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Help Center
Job Descriptions - Human Resources Positions
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Job Summary:
Manages the compensation function for Corporate staff departments.
Plans, develops and implements new and revised compensation programs,
policies, procedures, in order to be responsive to the company's goals and
competitive practices. Assures thorough audits, reports and personal
contact that company compensation programs are consistently administered
in compliance with company policies and government regulations
Essential Job Functions:
- Monitors the effectiveness of existing compensation policies,
guidelines and procedures recommending plan revision as well as new
plans which are cost effective and consistent with compensation trends
and Corporate objectives; coordinates implementation and provides
guidance to Corporate staff.
- Provides advice to Corporate staff on pay decisions, policy and
guideline interpretation and job evaluation including the design of
creative solutions to specific compensation-related programs.
- Manages the administration of direct compensation (executive, exempt
and nonexempt cash compensation programs) for Corporate staff including
the processing, recording and reporting of compensation-related actions
taken on salaried employees.
- Develops techniques for compiling, preparing and presenting data.
- Supervises the participation in and conduct of both exempt and
nonexempt salary surveys to ensure corporate compensation objectives are
achieved.
- Keeps apprised of federal, state, and local compensation laws and
regulations in order to ensure Company compliance.
Knowledge, Skills, and Abilities:
- Special Requirements: Mathematical aptitude, analysis skills and
ability to communicate effectively orally and in writing. Strong
interpersonal skills in dealing with top management
- Government regulations as they apply to compensation base and
incentive compensation programs; company policies and operations.
Education/Training/Experience:
- Bachelor's Degree or equivalent in Business, Human Resources or
required field.
- Six (6) to eight (8) years progressively responsible experience in
Compensation.
Certificates, Licenses, Registrations:
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Job Summary:
Responsible for the development and administration of Employee
Relations Program; employee advocacy, and affirmative action program.
All methods of practice and/or work performance shall conform to written
established policies and procedures. Interfaces with employees, government
agencies, and educational institutions.
Essential Job Functions:
- Recommends specific individuals for specific opening &-applicants as
well as present staff.
- Conducts exit interviews with staff to determine if corrective
action may retain valued staff.
- Discusses exit interview findings with senior management.
- Assist with recruiting applicants by maintaining liaison with
schools, associations, and other recruiters.
- Represents the company at selected job fairs.
- Develop promotional material to aid in recruiting.
- Helps employees, supervisors, and department heads to settle
work-related conflicts through advice and recommendation.
- Recommends solutions to administration when repetition of individual
problems indicate negative trends.
- Administers the Equal Employment Opportunity and Affirmative Action
Programs.
- Participates in quality assurance activities.
- Maintains an attitude and philosophy consistent with the company's
standards.
- Performs other duties as assigned.
Knowledge, Skills, and Abilities:
Education/Training/Experience:
- Five (5) years' experience in a position of responsibility and
supervisory duties.
- Bachelor's degree required.
- Affiliation with human resources programs and HR organizations;
excellent verbal and written communication skills.
Certificates, Licenses, Registrations:
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Job Summary:
Responsible for coordinating and directing the Employee Relations
programs and functions. The incumbent has primary responsibility for
management labor and employee relations, personnel administration,
administration of employees' and self-insurance programs, safety programs,
and risk management programs. These functions include responsibility for
developing, interpreting, and recommending program goals and objectives,
policies, and procedures, and courses of action. The incumbent is
responsible for managing the employee relations activities according to
established guidelines and sound administrative practices.
Essential Job Functions:
- Formulates and recommends program goals and objectives in all areas
of employee relations.
- Develops, implements, and administers (through a variety of
techniques such as quarterly meetings) the management-labor relations
area of the personnel program in an effort to improve labor relations.
- Personally assures that the company is in compliance with the
Collective Bargaining Act.
- Supervises and provides direction to subordinate staff engaged in
developing and administering the recruitment and selection procedures
and the personnel policies and procedures.
- Supervises and provides direction to subordinate staff engaged in
developing and establishing in-service employee training and educational
assistance program in an effort to upgrade managerial, technical, and
support-level productivity.
- Supervises and provides direction to subordinate staff engaged in
developing and administering the risk management, safety programs, and
workers' compensation.
- Supervises and provides direction to subordinate staff engaged in
the processing of insurance claims, research, evaluation, and cost and
benefit analysis of the various insurance programs.
