Launch is a Seattle-based nonprofit dedicated to ensuring a brilliant start for all children. Through our preschool, after school and summer programs, we provide equitable access to the highest-quality learning and care in a safe, enriching environment that prepares children for success in school and life. Our programs serve a diverse group of over 1,125 children ages 3-12 and are located on-site in 9 Seattle public schools and 3 community centers. Drawing on more than 40 years of experience, we serve as a proven model of effective programming and a passionate advocate for children, families and communities. Launch has an ongoing commitment to the principles and practices of diversity and inclusiveness throughout the community and strongly encourages applications from candidates who would enhance the diversity of the organization.
The Director of Human Resources (DHR) leads Human Resources practices and objectives that will provide an employee-oriented; high-performance culture that emphasizes empowerment; quality; continuous improvement; productivity and standards; goal attainment; and the recruitment, retention and ongoing development of a superior workforce. The DHR is responsible for the development of processes and metrics that support the achievement of the organization’s goals. This position is responsible for the health and safety of the organization’s workforce. Also coordinates the implementation of people-related services, policies and programs with the Human Resources Generalist. The DHR reports directly to the CEO, and assists and advises the organization’s senior leadership team about Human Resources issues. Participates as part of the Senior Management Team.
Duties and Responsibilities:
- Leads the development of department goals, objectives and systems. Provides leadership for Human Resources strategic planning
- Establishes Human Resources departmental measurements that supports the accomplishment of the company’s strategic goals
- Prepares periodic reports for management, as necessary or requested, to track strategic goal accomplishment
- Develops and administers programs, procedures and guidelines to align the workforce with the strategic goals of the organization
- Responsible for collection of data of trends in the field of non-profit and education that affect organization (workforce, benefits, compensation) and create goals with Senior Leadership team around findings to meet ongoing strategic goals.
- Writes and advises employees of organizational policy regarding employment law, benefits, policy and procedures and employee relations (employee handbook)
- Determines and recommends employee relations practices necessary to establish a positive employer-employee relationship and promote a high level of employee morale and motivation
- Conducts annual surveys to measure employee satisfaction and engagement
- Coaches and trains managers in their communication, feedback, recognition, and interaction responsibilities with the employees who report to them. Ensure that managers know how to successfully, ethically, honestly and legally communicate with employees
- Administers performance review program to ensure effectiveness, compliance and equity within the organization
- Investigates employee complaints, accidents, and unsafe situations and prepares appropriate reports for management or insurance carriers
- Leads the implementation of the organization’s safety and health programs. Monitors the tracking of OSHA/WISHA required data
- Consults legal counsel to ensure policies comply with federal and state law when required
- Identifies legal requirements and government reporting regulations affecting human resources functions and ensure policies, procedures and reporting are in compliance (HIPPA, OSHA, ADA, ACA, ERISA, EEO, FMLA, L&I etc.)
- Protects interests of employees and organization in accordance with organizational Human Resources policies and governmental laws and regulations to minimize risk
- Directs recruiting effort for all Exempt and Non-exempt personnel, substitutes and temporary employees including ads, resume review, phone screens, interviews, reference checks and employment offers
- Establishes the organization’s wage and salary structure, pay policies, and oversees the variable pay systems within the organization including raises, referrals bonuses, etc.
- Analyzes wage and salary reports and data to determine competitive compensation plan to help recruit and retain superior staff
- Administers salary administration program to ensure compliance and equity in the organization
- Obtains cost-effective, employee-serving benefits; monitors national and field benefits environment for option and cost savings
- Leads the coordination of benefits orientations and other benefits trainings for employees
- Administers benefits programs such as life, health, dental, vision insurance, paid time off, leaves of absence and 401K
- Negotiates benefit packages and rates annually
- Keeps records of employee benefits plans participation
- Recommends changes in benefits offered, especially new benefits aimed at employee satisfaction and retention
- Oversees the analysis, maintenance and communications of records required by law or local governing bodies or other departments in the organization
- Keeps track of personnel transactions such as hires, promotions, transfers, performance reviews, terminations and employee statistics for governmental reporting
- Maintains staff files according to city, state and federal regulations (ex. Department of Children, Youth and Families – DCYF.)
- Writes and delivers presentations to management or governmental officials regarding human resources policies and practices when required
- Manages employee communication and feedback through such avenues as leadership meetings, employee satisfaction surveys, newsletters, one-on-one meetings, etc.
- Coordinates all Human Resources training programs and provides necessary education and materials to leadership and employees including workshops, manuals, employee handbook and standardized reports
- Establishes an in-house employee training system that addresses the organization’s training needs including training needs assessment, new employee onboarding or orientation, leadership development, etc.
- Conducts annual trainings for Launch staff (conflict resolution, sexual harassment, equity/diversity, interviewing/hiring practices, etc.)
- Develops and monitors an annual budget that includes but not limited to HR services, employee recognition, benefits administration, etc.
- Selects and supervises HR consultants, attorneys, and training specialists and coordinates organization’s use of insurance brokers, insurance carriers and other outside sources
Knowledge and Skills:
- Knowledge and experience in employment law, compensation, organizational planning and development, recruitment, employee relations, safety, employee engagement and development Ability to work and interact with departmentsmthroughout the organization
- Proficient knowledge of Microsoft Office programs. Must include knowledge of excel and skills in Human Resources Systems (HRIS)
- Data base management a plus
- Highly organized with exceptional project, vendor and time management skills
- Demonstrated ability to work in a fast paced environment on cross-functional teams with a wide range of personalities
- Exceptional analytical and problem solving abilities
- Exceptional written and verbal communication skills
- Accurate with attention to detail
- Previous budget experience
Education and Work Experience:
- 9 years Human Resources generalist experience with progressive positions or an appropriate combination of education and experience.
- Bachelor’s or Masters’ degree preferred.
- A minimum of 3 years supervisory and leadership experience.
- Knowledge/experience in employment law, compensation, organizational planning, organization development, employee relations, safety, training, and preventive labor relations, preferred. Experience working in a non-profit organization preferred
- Active affiliation with appropriate Human Resources networks and organizations and ongoing community involvement, preferred.
- Senior Professional in Human Resources (SPHR) or Senior Certified Professional (SCP) certification preferred.
- Must be able to travel throughout the Puget Sound area as needed. Personal transportation required.
- Bilingual candidates a plus.
All qualified applicants will receive consideration for employment without regard to race, color, religion, sex, national origin, or protected veteran status and will not be discriminated against on the basis of disability. Launch is committed to working with and providing reasonable accommodation to individuals with physical and mental disabilities. If you need special assistance or an accommodation while seeking employment, please contact our HR team at (206) 726-7972. We will make a determination regarding your request for reasonable accommodation on a case-by-case basis. Launch is a 501(c)(3) nonprofit and an equal opportunity employer.