Divisional HR Director Job at The Salvation Army - NJ Division in Union

Essential Function

The Divisional HR Director (HRD) is primarily responsible for the divisional HR strategy in employee development & performance management, legal compliance & education, compensation & benefits, culture & engagement, and change management. The HRD also oversees the design, implementation, and evaluation of all HR programs, policies, & projects. The HRD acts as the Divisional Strategic Lead (DSL) for Legal Compliance, HR Technology, & Talent & Development.

Duties and Responsibilities

The duties listed below are the primary duties of this position but are not all the duties that may be required. The Salvation Army reserves the right to change, reduce, or expand the duties of this position at any time. Reasonable accommodations may be made for individuals with disabilities to perform the essential functions of this role.

Employee Development & Performance Management

1. Manage the Annual Development Review (ADR) process for the NJ division:
1. Update the annual ADR forms, revising competencies and examples based on employee and manager feedback.
2. Set and enforce ADR timelines and milestones, following up with employees and managers as appropriate.
3. Administer the merit increase process by establishing clear guidelines for employee merit increases, securing annual approvals, and following up with managers as appropriate.
4. Facilitate employee and manager training on the ADR competency framework and support employees and managers throughout the ADR process by addressing questions and concerns.
5. Ensure all employees and managers complete the ADR process and that all forms have been stored in the employees’ HR files.
6. Implement and manage a Learning & Development Curriculum that aligns with the ADR Competency Framework to foster employee growth and professional development across the division.
7. Advise Corps Officers and managers on employee development, performance, & disciplinary issues, including designing performance improvement plans as appropriate.

Compensation, Benefits, & Leaves of Absence (LOAs)

1. Establish and update organizational wage and salary structure, researching, developing, and implementing equitable and competitive pay practices across the division.
2. Monitor and regularly revise wages and salary structure to increase efficiencies and reduce costs.
3. Advise Corps Officers and Department Heads on appropriate salary/rates based on market research and internal parity data for new hires or restructures.
4. Collaborate with Finance on all payroll activities and support the Payroll Manager as needed.
5. Supervise benefits administration and oversee all activities, including open enrollment, qualifying life event changes (QLEs), leaves of absence, and terminations.
6. Distribute benefits enrollment forms to new hires, tracking completion and receipt of all required documents.
7. Enter and maintain employee data in Chesterfield CRI (Benefits Enrollment) system, including enrollments, terminations, address/job changes, beneficiaries, and related documentation.
8. Coordinate with Chesterfield and related vendors to provide prompt assistance to employees and dependents related to TSA benefits, including health insurance, short-/long-term disability, life insurance, workers’ compensation, pension & retirement, and supplemental insurance (AFLAC).
9. Answer employee questions and concerns about group benefit programs and refer them to appropriate partner contacts (Chesterfield, Empower, Mutual of America, AFLAC, etc.) for further assistance when needed.
10. Coordinate with the Payroll Manager to ensure all benefits enrollments, terminations, and changes are promptly entered in UKG Pro (HRIS) each pay period.
11. Provide advice, guidance, direction, and day-to-day support to managers, employees, and Officers on various benefits matters.
12. Manage the annual open enrollment process:
1. Coordinate with Territorial Headquarters (THQ) and Chesterfield to ensure all benefits materials are updated and ready for distribution.
2. Send out timely notices & communications to employees informing them of the open enrollment process, deadlines, and other important information.
3. Distribute open enrollment materials, including PT/FT Benefits Enrollment Guides, summary plan descriptions, and all required enrollment paperwork.
4. Oversee and manage ancillary employee benefits such as tuition reimbursement, employee discounts, voluntary benefits, etc., including enrollment and communications.
5. Create and disseminate benefits reports or requests for information as needed.
6. Draft and publish employee email communications regarding important benefits details and updates.
7. Ensure compliance with all FMLA/ADA notification requirements, communicating with employees promptly.
8. Actively engage in the interactive process with staff and managers to effectively manage medical/ADA job accommodation requests.
9. Protect all employee medical information, ensuring compliance with all federal, state, and local privacy laws.
10. Ensure policies regarding leaves of absence remain current and compliant and that procedures are consistently applied and effectively communicated.
11. Generate HR & Payroll reports in UKG Pro and Microsoft BI.

Culture & Engagement

1. Provide thought leadership and consultation on mapping, designing, and championing organizational culture at the divisional and local levels.
2. Facilitate training sessions and provide consultation on fostering a robust organizational culture and attracting, engaging, and retaining passionate employees.
3. Design and implement innovative employee engagement initiatives to promote community, peer recognition, and a sense of belonging for all TSA employees.
4. Conduct semi-annual Employee Engagement Surveys and present results to divisional leadership.

Change Management

1. Direct all change management initiatives related to HR projects and programs, managing deadlines, communications, budgets (if applicable), and “post-mortem” evaluations.
2. Along with the HR Manager, coordinate with THQ on all UKG Pro activities and future system implementations in the NJ division.
3. Oversee the implementation and management of all HR systems and tools in the division.
4. Consult with and advise Corps Officers and managers on proposed organizational or positional restructures.
5. Propose innovative solutions to increase process efficiencies and effectiveness.

