Human Resources Director

Job Overview: OrgShakers are a global team of seasoned HR practitioners with extensive experience working in, and consulting with leading organizations across multiple sectors. We are looking to add a dynamic People Director to the OrgEssentials division of our organization supporting a client in the Washington, D.C. area. OrgEssentials work with start-ups to help build and grow their people capability. For further information please visit www.orgshakers.com Job Summary: The People Director is responsible for working with clients to align business objectives with employees. The position formulates partnerships with external vendors to deliver value-added service to management and employees that reflects the business objectives of the organization. The People Director maintains an effective level of business literacy about the clients strategy, financial position, midrange plans, culture and competition. Supervisory Responsibilities: This position will have one direct report to be hired. The role has access to coaching and strategic HR support from a team of experienced Chief Human Resource Officers within OrgShakers OrgShakers have a team Administrator who can provide some support Duties/Responsibilities: Meets with clients (in person or virtually) to progress strategic priorities on a regular basis up to two days per week Direct talent acquisition strategy to attract top talent and implement comprehensive onboarding programs to ensure new team members are effectively integrated Oversee the development and implementation of sound policies and procedures, ensuring the client is a leader in best-in-class HR practices and compliance with all applicable regulations Lead talent management initiatives, including employee relations, organizational and performance management, and employee learning Serve as benefits administrator, including leading open enrollment and ensuring effective communication and rollout of benefit programs Champion organizational policies and manage organizational development efforts, including leading professional development and leadership training initiatives In partnership with the Leadership Team, establish performance management frameworks and succession planning tools to identify and develop high-potential talent Launch and oversee performance evaluation and management processes and ensure continuous improvement, including guiding managers on the development of performance standards and evaluation Drive continuous improvement in employee onboarding and offboarding processes to ensure smooth transitions across the organization Maintain accurate and confidential employee records in compliance with legal requirements, and conduct regular audits to ensure HR practices comply with regulations and organizational policies Foster a positive and inclusive work environment and expertly handle complex employee relations matters with professionalism Establish regular feedback systems, including stay interviews and focus groups, to gauge employee morale and address concerns Utilizing data, keep leadership informed of key metrics and insights into employee engagement, performance, and retention Performs other related duties as assigned Required Skills/Abilities: Excellent interpersonal and customer service-oriented skills Excellent verbal and written communication skills Confidence to advise clients senior management Ability to comprehend, interpret, and apply the appropriate sections of applicable laws, guidelines, regulations, ordinances, and policies Ability to acquire a thorough understanding of the clients strategy, hierarchy, jobs, qualifications, compensation, and related administrative practices Ability to work remotely and travel as per client needs Strong analytical and problem-solving skills Excellent time management skills with a proven ability to meet deadlines Organizational skills and attention to detail Proficient with Microsoft Office Suite, HRIS, Google Workspace, and Adobe Sign Education and Experience: Bachelor's or Master's degree in Human Resources, Business Administration, or related field. 5 - 7 years of HR experience, with a focus on employee relations, recruitment, and compliance. Professional HR certification (e.g: SHRM-CP, SPHR) is preferred but not necessary. Proven ability to cultivate a culture of efficiency and excellence. Demonstrated success in senior HR roles - HR Director or similar. SHRM Certified Professional (SHRM-CP) or SHRM Senior Certified Professional (SHRM-SCP) credential or ability to obtain certification within one year of employment