Director of Human Resources

General Purpose of the Job:

The Director of Human Resources is responsible for managing the daily workflow of a comprehensive Human Resources Department and ensuring the smooth operations of process oriented and driven Human Resources functions such as, but not limited to, employment and retention, performance management, benefits management and counseling, compensation planning, salary administration and job evaluation, training and development, employee relations, and human resource information systems and records integrity and management. The incumbent will directly oversee and manage employee relations, including mediating employee relations issues and assisting with disciplinary actions in accordance with company policies and employment law. Duties also include certifying legal and regulatory compliance as well as implementation of the organization's goals and objectives using creative and innovative strategies to reach varied audiences within the organization. The job role would be ideal for someone seeking to develop into a senior leader level within 2-3 years, but possesses superior management of Human Resources day-to-day responsibilities, staff supervision and guidance, and acute oversight of Human Resources audit and compliance.

Essential Duties and Responsibilities:

• Lead and mentor the HR team, ensuring effective communication and collaboration.
• Conduct weekly one-on-one meetings to review progress and provide support.
• Perform evaluations and assist in creating development plans for HR staff.
• Act as the primary contact for complex employee relations issues and escalate as necessary
• Provides advice and consultation to department managers on performance issues, dispute resolution, and the interpretation of policies and procedures.
• Mitigate legal risk to the organization through conducting regular audits, proactive training and education, clear systems and processes for managing conflicts with and between employees, handling and investigating complaints of harassment/discrimination and other unjust practice allegations.
• Track and analyze HR trends and metrics to identify and prevent recurring issues.
• Serves as an advocate for employees by listening and becoming aware of employee needs and concerns, sharing this information with senior leadership, researching best practices, and offering options for leaders to consider in addressing employee needs and concerns.
• Ensures planning, monitoring, and assessment of employees' work results by training managers to coach and discipline employees, scheduling conferences with employees when escalated; hearing and resolving employee grievances; counseling employees and supervisors.
• Regularly reviews and updates Human Resources policies to reflect changes in laws and practices all while ensures policies are understood and implemented consistently.
• Identifies, develops, and implements opportunities to streamline Human Resources processes, policies, practices, and procedures for approval by the organization leadership team by listening to employee concerns, reviewing best practices, and identifying opportunities to improve employee satisfaction, then communicating Human Resources policies and updates effectively.
• Maintains a pay plan conducting periodic pay surveys; scheduling and conducting job evaluations: monitoring and scheduling individual pay actions; recommending, planning, and implementing pay structure revisions.
• Contributes to employee engagement by advising and supervising the implementation and administration of employee-related programs, providing excellent customer service, automating processing systems communicating information about programs and services to employees and to all levels of management throughout the organization.
• Collaborates with all departments across the organization, specifically working with the fiscal department to confirm payroll accuracy and compliance.
• Oversees benefits management, new hire and annual open enrollment, changes, coverage terminations, ensuring compliance with regulations and organizational policies and interprets policies and state and federal laws in a consistent manner and implement new and alternative benefits initiatives.
• Lead the effective and efficient delivery of professional development of the performance management process and job-related opportunities by making sure that the organization's managers are equipped to engage in constructive and ongoing feedback and coaching, collaborate effectively when co-managing staff, and encourage staff to actively participate in identifying and addressing performance gaps in an effort to improve organization productivity with creativity and innovation.
• Provides training and promotes the use of Performance Review and Staff Development Plans as a staff development tool to identify training needs and professional development offerings and to inform promotion decisions, annual salary increases, terminations, succession planning and other personnel actions.
• Maintains historical human resources records by designing a filing and retrieval system and process for keeping past and current records.
• Fosters and facilitate a positive work environment that encourages knowledge of, respect for, and development of skills to engage those of other cultures or backgrounds through engagement initiatives.
• Conducts research and analysis of compliance with federal, state, and local employment laws and regulations, and recommends best practices; reviews and modifies policies and practices to maintain compliance.
• Remains competent and current on best Human Resources practices through self-directed professional reading, developing professional contacts with colleagues, attending professional development courses, and attending training in employment law, talent management, etc.; apply this knowledge to communicate changes in policy, practice, and resources to senior leaders.
• Diagnoses and leads HR projects that support the organization's growth and development.
• Contributes to the overall success of the organization by performing all other duties and responsibilities as assigned, and being able to pivot with ever-changing priorities and newly added job-related responsibilities that arise based on business growth, changes, needs, and demands.