- Investigates problems, such as: working conditions, disciplinary
actions, and employee and applicant appeals and grievances. According to
circumstances, provides guidance and recommendations for problem
resolution to departmental officials and individuals.
- Prepares and presents required and special reports.
- Develops and presents the operating budget for the Employee
Relations Dept. and, upon final budget approval, assures that all
functions operate within appropriated amounts.
- Evaluates or reviews evaluations of performance on all employees;
effectively recommends hiring, promotion, termination, disciplinary, and
commendatory actions of all assigned personnel.
- Performs other duties as assigned or as may be necessary.
Knowledge, Skills, and Abilities:
- Must possess considerable knowledge of management-labor relations;
the principles, practices, and procedures of Human Resources Management.
- Must possess thorough knowledge in the specific areas of merit
systems; job content, qualifications, educational and training
requirements of a wide variety of occupations and wage and salary
administration.
- Must have a sound working knowledge of statistical concepts,
methods, and data collection procedures.
- Must have considerable knowledge of the principles and practices of
modern office management and recordkeeping.
- Must be able to research information and analyze data to arrive at
valid conclusions, recommendations, and plans of action.
- Must be able to prepare comprehensive reports and represent ideas
clearly and concisely, both orally and in writing.
- Must have the ability to plan, coordinate, and direct the work of
subordinate staff engaged in various professional, technical, and
clerical functions.
- Must have the ability to exercise considerable judgment and
discretion in establishing and maintaining good working relationships.
- Must possess some knowledge of laws and regulations relating to
insurance and safety administration.
Education/Training/Experience:
- Graduated from an accredited college or university with major course
work in Business or Public Administration, Human Resources Management,
or closely related field.
- Six (6) years' experience in human resources management, three (3)
years of which must have been in a responsible labor relations position.
- Three (3) years of which must have been in a supervisory position;
or an equivalent combination of related training and experience.
Certificates, Licenses, Registrations:
- SHRM Certified Professional (PHR) or Senior Professional (SPHR)
preferred.
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Job Summary:
Administers employee health, welfare and retirement plans company-wide.
Benefit programs include: 401 (k) Retirement Plan, medical/dental, income
protection, short-term disability, long-term disability, workers'
compensation, leave of absence, Flexible Spending (Section 125), Uniform
Program, etc. Acts as liaison between employee, insurance providers and to
resolve benefit related problems and ensure effective utilization of plans
and positive employee relations. Provides administrative support to human
resources function as needed (e.g. correspondence generation, record
keeping, file maintenance, HRIS entry). Ensures plans are administered in
accordance with federal and state regulations and plan provisions are
followed. Performs other HR generalist duties as assigned.
Essential Job Functions:
- Administers health and welfare plans including enrollments and
terminations. Processes required documents through payroll and insurance
providers to ensure accurate record keeping and proper deductions.
Serves as the Cobra Administrator for company.
- Conducts new employee orientations at headquarters to, ensure
employees gain an understanding of benefit plans and enrollment
provisions. Counsels employees (and potential employees/applicants) on
plan provisions so that individuals can informed benefit decisions. This
includes all levels of employees including executives.
- Manages annual open enrollment period during 4th quarter of each
year. Arranges for distribution of materials from carriers, assists
with, communicating changes to employees and arranges for on-site
representation by providers, Conducts employee presentations. Processes
changes within deadlines.
- Processes monthly billings from insurance providers. Reviews
billings for accuracy, codes and advances for payment. Resolves
discrepancies with carriers, payroll and the company. Completes reports
for management as requested.
- Strives to ensure employee understanding of benefit programs by,
regularly generating communication and counseling employees/dependents
as situations arise. Resolves employee complaints related to health and
welfare plans, Refers difficult or very complex complaints to manager as
needed. Acts as liaison with various insurance carriers and fosters
effective relationships with client representatives. Acts as a resource
for Plant Payroll/HR contacts to ensure their understanding and
compliance with benefit and HR policies and regulations. Keeps
management advised of potential problem areas and recommends/implements
solutions as appropriate.
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Performs recruitment activities, interviews, and
evaluates candidates for select positions at headquarters, Maintains
records related to same. Assists with preparation of annual affirmative
action plan. Performs outreach to community sources as needed.
Secondary Functions:
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Prepares government reports related to EEO compliance or
other HR functions.
