Cambridge Systematics, Inc. is shaping the future of transportation. We are industry leaders, transportation specialists dedicated to ensuring that transportation investments can deliver the best possible results. By providing innovative policy and planning solutions, objective analyses, and technology applications, we help our clients anticipate and meet future transportation needs while improving the performance of existing infrastructure and operations. Above all, we are committed to our clients’ success in making transportation better for future generations.
Human Resources (HR) partners strategically with the Cambridge Systematics community to offer a broad range of programs and services. HR provides leadership and guidance in the development, implementation and administration of talent acquisition strategies, employee performance and development initiatives, and our total rewards program. Human Resources is dedicated to attracting, developing and retaining a diverse group of transportation industry leaders and corporate service professionals, by proactively identifying and responding to the changing needs of our customer.
Reporting to the Chief Operating Officer, the Director of Human Resources ensures that the overall business strategy and business and functional requirements are translated into effective HR programs and services that meet the needs of our business. Manages the Human Resources department, developing policies and programs to provide an employee-focused, high performance culture. Major areas of responsibility include regulatory compliance, talent acquisition, talent management, training, learning and development, employee relations, total rewards. The Director of Human Resources also serves as a strategic advisor to the firm’s senior management team and as a business partner to client groups.
Essential Functions and Responsibilities
Human Resources Operations Management
•Establishes talent acquisition practices and procedures aimed at developing a talent pool of highly qualified candidates and hiring the most qualified candidate for each position. Leads executive search efforts, and interviews senior-level candidates as needed •Establishes and implements in-house training programs that address company needs across division lines (e.g., sexual harassment training, conducting performance appraisals, interviewing, performance management) •Administers wage and salary structure, pay policies, performance evaluation programs, employee rewards programs and services, as needed. Monitors for effectiveness and cost containments •Oversees implementation of programs through Human Resources staff. Monitors administration to standards. •Develops and monitors the human resources operating budget to support company goals and objectives
Strategy/Business Partner Consulting
•Formulates and recommends human resources policies and objectives focused on establishing a high-performance culture that emphasizes quality, productivity, the achievement of goals, professional development, and the recruitment and retention of a highly qualified workforce •Supports a process of organizational development that primarily addresses succession planning throughout the company. Evaluates plans and changes to plans. Makes recommendations to senior management •Conducts a continuing study of all Human Resources policies, programs, and practices to keep top management informed of new developments •Develops relationships with key leaders within the organization, demonstrating effective human resources guidance •Demonstrate business acumen and an understanding of the financial drivers of company performance •Analyzes trends and metrics to Human Resources group to develop solutions, programs and policies •Provides day to day performance management guidance to line management (coaching, counseling, career development, disciplinary actions) •Provide guidance and input on business unit restructures, workforce planning, succession planning •Takes a proactive approach to develop human resources recommendations that align with the strategic direction of the organization •Consistently and effectively manages time and workload •Provides exceptional value-added service to clients •Strives to develop long-lasting client relationships •Actively listens and seeks to understand client needs
•Oversees company compliance with all federal, state, and local labor and employment law requirements including, but not limited to, those related to Equal Employment Opportunity (EEO), Affirmative Action (AA) the Americans with Disabilities Act as amended (ADA), the Family and Medical Leave Act (FMLA), HIPAA Privacy Rule and the HIPAA Security Rule, Affordable Care Act (ACA), the Fair Labor Standards Act (FLSA), Employee Retirement Income Security Act (ERISA), The Vietnam Era Veterans' Readjustment Assistance Act (VEVRAA), Worker Adjustment and Retraining Notification Act (WARN), Occupational Health and Safety Act (OSHA), Fair Credit Reporting Act (FCRA), Uniformed Services Employment and Reemployment Rights Act (USERRA), workers’ compensation, I-9, e-Verify, immigration laws and employment tax laws •Coordinates with Internal Counsel and other operating units to analyze the impact of new laws and regulations and recommends steps to address them. • Directs the preparation of information requested or required for compliance. Approves all information submitted. Acts as a primary contact with internal and outside counsel, as well as outside government agencies •Protects interests of employees and the company in accordance with company Human Resources policies and governmental laws and regulations •Approves recommendations for terminations. •Keeps senior leadership informed of significant problems that jeopardize the achievement of objectives and those which are not being addressed adequately at the line management level
•Establishes clear and measurable annual objectives •Sets high performance standards and expectations for oneself and others •Ensures staff members see how their work relates to broader CS goals •Gives staff regular and timely feedback on how they are doing their jobs •Engages in two-way dialogue about performance •Solicits feedback from others to ensure full perspective • Is open and candid in dealings with people; engages in difficult conversations when needed •Works constructively with staff members to address performance problems •Demonstrates a genuine interest in others’ success and development •Actively encourages people to develop new skills and acquire new areas of knowledge •On an ongoing basis coaches staff members how to succeed at CS •Provides developmental opportunities that challenge and stretch people •Identifies resources both within and beyond CS to help with individual’s development
EOE AA M/F/VET/DISABILITY