PCSI is looking for a new Director of People! The Director of People is a critical role responsible for learning & development, support of diversity and inclusion initiatives, performance management, and company policies. In partnership with the Sr. VP of People, the Director will set direction for the People team, driving transformation to a proactive business function and serving internal stakeholders. This position also directly leads a diverse team of employees including the Sr. Manager of the People Team, the Talent Partner, and People Team Business Partners, ensuring that this team carries out their responsibilities in accordance with applicable laws and the organizational goals.
The Director of People serves as a strategic consultant to leaders at all levels and is a trusted coach to employees. We are looking for a dynamic, innovative, and results-focused human resources leader who can continue evolving a People team that lives PCSI’s values, delivers on its strategy, and attracts and retains a talented team. This is a hybrid remote position based out of PCSI’s corporate office in south Austin, TX.
Benefits Include:
- Base pay of $145,000-$160,000 depending upon experience.
- Annual bonus of up to 13%.
- 21 days of PTO per year, in addition to all federal holidays.
- Medical, dental, vision, and other coverage: employer contribution offered to cover employee-only tier.
- 401k plan with matching on contributions up to 6%.
Who We Are:
PCSI is a non-profit organization whose mission is to enhance the lives of people with disabilities through employment, advocacy, and partnerships. We vet, prepare, lead, and sustain a skilled workforce that provides top-tier services at job sites across the country. Our areas of expertise are wide and diverse; total facilities maintenance, hospital environmental services, custodial and grounds, disability awareness training, job coaching, and job placement are just a few. We integrate people with disabilities and veterans into meaningful jobs with competitive wages and benefits. Serving people of all abilities in their life’s journey is at the heart of what we do.
What You’ll Do as Director of People:
- Assist and directly support the Senior Vice President in the administration of all human resource (HR) policies, programs, and practices to include legal compliance, benefits, labor relations, recruitment, employee relations, career development, leader development, succession planning, and training.
- Directly lead a team of employees including the Sr. Manager of the People Team, the Talent Partner, and People Team Business Partners ensuring that this team carries out their responsibilities in accordance with applicable law and the organization’s strategy, directives, and policies. Responsibilities inherent in this role include:
- Planning, assigning, and directing the work of the team, and appraising individual team member performance.
- Establishing and maintaining a high standard for interviewing, hiring, training, and support to leader development of all company employees.
- Providing guidance to the team for the rewarding and disciplining of company employees.
- Personally participating in addressing and guiding the resolution of employee complaints and problems.
- Lead or participate in People Team related inquiries, investigations, and audits.
- Develop human resource planning models to identify gaps in competency, knowledge, and talent/skills, and develop specific programs to fill any gaps.
- Manage the recruitment process and oversee the administration of the affirmative action plan and company-wide efforts for Diversity, Equity, Inclusion, and Accessibility (DEI&A) across the entire workforce.
- Provide training opportunities based on being a subject matter in such areas as the Family and Medical Leave Act, the Fair Labor Standards Act, Prevention of Harassment, DEI&A, and other HR related topics.
- Participate as a strategic partner in the development of the corporation’s strategy and development of new lines of business, with particular focus on their impact on employees at all levels.
- Oversee the design and development of the non-executive compensation strategy and program. Provide oversight to ensure regulatory compliance, fairness, equity, and market-competitive salary levels.
- Respond to queries and/or requests for information by governmental agencies, customers, and third parties, including company employee complaints to third parties.
- Be prepared to represent the company at related hearings and at union grievances.
- Participate in corporate communications efforts as they relate to the People Team and HR topics. Be prepared to speak publicly and engage third parties to promote company strengths within the human resources discipline.
- Stay current on HR-related federal and state and case law changes and labor law updates.
- Evaluate and recommend human resource outsourcing opportunities and identify potential vendors.
- Serve as the HIPAA Privacy Officer overseeing all ongoing development, implementation, maintenance of and adherence to the organization’s policies and procedures covering the privacy of and access to protected health information in compliance with federal and state laws.
Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions.
What You’ll Need to Be Successful:
- Bachelor’s degree in human resources, Business, or related field, required. Master’s degree preferred.
- Minimum ten (10) years of responsible leadership experience in leadership, management, or supervisory positions.
- Minimum ten (10) years of experience in advanced Human Resources-related work.
Knowledge, Skills, and Abilities:
- Excellent written, oral, and interpersonal communication skills.
- Ability to work selflessly in a team-oriented, collaborative environment.
- Ability to resolve complex organizational issues and address individuals in conflict.
- Highly self-motivated and directed, and able to set and manage priorities.
- Strong knowledge of Microsoft Office, particularly, Word, Excel, PowerPoint, and Teams.
- Strong knowledge base of learning management systems and current leader development practices.
Other Requirements:
- Ability to pass criminal, drug, financial, and driving screening.
- May need to have the ability to legally drive a company vehicle.
- Ability to gain approval for physical access to secure military base work locations. Restrictions vary from site to site.
- Routinely operate a computer and other office productivity equipment and frequently exchange detailed information in person and over the phone; may be called upon to conduct briefings to groups.
- Occasional travel may be required, up to 15% of workdays over a 12-month period.
Equal Opportunity Employment
PCSI is an equal opportunity employer and values diversity at our company. We provide equal employment opportunities to all employees and applicants for employment and prohibit discrimination and harassment of any type without regard to race, color, religion, age, sex, national origin, disability status, genetics, protected veteran status, sexual orientation, gender identity or expression, or any other characteristic protected by federal, state or local laws. All Veterans and/or persons with all types of disabilities are strongly encouraged to apply!
Equal Opportunity Employer/Protected Veterans/Individuals with Disabilities
The contractor will not discharge or in any other manner discriminate against employees or applicants because they have inquired about, discussed, or disclosed their own pay or the pay of another employee or applicant. However, employees who have access to the compensation information of other employees or applicants as a part of their essential job functions cannot disclose the pay of other employees or applicants to individuals who do not otherwise have access to compensation information, unless the disclosure is (a) in response to a formal complaint or charge, (b) in furtherance of an investigation, proceeding, hearing, or action, including an investigation conducted by the employer, or (c) consistent with the contractor’s legal duty to furnish information. 41 CFR 60-1.35(c)