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Writes, revises, edits and proofreads company policies &
procedures and related documents as needed. Uses electronic benefits
bulletin board and other vehicles to communicate information. Produces
the Company telephone directory.
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Conducts exit interviews in absence of supervisor.
Performance Factors
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Attendance and Dependability: The employee can be
depended on to report to work at the scheduled time and is seldom absent
from work. Employee can be depended upon to complete work In a timely,
accurate, and thorough manner and is conscientious, about assignments.
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Communication and Contact: The employee communicates
effectively both verbally and in writing with superiors, colleagues, and
individuals inside and outside the Company.
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Relationships with Others: The employee works
effectively and relates well with others Including superiors,
colleagues, and individuals inside and outside the Company. The employee
exhibits a professional manner in dealing with others and works, to
maintain constructive working relationships.
Knowledge, Skills, and Abilities:
Education/Training/Experience:
Certificates, Licenses, Registrations:
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Job Summary:
Assists department in carrying out various human resources programs and
procedures for all company employees.
Essential Job Functions:
- Assists in administration of compensation program; helps to monitor
performance appraisal process.
- Participates in benefits administration to include claims
resolution, change reporting, and approving invoices for payment
- Participates in recruitment effort for exempt and nonexempt
personnel (excluding managerial levels and above); and helps to
coordinate the use of temporary employees.
- Conducts new employee orientations; administers pre-employment
tests; conducts reference checks.
- Files EEO-1 report annually; maintains other records, reports, and
logs pertaining to applicant flow procedures.
- Assists in exit interview process.
- Assists in organizational training and development efforts.
- Maintains Human Resource Information System records and compiles
reports from database as needed.
- Participates in administrative staff meetings and attends other
meetings and seminars.
- Helps to maintain company organization charts and employee
directory.
- Performs other related duties as required and assigned.
Knowledge, Skills, and Abilities:
- Requires prior knowledge of principles and practices of human
resources. Prior experience with an HRIS database preferred. Requires
effective oral and written communication skills, excellent interpersonal
skills, and computer literacy.
Education/Training/Experience:
- A bachelor's degree in Human Resource Management, OR
- One to two years experience in the HR field, OR
- Any similar combination of education and experience.
Certificates, Licenses, Registrations:
Ability
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Job Summary:
Directly responsible for the overall administration, coordination, and
evaluation of the Human Resources function. Agency Expectation of Employee
Essential Job Functions:
- Adheres to Agency Policy and Procedures Acts as a role model within
and outside the Agency
- Performs duties as workload necessitates
- Maintains a positive and respectful attitude
- Communicates regularly with supervisor about Department issues
- Demonstrates flexible and efficient time management and ability to
prioritize workload
- Consistently reports to work on time prepared to perform duties of
position
Meets Department productivity standards
- Essential Duties And Responsibilities
- Annually reviews and makes recommendations to Executive Management
for improvement of Agency's policies, procedures, and practices on
personnel matters.
- Maintains knowledge of industry trends and employment legislation
and insures Agency's compliance.
- Responsible for Agency compliance with Federal and State legislation
pertaining to all personnel matters.
- Communicates changes in Agency personnel policies and procedures and
insure proper compliance is followed.
- Assists executive management in the annual review, preparation and
administration of Agency wage and salary program.
- Coordinates and/or conducts exit interviews to determine reasons
behind separation.
- Consults with legal counsel as appropriate, and/or as directed by
the CEO on personnel matters.
- Works directly with department managers to assist them in carrying
out their responsibilities on personnel matters.
- Recommends, evaluates, and participates in Staff Development for
Agency.
- Develops and maintains a human resources system that meets Agency
personnel information needs.
- Supervises the staff of the Human Resources Department.
- Participates on committees, and special projects and seeks
additional responsibilities.
Additional Duties And Responsibilities
- Accomplishes all tasks as appropriate.
Knowledge, Skills, and Abilities:
- Language Skills: Ability to read, analyze, and interpret common
scientific and technical journals, financial reports, and legal
documents.
- Ability to respond to common inquiries or complaints from customers,
regulatory agencies, or members of the business community.
- Ability to write speeches and articles for publication that conform
to prescribed style and format.
- Ability to effectively present information to top management, public
groups and/or boards of directors.
- Americans with Disability Specifications
Physical Demands:
- The physical demands described here are representative of those that
must be met by an employee to successfully perform the essential
functions of this job. Reasonable accommodations may be made to enable
individuals with disabilities to perform the essential functions.
