The Associate Director of Human Resources, Employee Performance and Success plans and manages the employee lifecycle including recruiting and onboarding, performance management, employee relations, training and development, diversity equity and inclusion initiatives, and offboarding. This position drives continuous improvement to support the organization’s strategic framework. The Associate Director ensures that programs are created and executed in alignment with the organization’s culture, values, and strategic objectives.
ESSENTIAL JOB FUNCTIONS
- Create and maintain an environment of equal employment opportunity, diversity, equity, and inclusion in support of the organization's culture and values
- In collaboration with the Director of Human Resources, develop, initiate and maintain effective programs for data-driven workforce retention, career progression, promotion and succession planning that achieves business goals and results in an internal bench of top talent
- Manage the maintenance and execution of the performance management system, including current job descriptions, standards of performance, and performance evaluation instruments for a matrix organization
- Through collaboration with Director of Human Resources, identify, execute, and track anticipated and required training needs based on human resource initiatives, legal and regulatory changes, career development needs, and other factors
- Counsel and coach managers and employees on interpersonal conduct, grievance procedures, and employee relations concerns, following internal guidelines and in accordance with collective bargaining agreements
- Advise the Director of Human Resources in creating a data driven learning culture. Implement, conduct, facilitate, and/or analyze results of employee morale, engagement, and retention initiatives such as incentive programs, satisfaction surveys, stay interviews, career development meetings, employee surveys, and exit interviews.
- Oversee strategic multi-state recruiting and onboarding efforts to attract and retain top talent
- Maintain knowledge of trends, best practices, regulatory changes, and new technologies in human resources, talent management, and employment law.
- Work closely with Associate Director of Compliance and Benefits to maintain compliance with existing and proposed federal and state laws/regulations affecting human resource management. Identify challenges or risks that could affect organization objectives and /or operational resources, and opportunities to improve organizational effectiveness.
- Performs other duties as assigned.
- Recruits, interviews, hires, and trains HR staff.
- Oversees the daily workflow of direct reports.
- Provides constructive and timely performance evaluations.
- Handles discipline and termination of employees in accordance with organization policy.
- Directly manages 2-3 employees: Currently Talent Strategist, with expansion to 1-2 future roles.
- Manages outside HR consultants, third party administrators, and vendors.
MINIMUM REQUIREMENTS AND QUALIFICATIONS
Education and Experience:
- Bachelor’s degree in Human Resources, related field, or equivalent work experience and qualifications required; Master’s degree in Human Resources or related field preferred.
- At least four years of human resource management experience required, with at least two years in a management position; non-profit sector experience required
- Developing and managing a performance management system – including partnering with supervisors and managers to execute plans, building accountability, tracking and reporting results
- Experience working in advancing diversity, equity and inclusion initiatives
- SHRM-SCP or SPHR preferred
- Experience working with bargaining unit preferred
- Ability to work collaboratively in a team, promoting mutual accountability and inspiring trust and confidence from HR colleagues and business leaders alike in addition to being able to influence key stakeholders. Develop and maintain positive relationships with employees, managers, senior leadership, and other stakeholders.
- Excellent interpersonal, analytical, and conflict resolution skills: ability to define problems, collect data, establish facts, and draw valid conclusions
- Excellent verbal and written communication skills: ability to read, analyze, and interpret documents such as safety rules and procedure manuals. Ability to write routine reports and correspondence. Ability to speak effectively in front of varied audiences.
- Excellent organizational skills with strong attention to detail. Experience leading and executing complex projects.
- Strong supervisory and leadership skills. Demonstrates sound judgement and ability to negotiate across all staff levels and organizational context.
- Thorough knowledge of employment-related laws and regulations throughout the United States.
- Proficient with Microsoft Office Suite. Experience with human resource information systems (HRIS), applicant tracking systems (ATS), and other relevant HR software preferred.
All staff are currently working remotely, and travel is limited through at least December 2020 due to COVID. In a normal operating environment, the work environment is generally quiet, and in an office setting. Up to 10% of overnight interstate travel may be required; generally, travel is quarterly to the NILC DC or LA office or another location within the US for 3-5 nights.
- Remaining in a stationary position, often standing or sitting for prolonged periods
- Communicating with others to exchange information.
- Repeating motions, like typing or answering a phone, that may include the wrists, hands and/or fingers.
- Assessing the accuracy, neatness and thoroughness of the work assigned.