Position Parameters [other measurable factors]:

• Decision-making responsibilities:
  1. Decisions generally include oversight, management and coordination of compliance related concerns. Strong analytic skills and ability to rapidly assimilate complex information. Strong influencing skills with the ability to generate support and build consensus.
• Problem solving responsibility:
  1. Must be able to identify and anticipate any issue through research and propose the resolution.
  2. Should possess a thorough understanding of industry requirements and transactions or related experience and all related departments' roles in such transactions.
  3. Creativity and an out of the box approach are required to improve all areas of responsibility.
  4. Exceptional consulting skills with the ability to probe and actively listen to gain understanding and help clarify inquiries, needs, and/or root cause of an issue.
• Working relationships and contacts:
  1. Interact with other departments or divisions to ensure cooperation and the delivery of proper services.
  2. Strong interpersonal skills necessary to work with outside regulators or investors.
  3. A friendly, engaging personality a plus to work with internal departments to research and resolve compliance issues.
  4. Must be able to present and explain documentation to senior management and management in control functions.
• Impact/importance of function:
  1. Demonstrated critical ability to facilitate and conduct the activities around the organization's compliance matters with an ultimate resolution in order to stay within regulatory guidelines and prevent future related risks. Maintaining accurate records can minimize regulatory exposure, as well as reputational risk.
  2. Develops functional and practical compliance strategies that align with organizational objectives by contributing information, analysis, and making beneficial recommendations of policies, and procedures to senior management, department heads, colleagues, and other stakeholders.
  3. Proven hands-on responsibility for the full scope of an administrative management/leadership position.

Position Requirements and Minimum Qualifications:

• Job-related knowledge:
  1. Direct work experience in and knowledge of nonprofit organizational operations and governmental contract knowledge is strongly preferred.

1. A minimum of eight (8) years of direct human resources management experience which should include extensive knowledge and in-depth understanding in HR functions, but not limited to the following: employment law and regulatory compliance, risk management, employee relations, classification and compensation, job analysis, job evaluation, talent acquisition and retention, employment services, benefits management, training and staff development, performance management, development of and application of policies and procedures, management and audit of HRIS systems and records, employee relations engagement and communications, and simple to complex investigations.
2. At least six (6) years of directly supervising a team of human resources professionals.
3. Proven ability to align HR strategies with organizational goals and drill down to creating and/or developing team and individual performance goals.
4. Excellent business judgment and willingness to learn new practice areas.

• Job-related skills, including language, mathematical, and reasoning (analytical) skills:
  1. Utilize demonstrated good judgment, sensitivity, and high discretion in the handling of confidential information and consulting employees and management.
  2. Communicate effectively and establish credibility throughout the organization with Senior Management, department heads, colleagues, and stakeholders as an effective developer of solutions to business compliance challenges and potential risks.
  3. Ability to provide thoughtful, progressive and strategic guidance.
  4. Expertise in analysis, critical decision making, project management, and process improvement.
  5. Demonstrated ability to understand and work with analytical tools, reports and technology.
  6. Must be highly detail oriented with excellent evaluative and mathematical skills.
  7. High level of experience and comfort working within an HRIS system.
  8. High level of computer proficiency in MS Office: Outlook [email system] Word, Excel [with advanced level knowledge], PowerPoint, Adobe, internet navigation, and the ability to learn new technologies and databases.

• Intellectual, creative, and/or communication abilities:
  1. Ability to act as liaison among a range of internal customers, manage with influence by demonstrating strong communication, relationship management, organizational and analytical skills.
  2. Equal ability to work independently or as part of a multi-functional team in reviewing business and contractual requirements output and adherence to company policy and regulatory directives.
  3. Highly ethically motivated and results-oriented, proven creative problem solver with positive respectful proactiveness.
  4. Strong interpersonal, management, supervisory, and leadership skills with an excellent change management approach.
  5. Excellent time and project management with strong follow-up skills, with the ability to prioritize and manage multiple tasks assigned efficiently.
  6. Superior written and oral communication, organizational, and presentation skills.
  7. Ability to work in a dynamic, rapidly changing environment, adapting to multiple and shifting required priorities and collaborating with a wide range of colleagues to deliver expected results.
  8. Must have incredible initiative, the ability to work well under pressure, and the ability to be flexible and work both independently and as part of a team to complete complex projects in a fast-paced environment.
  9. Must be adept and comfortable with crisis management.
  10. Critical thinking, analytical and problem-solving skills as well as resourcefulness.

• Licenses, certifications and degrees:
  1. Bachelor's degree in human resources management, business management, or related field. Master's degree is strongly preferred.

• Other:

1. May be required to work long hours and a varied schedule.
2. Travelling throughout various locations in the New York City area.
3. Lifting and moving objects weighing up to 30 pounds several times a week.
4. Reasonable accommodation may be made to enable individuals with disabilities to perform the essential functions.

EEO Statement -Children's Rescue Fund is an Equal Opportunity Employer. We celebrate diversity and are committed to creating an inclusive environment for all employees. All qualified applicants will receive consideration for employment without regard to race, color, religion, sex, national origin, disability, gender identity, sexual orientation or protected veteran status.

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