- While performing the duties of this job, the employee is
occasionally required to stand; walk; sit; use hands to finger, handle,
or feel objects, tools or controls; reach with hands and arms; climb
stairs; balance; stoop, kneel, crouch or crawl; talk or hear; taste or
smell. The employee must occasionally lift and/or move up to 25 pounds.
Specific vision abilities required by the job include close vision,
distance vision, color vision, peripheral vision, depth perception, and
the ability to adjust focus.
Work Environment:
- Work environment characteristics described here are representative
of those that must be met by an employee to successfully perform the
essential functions of this job. Reasonable accommodations may be made
to enable individuals with disabilities to perform the essential
functions.
- While performing the duties of this job, the employee is exposed to
weather conditions prevalent at the time.
- The noise level in the work environment is usually moderate.
- The employee is expected to adhere to all agency policies and to act
as a role model in the adherence to agency policies.
Education/Training/Experience:
- Master's Degree or equivalent or four to ten years related
experience and/or training, or equivalent combination of education and
experience.
Certificates, Licenses, Registrations:
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Human Resources
Generalist
Job Summary:
Administers various human resources plans and procedures for all
company personnel; assists in development and implementation of personnel
policies and procedures; prepares and maintains employee handbook and
policies and procedures manual.
Essential Job Functions:
- Participates in developing department goals, objectives, and
systems.
- Administers compensation program; monitors performance evaluation
program and revises as necessary.
- Performs benefits administration to include claims resolution,
change reporting, approving invoices for payment, and communicating
benefit information to employees.
- Develops and maintains affirmative action program; files EEO-1
report annually; maintains other records, reports, and logs to conform
to EEO regulations.
- Conducts recruitment effort for all exempt and nonexempt personnel,
students, and temporary employees; conducts new-employee orientations;
monitors career development program, writes and places advertisements.
- Handles employee relations counseling, outplacement counseling, and
exit interviewing.
- Participates in administrative staff meetings and attends other
meetings and seminars. Maintains company organization charts and
employee directory.
- Assists in evaluation of reports, decisions, and results of
department in relation to established goals. Recommends new approaches,
policies, and procedures to effect continual improvements in efficiency
of department and services performed.
- Maintains Human Resource Information System records and compiles
reports from database.
- Maintains compliance with federal and state regulations concerning
employment.
- Performs other related duties as required and assigned.
Knowledge, Skills, and Abilities:
- Considerable knowledge of principles and practices of personnel
administration, effective oral and written communication skills,
excellent interpersonal skills.
Education/Training/Experience:
- A bachelor's degree and three (3) to five (5) years of Human
Resources experience, OR
- A master' degree in Human Resources Management and two (2) years of
experience in the HR field, OR
- Seven (7) years of experience in the HR field, OR
- Any similar combination of education and experience.
Certificates, Licenses, Registrations:
- Professional in Human Resources (PHR) certification preferred.
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National
Recruiting Coordinator
Job Summary:
Manages field sales and corporate office recruitment and staffing
needs.
Essential Job Functions:
- Develops recruitment strategies to achieve required staffing levels.
- Meets with managers to develop specific recruiting plans.
- Develops and maintains professional relationships with college,
university and community college placement offices as a source to
generate qualified applicants.
- Directs the efforts of employment agencies and search firms
including negotiating and controlling employment related fees.
- Schedules and attends job/career fairs with appropriate staff as a
source to generate qualified applicants.
- Provides information on company operations and job opportunities to
potential applicants. P> Screens and refers qualified applicants to
hiring manager for interviewing. May provide initial screening for
manager to obtain work history, education, training, job skills, salary
requirements.
- Arranges travel and lodging for applicants, if necessary-
- Conducts reference and background checks.
- Develops and conducts training programs for managers designed to
improve recruiting and hiring efficiencies and reduce turnover.
- Researches, analyzes, prepares and presents hiring and statistics.
- Corresponds with job applicants to notify them of opportunities.
- Maintains records on recruiting activities as required-
- Participates in development of annual recruiting budget.
Knowledge, Skills, and Abilities:
To perform this job successfully, an individual must be able to perform
each essential duty satisfactorily. The requirements listed below are
representative of the knowledge, skill, and/or ability required.
