📝 DRAFT — Director of Finance and Human Resources at Muse Incorporated

Director of Finance and Human Resources Muse Incorporated 💼 Operations ⏰ Full Time 🌍 Remote

posted 1755 days ago ✅ 4 applications

About the Job

Muse Incorporated is a privately owned C-Corporation established in San Francisco, California. The company’s culture is diverse, and it’s morals focused around the needs and desires of the artists and listeners that make what Muse is today. Muse Protocol is a company dedicated to decentralized ownership, transparency, and most of all, power to the people as a whole. With Muse Protocol, the world can become that much closer with art, and art can become more profitable in its true, raw essence.

Muse Incorporated challenges the current structure of the music industry, disrupts the available market at its core, and implements a new era of listener engagement that truly places listeners up close and personal with the music they love so much. Muse is exactly what it stands to be, the driving force behind what makes music what it is today.

The Director of Finance and Human Resources is responsible for developing and executing the human resource strategy in support of the organization’s plan, specifically in the areas of performance management, training and development, compensation, benefits, HR policies and procedures, legal compliance, company communications, employee relations, recruitment, retention, and strategic planning. In addition, the Director of Human Resources is responsible for the supervision and development of the HR team.

ESSENTIAL POSITION RESULTS

The essential functions listed are typical examples of work performed by positions in this job classification. They are not designed to contain or be interpreted as a comprehensive inventory of all duties, tasks and responsibilities. Employees may perform other duties as assigned.
• Partner with executive leadership team to help define the organization’s strategy and align HR priorities to ensure achievement of goals.
• Drive workforce planning efforts in alignment with short and long-term organizational needs and develop related change management plans.
• Facilitate the talent review process to identify, assess and develop staff to meet the workforce needs of the organization and enhance capabilities at all levels.
• Partner with the Training Manager to expand the network wide learning and development program.
• Support the performance management program, including performance appraisals and performance improvement plans.
• Maintain knowledge of current labor law, recent changes and implication for employee relations and management issues.
• Provide advice to the Executive Team on current HR issues and legal inferences; making recommendations for appropriate action. Partner with outside legal and consulting resources when appropriate.
• Develops policies that are operational and protect the organizations’ legal interest.
• Interprets policies for employees and managers. Ensures consistent application of policies and practices that conform to AHC/CHCN policies and the law.
• Manage compensation and benefit plans, including broker relations, plan renewal, and development of new programs.
• Conduct salary and benefits surveys within defined labor markets; develops salary structures and oversees the development of position profiles.
• Direct recruitment and termination process including new hire orientations and exit interviews.
• Partner with the Recruitment Manager to create workforce/recruitment strategies for our member health centers.
• Assist employees and supervisors to settle work-related conflicts through advice and mediation. Involve senior management when necessary.
• Manage the procurement, implementation and operations of an HRIS system and related analytics.
• Plan the agenda and facilitate regular meetings with Human Resources staff from member health centers.
• Participate on the Compliance, Communications, Disaster recovery and Internal Operations Team Committees