Description

Summary

The Director of Human Resources leads the daily operations of HR with a people-centered approach. They will work as a trusted advisor and partner with the VP of People and Culture to design and strengthen HR practices that reinforce the Foundation’s mission and long-term strategic goals. This role works in collaboration with the VP for People and Culture on the full employee lifecycle, including talent acquisition and retention, employee relations, performance management, and the Foundation’s organizational performance review process. This position is responsible for ensuring compliance with federal and state laws and regulation. They will work closely with  the VP of People & Culture on organizational compensation and benefits strategy, workforce strategy, and aligning human resources practices to support a culture that is people-centered, outcomes focused, and is committed to continuous improvement. 

Key Responsibilities 

Talent Acquisition and Retention

The Director oversees recruitment initiatives by assisting hiring managers throughout the selection process, advertising job opportunities, coordinating interview schedules, and managing onboarding procedures to facilitate a seamless integration for new employees.

•       Provide current and prospective employees with information about policies, job duties, working conditions, wages, opportunities for promotion, and employee        benefits.
•       Plan and conduct new employee orientation to foster a strong understanding of the Foundation’s benefits, policies, and team approach. 
•       Foster a sense of belonging and positive experiences for new staff.  
•       Identify staffing and recruiting needs; develop and execute best practices for hiring and talent management.
•       Collaborate with senior leadership to understand the Foundation's goals and strategy related to staffing, recruiting, and retention.
•       Develop, update, and maintain job descriptions across the organization.
•       Conduct Employee Engagement surveys and develop course of action based upon survey results.

 Employee Relations and Performance Management

The Director acts as an internal advisor to supervisors and staff on employee relations issues, offering guidance on improvement strategies and disciplinary procedures. Additionally, the Director oversees the performance evaluation process and coordinates initiatives related to employee engagement and recognition.

•       Develop constructive and cooperative working relationships with others and maintain them over time.
•       Encourage and build mutual trust, respect, and cooperation among team members.
•       Support management by providing HR advice, counsel, decision making, and analyses of risks. 
•       Act as a neutral safe harbor for all staff and a liaison between employees and management, addressing workplace concerns and promoting positive employee        relations.
•       Respond to employee queries and resolve issues in a timely and professional manner.
•       Partner with the VP of People & Culture to address and resolve personnel issues.
•       Monitor, track, and document employee relations activities, including coaching and interventions.
•       Oversee the administration and continuous improvement of the Performance Evaluation program.
•       Provide instructions to managers on how to issue corrective actions, including maintaining equitable and systematic adherence throughout the process.
•       Provide coaching and support to managers on employee relations, conflict resolution, and disciplinary actions.
•       Conduct or support VP of People & Culture with workplace investigations. 

Compensation, Benefits and Leave Administration

The Director is responsible for overseeing the Foundation’s compensation policies, coordinating open enrollment for employee benefits, and serving as the primary point of contact for the third-party leave administrator.

•       Work with the Employee Benefits Committee to analyze benefits and to establish competitive programs ensuring compliance with legal requirements.
•       Provide staff with education related to benefits use – promoting wellness programs and working with employees to understand how to utilize existing benefits. 
•       Administer performance management systems. 
•       In collaboration with the VP for People and Culture, the CFO, and the EVP administer the organization’s compensation structure including salary guidelines to          ensure internal equity, market competitiveness and legal compliance.
•       Participate in compensation and benefit surveys and/or conduct wage surveys within the labor market; analyze data and recommend adjustments to ensure            competitiveness.

Compliance and Policy Oversight

The Director is responsible for ensuring compliance with all applicable federal and state employment laws, including the ADA, FLSA, Title VII, and relevant regulations. This position involves monitoring regulatory updates, maintaining current personnel policies, and overseeing the accurate and confidential management of employee records.

Monitor the Foundation's compliance with federal, state, and local employment laws and regulations, and recommended best practices; review and modify policies and practices to maintain compliance.

Maintain knowledge of trends, best practices, regulatory changes, and new technologies in human resources, talent management, and employment law. Apply this knowledge to communicate changes in policy, practice, and resources to the VP for People & Culture.