Reasonable accommodations may be made to enable individuals with
disabilities to perform the essential functions.
LANGUAGE SKILLS:
Ability to read, analyze, and interpret general business periodicals,
professional journals, technical procedures, or governmental regulations.
Ability to write reports, business correspondence, and procedure manuals.
Ability to effectively present information and respond to questions from
groups of managers, clients, customers, and the general public.
MATHEMATICAL SKILLS:
Ability to calculate figures and amounts such as discount interest,
commissions, proportions, percentages, area, circumference, and volume.
Ability to apply concepts of algebra and geometry.
REASONING ABILITY:
Ability to solve practical problems and deal with a variety of concrete
variables in situations where only limited standardization exists.
Ability to interpret a variety of instructions furnished in written, oral,
diagram, or schedule form.
Education/Training/Experience:
Bachelor's degree (S. A.) from four-year college or university or one
to two years related experience and/or training; or Equivalent combination
of education and experience.
Certificates, Licenses, Registrations:
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Recruiter
Job Summary:
Responsible for interviewing, testing, and referring applicants for
clerical, technical, administrative and management positions throughout
the Company. Considerable skill in interviewing techniques, a good
knowledge of all clerical and specialized functions in the Company, a
basic understanding of the Company's organizational structure as well as
an extensive knowledge of personnel policy and procedure and federal and
state laws regarding employment practices.
Because an approximate number of full-time employees will terminate during
the course of a year, the objective is to replace these lost employees as
quickly and economically as possible.
Analyze the information provided on a prospective employee's application
form, conduct a personal interview. Determine the suitability of the
applicant for employment. In cases where an applicant is judged
unqualified, tactfully turn the applicant away. When the information
provided indicates a good potential employee. Performs further background
reference investigation, i.e., prior employment references, transcripts,
etc. to gain adequate information on which to base a selection decision.
Take into consideration previous experience, education, etc.
Essential Job Functions:
- Follow up with the related clerical aspects of employment, such as
completing of health, employment, and insurance forms, notifying the
department of employee's starting date and the requisition the employee
is filling, etc.
- Promote from within" policy, should be ,involved in the posting
program. Under this program openings at all levels are posted, and
employees can apply for any position for which they feel qualified.
- Assist in recruitment efforts.
- Act as liaison with area employment agencies, preparation and
liaison with advertising agencies, processing and checking advertising
agency billings, liaison with temporary agencies, recording status of
authorized positions within the corporations, employment verifications,
employee referral program.
- Completion of weekly report on employment activity, exit interview
on terminating employees, completion of unemployment claims,
representation at unemployment hearings, and finally, orientation of new
employees.
Knowledge, Skills, and Abilities:
- This position requires an extremely perceptive person, who is
capable of relating to individuals at all levels. As unique situations
present themselves, the incumbent must be sensitive to corporate needs,
employee goodwill, and the public image.
Education/Training/Experience:
- Bachelor's degree or equivalent experience.
- At least (2) years related experience.
Certificates, Licenses, Registrations:
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Vice
President, Human Resources
Job Summary:
The VP Human Resources is responsible for directing all of the people
functions of the corporation in accordance with the policies and practices
of the Corporation, the ethical and social consciences of business and
society and the laws, regulations and administrative rulings of
governmental organizations and other regulatory and advisory authorities
and organizations. The incumbent will also be responsible for the
strategic human resource planning to provide the company with the best
people talent available and to position the company as the Employer of
Choice by being aware of policies, practices and trends within the
software industry, newly public companies and all of industry in general.
Essential Job Functions:
- Plan, develop, organize, implement, direct and evaluate the
organization's human resource function and performance.
- Participate in the development of the corporation's plans and
programs as a strategic partner but particularly from the perspective of
the impact on people.
- Translate the strategic and tactical business plans into HR
strategic and operational plans.
- Evaluate and advise on the impact of long range planning of new
programs/strategies and regulatory action as those items impact the
attraction, motivation, development and retention of the people
resources of the corporation.
- Develop staffing strategies and implementation plans and programs to
identify talent within and outside the corporation for positions of
responsibility. Identify appropriate and effective external sources for
candidates for all levels within the company.
- Develop progressive and proactive compensation and benefits programs
to provide motivation, incentives and rewards for effective performance
and to provide programs which utilize an employee and company
partnership for the short and long range health and welfare protection
of the employees.
