Director of Human Resources

Reporting to the Chief Strategy Officer, the Director of Human Resources manages all human resources (HR) functions and guides organizational culture in order to support the practices of a high-performing organization. Key responsibilities include recruitment, on-boarding, professional development, compensation and benefits, payroll, and legal/policy compliance. The HR Director will establish partnerships with organization leaders to create and maintain a respectful, diverse, and energetic workplace culture. They serve as key advisor to managers on employee relations matters including legal and policy compliance. Our highest priority is a high-performing employee team achieving our goals with integrity and respect for all, especially co-workers.

Essential Functions 

• Recruitment
  • Actively recruit a diverse candidate pool and manage complete recruitment process to maintain and build a team consistent with organizational mission and skill requirements
  • Ensure efficient use of management resources required to support the recruitment process
• On-Boarding/Off-Boarding
  • Ensure initial introduction of new staff to organization is productive and welcoming
  • Address organization-wide learning requirements and support department-specific learning requirements
  • Support building of team focused on mission and culture as well as necessary skills
  • Develop and steward off-boarding protocols that effectively and respectfully serve departing employees
• Staff Professional Development
  • Ensure staff skills and levels are aligned with needs and available resources of the organization
  • Conduct training for all staff and individual coaching, identifying training and professional needs to tailor training accordingly
  • Address professional development appropriate for continued progress of staff in their career path
  • Manage development of team to support contemplated organization needs and succession planning
• Organizational Culture and Performance
  • Partner with senior leaders to define and drive a positive, productive and inclusive workplace culture
  • Create a respectful, diverse, energetic workplace culture
  • Create and implement programs to enhance engagement, morale, and team building
  • Drive diversity, equity, and inclusion initiatives
  • Perform exit interviews
  • Conduct and analyze satisfaction/engagement surveys
• Compensation, Benefits and Payroll
  • Oversee compensation programs and practices
  • Administer job descriptions
  • Administer and improve performance management process
  • Conduct internal/external salary bench-marking, and pay equity
  • Oversee the administration of benefits, benefits renewals, and plan designs
  • Negotiate optimal benefits for employees, then negotiate with vendors to achieve the optimal cost for these benefits
  • Oversee payroll management and processing
• Ensure Policy and Legal Compliance
  • Ensure internal HR policy administration and best practice development
  • Oversee unemployment/workers compensation insurance administration
  • Ensure the maintenance of personnel files and background check results
  • Distribute annual notifications as required
  • Maintain Employee Handbook and update, as necessary
• 211 Support
  • Provide targeted support for Senior Director of 211

Additional Functions 

• Serve as staff lead and liaison to HR Committee of the Board, which advises on organizational HR matters
• Serve on the Diversity, Equity, and Inclusion Committee to advance equitable human resources practices and improve culture

People Management Responsibilities 

• 2 direct reports

Financial/Budgetary Responsibilities 

• No separate budget

Education and Experience 

• Required
  • Bachelors degree or equivalent experience in business practices, human resources, customer service, or related subject matter.
  • 6+ years of experience in a variety of human resources disciplines with a solid understanding of legal and regulatory requirements.
• Preferred
  • Advanced degree preferred (or equivalent combination of education and experience)
  • PHR (Professional Human Resource) or SPHR (Senior Professional Human Resource) certification is desirable.
     

Annual Salary

• Pay Grade 111
• Salary Range $83,018 - $97,644
   

Knowledge, Skills, and Abilities 

• General knowledge and understanding of every step in the employee lifecycle, from recruitment to retirement
• Ability to coach teams and individuals at all levels of the organization
• Strong negotiation and influencing skills
• Ability to be flexible and persistent in driving change through periods of ambiguity
• Solid analysis skills and the ability to turn data into information
• Excellent project management skills and the ability to drive long-term projects while managing short-term issues
• Unquestionable integrity and ability to maintain confidentiality

Certifications/Licenses 

• Required
  • None
• Preferred
  • HR certification from SHRM or HRCI (PHR, SPHR, SHRM-CP, SHRM-SCP, etc.)

Physical Demands 

• Sedentary  Exerting up to 10 lbs. of force occasionally and/or a negligible amount of force frequently to lift, carry, push, pull, or otherwise move objects, including the human body. Involves sitting most of the time but may involve walking or standing for brief periods of time.
   

Travel Requirements 

• Potential travel outside the region via air transportation

This job description is not designed to cover or contain a comprehensive listing of activities, duties or responsibilities that are required of the employee. Duties, responsibilities, and activities may change; new ones may be assigned at any time with or without notice.