•       Stay current with HR best practices and legal developments through ongoing education and professional networks (e.g., SHRM)
•       Oversee maintenance of accurate and up-to-date employee records. 
•       Prepare compliance-related reports and documentation, as needed.
•       Annually maintain and update the Employee Handbook to reflect policy and legal changes.
•       May represent the Foundation in personnel-related hearings and investigations.
•       Process unemployment claims in collaboration with state agencies. 

Learning and Development

In collaboration with the VP for People & Culture the Director of HR works with employees and people mangers to identify employees' professional development needs.

•       Identify the developmental needs of others and coaching, mentoring, or otherwise helping others to improve their knowledge or skills.
•       Design and deliver training on HR, employment law and leadership development topics.
•       Oversee annual harassment prevention training.

 HR Operations and Systems Management

The Director oversees the daily operations of the Human Resources department.  This role includes oversight and maintenance of HR systems and technologies.

•       Conduct research and analysis of organizational trends including review of reports and metrics from the Foundation's human resource information system              (HRIS).
•       Assist in the development of organizational strategies by identifying and researching HR issues, including contributing experience and information, presenting        findings, and making recommendations to the VP of People & Culture, and Senior Management Team, as needed.
•       Plan, organize, and oversee all facets of the Human Resources department to ensure equitable treatment of all employees, in compliance with legal                          requirements and company policies.
•       Assist VP of People & Culture in strengthening communication, accountability, and decision-making.
•       Design and implement initiatives to enhance employee engagement, manager effectiveness, and Foundation morale.
•       Serve as a steward of company values and mission, fostering a positive, inclusive, and high-performance culture
•       Other duties as assigned.

Requirements

Education and Experience

• Bachelor’s degree in Human Resource Management or a related field required and a minimum of five years as a human resource manager or an equivalent combination of related work experience, training and/or education sufficient to successfully perform the essential duties of the job is required.
• SHRM-CP/SHRM-SCP or PHR/SPHR strongly preferred.
• Demonstrated knowledge of federal and state employment law compliance and HR
  best practices required.

Skills and Abilities

• Broad generalist background including coaching and counseling, performance management, teambuilding, as well as compensation and benefits.
• Flexibility to adapt to changing priorities and deadlines.
• Ability to work under pressure and manage time effectively.
• Demonstrated ability to work with extraordinary confidentiality, discretion, and flexibility.
• Strong leadership skills with the ability to guide and influence others.
• Exceptional interpersonal skills with the ability to build and maintain strong, effective relationships.
• Demonstrates teamwork, professionalism, and the ability to lead by example.
• Ability to communicate effectively with all levels of employees, including executive leadership and the Board of Directors.
• Ability to work effectively with a diverse group of individuals across varying backgrounds and perspectives.
• Demonstrated ability to research and deliver HR expertise including employment law and best practices in a clear and accessible manner to internal teams across a range of initiatives.
• In-depth knowledge of federal, state, and local employment laws, with practical experience applying and interpreting regulations.
• Working knowledge of HRIS platforms, with a preference for experience using BambooHR or Lattice.
• Excellent verbal and written communication skills.
• Strong problem-solving and independent decision-making abilities.
• Superior skills in Microsoft Office Suite (Word, Excel, PowerPoint, Outlook) and database software.
• Demonstrated creativity and alternative thinking to develop effective solutions to challenging situations.
• Excellent organizational skills, attention to detail and ability to manage multiple priorities.
• Excellent presentation and training skills.
• Proven ability to work independently as well cooperatively with a team.
• Proven ability to apply common sense understanding to navigate difficult HR scenarios.
• High initiative, focus on process improvement and problem-solving skills.
• Passion for the mission and goals of the Foundation.
   

Physical Demands & Work Environment

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.

•       Ability to lift 10 lbs. or more, regularly
•       Ability to sit for extended periods of time while completing desk work 
•       Regular use of computer, keyboard, and mouse for data entry and correspondence
•       Some travel required