Employee Relations

1. Serve as primary contact for all employee relations matters in the division.
2. Advise Corps Officers and Managers on complex employee relations issues, consulting with legal counsel as appropriate.
3. Address complex employee relations concerns, working with the HRM & HRG to coach and advise managers on best practices and recommended solutions.
4. Assess ER concerns and determine if they should be escalated to the General Secretary or Divisional Commander.
5. Investigate employee complaints or concerns, provide formal and informal counseling and coaching, and advise managers on the progressive discipline policy as needed.
6. Document employee investigations, performance concerns, and disciplinary actions.

Team Management/Leadership

1. Directly supervise the HR Manager and provide indirect supervision/oversight to the HR Coordinator.
2. Enforce departmental policies, goals, objectives, and procedures, collaborating with other Divisional leaders as appropriate.
3. Support the development and professional growth of the HR staff across the division by providing learning opportunities, access to training and resources, and encouraging participation in industry events.
4. Provide consistent, timely feedback to HR staff on performance strengths and areas of opportunity, soliciting feedback from the team regularly as well.
5. Meet with the HR team regularly to communicate updates, clarify assignments, answer questions, and encourage collaboration.
6. Review and approve timesheets, vacation, and leave requests as needed.
7. Complete the Annual Development Review for the HR Manager and review the same for the HR Coordinator.

Centers of Excellence – Divisional Strategic Lead

1. Legal Compliance

Ensure The Salvation Army complies with all relevant federal, state, and local employment laws and regulations.

Serve as the primary HR contact for all employment law matters, including all active and outstanding legal claims.

Coordinate with THQ HR, Legal, & Risk Management to ensure legal compliance in all employment changes, including terminations and restructures.

Consult with external employment law counsel on all employee matters with potential legal concerns.

Develop, revise, and update divisional HR policies and procedures to ensure legal compliance and equitable, ethical treatment of all employees.

Support and train Corps Officers and managers on HR compliance topics (e.g., New Officer Orientation).

Administer EEO-1 reporting for applicable NJ locations, submitting data to the federal portal promptly and by the assigned deadline.

Create a comprehensive audit schedule for all regulated HR data, including I-9s, territorial registry checks, HR personnel files, and UKG data.

Maintain the NJ Employee Handbook Addendum, regularly checking for relevance and updating as needed.

1. HR Technology

Support divisional HR systems and applications, providing troubleshooting assistance and overall guidance for:

Cognito Forms

UKG Pro/Ready

Adobe Sign

Develop and implement process improvements, configuration changes, and new workflows to improve the user experience with all HR systems.

Coordinate with the THQ HRIS team to propose and pilot new UKG features and functionality, serving as the divisional subject matter expert on turning business needs into effective technology solutions.

1. Training & Development

Implement and manage a Learning & Development Curriculum that aligns with the ADR Competency Framework to foster employee growth and professional development across the division.

Design and propose the annual HR monthly training calendar, coordinating with appropriate HR staff to facilitate individual training sessions.

Manage the divisional compliance training calendar, sourcing content, speakers, and activities.

Research and identify continuing education opportunities for employee certifications/credentials to encourage professional development and achievement across the division.

Administer and oversee the tuition reimbursement process in collaboration with DHQ Officers, providing guidance to managers and employees on the benefits and costs of the program.

Miscellaneous

1. Submit employee change transactions, restructures, policies & procedures, performance & disciplinary actions, and terminations to the Command Finance Council for review and approval.
2. Serve as backup for UKG Pro/Ready updates and maintenance.
3. Assist HR Manager & HR Coordinator with seasonal Red Kettle Campaign hiring process.
4. Update HR forms and templates as needed.
5. Protect confidential information and use discernment on if/when to share private, sensitive information.
6. Other duties as assigned by the General Secretary or the Divisional Commander.

Requirements

1. A bachelor’s degree in business, psychology, human resources, or another relevant field is required.
2. At least ten (10) years of progressive experience in Human Resources.
3. Knowledge of relevant federal and state employment laws and regulations, including but not limited to ADA, ADEA, Equal Pay Act (EPA), Pregnancy Discrimination Act (PDA), Title VII of the Civil Rights Act of 1964, GINA, Fair Labor Standards Act (FLSA), FMLA, and HIPAA.
4. Proven experience with HRIS applications, preferably UKG Pro/Ready.
5. Advanced technological proficiency, including experience with Office 365 products (Teams, Outlook, Word, Excel, PowerPoint, etc.) and Adobe Acrobat Pro.
6. Strong attention to detail with a particular focus on data quality & integrity.
7. Must understand and appreciate The Salvation Army’s mission as a church and a social services organization.

Desired Qualifications

1. A master’s Degree in HR or a related field is preferred.
2. Senior HR Certification preferred (SPHR, GPHR, or SHRM-SCP).
3. At least five years of supervisory experience preferred.
4. Excellent verbal and written communication skills, with solid attention to correct spelling and grammar.
5. Excellent organizational skills, planning, and priority-setting, with the ability to manage multiple priorities while meeting deadlines.
6. Reliable and trustworthy, with the discernment to appropriately handle sensitive and confidential matters.
7. Cultural awareness and sensitivity, passionate about promoting inclusiveness and belonging in the organization.

Job Type: Full-time

Pay: $100,000.00 - $120,000.00 per year

Benefits:

• Dental insurance
• Health insurance
• Life insurance
• Paid time off
• Vision insurance

Schedule:

• Monday to Friday
• Weekends as needed

Education:

• Bachelor's (Required)

Experience:

• Human Resources: 10 years (Required)

Ability to Relocate:

• Union, NJ 07083: Relocate before starting work (Required)

Work Location: In person