- Develop programs to allow the corporation to embrace applicants and
employees of all backgrounds and to permit the full development and
performance of all employees.
- Develop human resource planning models to identify competency,
knowledge and talent gaps and develop specific programs for the filling
of the gaps. Areas of activity will include talent management through
proper succession planning programs for key contributor and management
positions, training and development programs for preparing employees for
more significant responsibilities and general business development
programs to enhance employee knowledge and understanding of the business
of the company and the software industry.
- Continually assess the competitiveness of all programs and practices
against the relevant comparable companies, industries and markets.
- Establish credibility throughout the organization with management
and the employees in order to be an effective listener and problem
solver of people issues.
- Develop appropriate policies and programs for effective management
of the people resources of the corporation. Included in this area but
not limited only to the following would be programs for employee
relations, affirmative action, sexual harassment, employee complaints,
external education and career development.
- Enhance and/or develop, implement and enforce human resources
policies and procedures of the organization by way of systems that will
improve the overall operation and effectiveness of the corporation. In
particular, manage the human resource information systems database and
necessary reports for critical analyses of the HR function and the
people resources of the corporation.
- Coordinate the activities, programs and strategic HR plans of other
HR departments throughout the corporation.
- Maintain knowledge of international HR policies, programs, laws and
issues. Understand the differences of domestic and international
policies and programs and coordinate the integration of all such
programs.
- Provide technical advice and knowledge to others within the human
resources discipline.
- Manage other areas such as relocation, employee communication,
employee safety and health and community relations.
- Manage the budget and other financial measures of the Human
Resources Department.
- Continue improving the programs, policies, practices and processes
associated with meeting the strategic and operational people issues of
the organization.
- Evaluation of the human resource division structure and team plan
for continual improvement of the efficiency and effectiveness of the
group as well as providing individuals with professional and personal
growth with emphasis on opportunities (where possible) for individuals.
- Accomplishes all tasks as appropriately assigned or requested.
Knowledge, Skills, and Abilities:
Language Skills:
Ability to read, analyze, and interpret the most complex human resource
related documents. Ability to respond effectively to the most sensitive
inquiries or complaints. Ability to make effective and persuasive speeches
and presentations on controversial or complex topics to employee groups,
management at all levels of the company and occasionally to the Board and
outside organizations.
Accountabilities and Measures:
Operating expense budget of $
Headcount of
Compensation and Benefit program costs of Annual purchases of
Physical Demands:
The physical demands described here are representative of those that must
be met by an employee to successfully perform the essential functions of
this job. Reasonable accommodations may be made to enable individuals with
disabilities to perform the essential functions.
While performing the duties of this job, the employee is occasionally
required to stand; walk; sit; use hands to finger, handle, or feel
objects, tools or controls; reach with hands and arms; climb stairs;
balance; stoop, kneel, crouch or crawl; talk or hear; taste or smell. The
employee must occasionally lift and/or move up to 25 pounds. Specific
vision abilities required by the job include close vision, distance
vision, color vision, peripheral vision, depth perception, and the ability
to adjust focus.
Work Environment:
Work environment characteristics described here are representative of
those that must be met by an employee to successfully perform the
essential functions of this job. Reasonable accommodations may be made to
enable individuals with disabilities to perform the essential functions.
While performing the duties of this job, the employee is not exposed to
weather conditions.
The noise level in the work environment is usually moderate.
Education/Training/Experience:
An experienced leader and human resource executive with appropriate
industry experience, preferably in the software field. An energetic,
forward-thinking and creative individual with high ethical standards and
an appropriate professional image. A strategic planner with sound
technical skills, analytical ability, good judgment and strong operational
focus. A well-organized and self-directed individual who is "politically
savvy" and a team player. An intelligent and articulate individual who can
relate to people at all levels of an organization and possesses excellent
communication skills. A good educator who is trustworthy and willing to
share information and serve as a mentor. An excellent facilitator who is
experienced in resolving conflicts between different parties to a dispute.
A decisive individual who possesses a strategic focus as well as an
operational, implementation and detail oriented perspective.
Diverse experiences in managing a range of administrative areas of
responsibility.
Masters degree (MA) or equivalent; or ten to fifteen years related
experience and/or training; or equivalent combination of education and
experience.
Certificates, Licenses, Registrations:
- SPHR level or MS/MBA equivalent in related field; CEBS a plus.
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