Description

The primary function of this position is to lead and maintain the human resource functions of the organization. This position works to execute the HR processes, policies, and procedures of Dark Horse to ensure that the company operates in a way that is compliant with company policies, state and/ or federal regulations.

The Director of Human Resources primarily leads the organization's HR functions: payroll, benefits, records maintenance, compliance, recruitment, leave tracking, employee training, workplace events, and employee relations, including union employees, as well as policy and process administration. A special focus will be placed on confidentiality, quality, productivity, and compliance.

Currently, the organization is experiencing significant change; the Director of Human Resources works in alignment and support of the Head of Finance and Administration to create stability and trust with the workforce.

Primary Responsibilities

Function Leadership & Decision Authority

Leads the company's HR function with a high level of integrity, keen focus on compliance with policies and employment laws.
Maintains a positive and engaging work environment for HR and the workforce at large. Engages positively with employees and owns the relationship between HR and the workforce in collaboration with the Heads.
Ideates solutions for HR related issues, bringing them to the Head of Finance and Administration for alignment, collaboration, and approval. Likewise, takes direction on decisions already made, supporting implementation and rollout to the organization.
Consults with legal counsel as appropriate, or as directed by the Head of Finance and Administration, on employment matters.
Participates and /or coordinates executive, management, and company staff meetings.

Employee Relations

Manages employee relations matters, including workplace investigations, performance concerns, corrective action, and separations, engaging the Head of Finance and Administration and legal counsel on complex situations.
Conducts or oversees workplace investigations with thorough, objective documentation, and ensures outcomes are applied consistently across the organization.
Coaches managers on performance management, documentation, and difficult conversations for both represented and non-represented employees.
Tracks employee relations trends and brings recommendations to leadership to address root causes.

Labor Relations

Serves as the company's day-to-day point of contact with the union, supporting a stable and constructive labor-management relationship.
Administers the collective bargaining agreement, including day-to-day contract interpretation and guidance to managers on applying its terms consistently.
Manages the grievance process, including investigation, response, and resolution, in coordination with outside counsel and the Head of Finance and Administration.
Participates in collective bargaining preparation and sessions, including research, proposal development, and costing with Finance, in coordination with outside counsel and leadership.
Ensures HR policies, practices, and communications align with the collective bargaining agreement and the company's obligations under the NLRA, including responding to union information requests and identifying changes that may require notice or bargaining.
Supports outside counsel on NLRB charges, unfair labor practice matters, and arbitrations as needed.

Workforce Communications

Acts as the voice of the organization for workforce communications. Drafts communications, seeks approval from the Heads, and sends company-wide communications. Additionally, communicates about new hires and departures. Communicates on behalf of the company on compliance, safety, legal, and union updates, etc., with approval.

Compliance, Confidentiality & Policy

Maintains strict confidentiality and trust in relation to employee records, employee information, and company information.
Annually reviews and makes recommendations to the Head of Finance and Administration for improvement of the organization's policies, procedures, and practices that are HR related.
Maintains knowledge of industry trends and employment legislation and ensures the organization's compliance.
Maintains responsibility for organizational compliance with federal, state, and local legislation pertaining to all employment matters.

Payroll, Benefits & Audit

Approve, review, and ensure accuracy of the bi-weekly payroll and reports.
Review and ensure accuracy of quarterly and annual reporting for payroll taxes.
Analysis, management, and administration of all company employee benefits and programs.
Prepare and manage annual audit processes for payroll, employee benefits, and compliance requirements. Respond to requests for reports from accounting, auditors, legal, etc.
Conducts compensation analysis, including market benchmarking and internal equity reviews, and brings recommendations to the Head of Finance and Administration.
Maintains the company's salary ranges and supports consistent, pay-equity-compliant pay decisions for new hires, promotions, and adjustments, in alignment with the collective bargaining agreement for represented positions.

HRIS, Data & Reporting

Acts as the primary stakeholder of the company's HRIS system. Maintains the system to meet the company's day-to-day needs and long-term goals.
Leads the performance management process using the company's HRIS system.
When possible, utilizes data to make informed decisions.
Directs the preparation and maintenance of HR reports as necessary to carry out the functions of the department. Prepares periodic reports for management as needed.

Talent: Recruitment, Onboarding, Training & Team Development

Lead and mentor a team of HR professionals (payroll and administrative staff), fostering professional development and growth within the HR department. Ensure effective delegation and optimize team performance. Create a collaborative, high-performance HR culture.
Evaluate and coordinate training programs for the Dark Horse workforce, with a focus on elevating the overall culture and ensuring compliance with state, federal and local laws. Administer compliance training, utilizing an outside 3rd-party online training vendor.
Establish and maintain current job descriptions for all positions in the company.
Plan and execute new hire orientation and support managers with onboarding of new team members to the organization.
Lead the recruitment and selection process utilizing company HRIS system, including: job postings, resume screenings, reference verifications, initial interviews (when requested), onboarding, and general orientations.
Coordinates or conducts exit interviews to determine the reasons behind separations.

Service & Vendor Management

Provides excellent internal customer service to employees and managers who need technical support, troubleshooting, and guidance associated with HR and payroll-related questions.
Assists managers and team members in their understanding of the organization's employment policies and procedures. Also, assists them in carrying out their responsibilities on employment matters.
May select and supervise Human Resources consultants, attorneys, and training specialists to coordinate the use of insurance brokers, insurance carriers, 401(k) administrators, and other outside resources of this kind.

Associate Responsibilities

Plan and execute all company staff parties or functions.
With the assistance of the finance dept, obtains cost-effective, employee serving benefits; monitors national benefits environment for options and cost savings.
May represent the organization at employment-related hearings and investigations.
Leads the implementation of company safety and health programs. Monitors the tracking of OSHA-required data.
Any other duties that may be assigned.

Requirements

What You’ll Bring

Required

BS/BA in Business, Human Resources, or a related field, or equivalent work experience.
Minimum of ten years of progressive Human Resources experience, including at least three years in an HR leadership role.
Minimum of three years of labor relations experience in a unionized workforce, including grievance administration, contract interpretation, and supporting collective bargaining.
Minimum of three years managing complex employee relations matters, including workplace investigations, performance management, corrective action, and separations.
Demonstrated ability to serve as a knowledgeable resource to the executive management team that provides overall company leadership and direction.
Working knowledge of federal and state employment and labor law, including NLRA, FMLA, ADA, and Oregon-specific regulations.
Excellent written and verbal communication skills, with the ability to build trust with leadership, managers, and represented employees.
Strong organizational skills and the ability to manage competing priorities.
Proficiency with HRIS platforms (Paylocity strongly preferred), Google Workspace, macOS, and Zoom.

Preferred

PHR/SPHR or SHRM-CP/SCP certification.
Experience partnering with outside labor counsel on NLRB charges, unfair labor practice proceedings, or arbitrations.
Experience with CWA, IATSE, or comparable union contracts in a media, entertainment, or publishing environment.
Specialized training in employment law, compensation, organizational development, employee relations, or safety.

Competencies

Business Acumen
Communication
Consultation
Critical Evaluation
Ethical Practice
Global & Cultural Awareness
HR Expertise
Leadership & Navigation
Relationship Management
Labor Relations

Dark Horse Comics

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