the Westlake, OH area. The person who fills this seat must be highly motivated, creative, and proven to demonstrate growth, stability, and the ability to impact culture through created initiatives and process management. Below is a list of responsibilities:

• Support our business leaders and teams which span across multiple business units

• Acquire broad understanding of our people strategies, enabling talent development and

improving retention at the local level

• Manage issues that require a detailed knowledge of the fundamental and advanced concepts

and practices in Human Resources

• Work with HR colleagues and local business leaders to provide responsive approaches and drive

adoption of HR initiatives locally

• Skillfully convey subtle or complex messages clearly, as appropriate for the topic and audience

• Provide guidance and expertise to address complex issues, including all aspects of the

employment process

• Drive process utilization by training leaders on relevant systems and regular checking on

adoption and understanding of tools

• Work to identify turnover risk, proposing viable strategic interventions

• Assist in maintaining compliance with federal, state, and local regulations by evaluating current

processes and making recommendations for updated policies and procedures

• Provide HR coaching and guidance to business partners in areas including, but not limited to:

employee relations, terminations, corrective action plans, performance plans, custom policy

creation/implementation, etc.

• Demonstrate deep subject matter expertise on complex human resources topics such as multistate labor law compliance, wage and hour laws, and changing employment regulations

• Establish a trusted advisor relationship to ensure client satisfaction and colleague support

• Evaluates structure, job design and headcount forecasting, and other people data analysis

• Perform analytical tasks in support of HR in relation to compensation, turnover and headcount

• Facilitates compensation process and benefits administration; assists with the development and

implementation of hourly workforce compensation recommendations

• Coordinates various needs assessments and participates in special projects

• Identify root causes and conduct relevant data analysis in order to propose both short-term and

long-term interventions and solutions

• Command a working knowledge of best HR practices & current Employment Law, including but

not limited to I-9s, personnel files, Worker’s Compensation, EEO, ADA, FMLA,

• Develop communication materials (e.g., Excel, PowerPoint presentations, termination letters,

and other correspondence with unions.)

• Performs other duties as assigned