Director of Human Resources
This position will be posted until filled.
Job Summary: The Director of Human Resources is a full-time, salaried, benefited position. The Human Resources Director is responsible for organizing and administrating all aspects of Human Resource functions for the Winthrop Rockefeller Institute (Institute). The Institute is committed to building a more diverse, equitable, and inclusive (DEI) workplace. The ideal candidate will have basic knowledge of DEI best practices and demonstrated commitment to understanding DEI strategies. Duties include recruiting, on-boarding, payroll and benefits administration, compensation, annual performance reviews, employee training and safety compliance, employee file administration, policies & procedures with all legal compliance. Responsible for maintaining current policies and procedures in accordance with Equal Employment Opportunity, and Federal and State regulations, and DEI best practices. This position requires a perceptive person who can relate to individuals at all levels as well as the ability to establish trust within the organization. The information handled must be accurate and held strictly confidential.
Leadership Development & Organizational Culture
• Bring a Human Resources Operations perspective to all strategic initiatives for the organization as requested, ensuring that the senior management team is engaged in relevant HR Operations conversations and decisions, and is provided with accurate and relevant reports and materials
• Design and implement a professional development plan, providing a range of opportunities available to all employees and teams
• Assume a leadership role in developing a Diverse, Equitable and Inclusive culture and strategies to enable employees to perform in accordance with Institute Core Values
Operations and Compliance
• Work with third party administrators to ensure the Institute offers a robust insurance package. Benefits include but are not limited to retirement, medical, dental, vision, and life insurance plans
• Direct performance review program and annual salary adjustments to ensure effectiveness, compliance, and equity
• Develop and maintain written documentation for office and HR procedures that may be applicable or necessary as per labor laws. Ensure standard operating procedures for HR are in place for the ease of cross-training
Human Resources Management
• Plan, organize and supervise all activities of the department including talent acquisition, orientation, employee performance, employee engagement, employee career development, training, leadership development, legal compliance, compensation, benefits, employee relations, employment practices and procedures, communications and employee events
• Ensure HR policies, procedures, record-keeping, and reporting are in compliance with government regulations
• Create, implement and manage HR policies and practices with an emphasis on diversity, equity and inclusion in recruitment, retention, compensation and employee work environment
• Assist senior management team in the development, implementation, and periodic review of employee policies and procedures, job descriptions, and the employee handbook, helping ensure that they are equitable.
• Respond to inquiries regarding policies and procedures and provide training as needed or requested
• Interpret Institute policies and regulations to new and existing employees. Coordinate the dissemination of information to employees through posted notices, memos, e-mail, flyers, brochures, etc.
• Help build a more diverse work place, with a focus on recruitment and retention. Coordinate recruitment, interview and placement process including the placement of needed advertisements, in-house vacancy postings. Serve as facilitator and resource for department managers and/or administration. Perform reference and background checks on prospective candidates in a timely manner.
• Provide counsel to leadership regarding employee relations, disciplinary and job performance issues, compensation matters, and participate in performance discussions with management
• Research and provide recommendations regarding employment law as needed or requested
• Administer bi-weekly payroll and oversee the benefits program, including open enrollment, annual review and renewal processes. Maintain current information, literature, records and reports related to established benefit programs such as insurance and retirement. Disseminate benefit information to employees, and assist employees with inquiries regarding benefits.
• Coordinate management training including but not limited to interview processes, hiring, disciplinary actions, terminations, promotions, performance review, safety, sexual harassment, and the payroll database
• Develop and administer compensation program to ensure compliance and equity within organization; conducts wage surveys within labor market to determine competitive wage rate and recommends action when discrepancies are found
• Plan and oversee HR department budget
• Supervise HR/Payroll Coordinator and Safety Coordinator
• Stay apprised of and enforce adherence to labor related legislation requirements, including minimum wage, FMLA and worker’s compensation mandates; maintain knowledge of changes in policies and procedures and awareness of current developments and trends in Human Resources related issues; and maintain personal professional growth through appropriate organizations, workshops, seminars and other educational endeavors
• Maintain employee records in compliance with record-keeping requirements
• Oversee worker’s compensation in compliance with state and federal laws; works closely with the Safety Director to investigate accidents and prepares reports for applicable agency if found to be labor related incidents
• Other duties as assigned
Competency or position requirements:
• Extreme confidentiality in accordance with best practices and applicable privacy laws
• Excellent knowledge of state and federal employment laws
• Thorough knowledge of human resources best practices
• Knowledge of Diversity, Equity, and Inclusion best practices in Human Resources and nonprofit management
• Basic P&L knowledge and budgeting
• Excellent communication and organizational skills
• Commitment to and a champion of work policies that promote and maintain diversity, equity and inclusion
• Ability to build trust among employees and relationships with external partners
• Proficient knowledge of payroll best practices
• Research and strategic planning skills
• Proficient knowledge of employee benefit plans (health, ACA, retirement, FSA, DCSA, etc.), especially related to non-profit status
• Diligent and firm with high ethical standards
• Proficient computer knowledge (Microsoft Office, internet, employment/benefits databases)
Environmental Factors: (lifting, standing, sitting, sounds, chemicals, hazards, etc.)
• Must be able to sit for extended periods of time (8-10 hours)
• Must be able to lift up to 20 lbs.
Quality or Quantity Standards: The Institute expects integrity, professionalism and high quality work from all employees.
Required Education: Bachelor’s degree in Business Administration or Human Resources Management
Required Certification: PHR or SHRM-CP
Required Experience: 5+ years in Human Resources management
Preferred Certifications: SPHR and/or SHRM-SCP
Work Schedule: Varies
Salary Range: $65,000 - $80,000
EQUAL OPPORTUNITY EMPLOYER
We are an Equal Opportunity Employer and do not discriminate based on race, color, national origin, gender, religion, age, disability, veteran or military status, genetic information or any other legally protected status.
DRUG FREE WORKPLACE
We are a Rule 36 Drug Free Workplace which means an applicant is required to submit to a pre-employment drug test after being given a conditional offer of employment.