Senior Director of Human Resources

Job Description

Job Description

Critical features of this job are described under the headings below. They may be subject to change due to changes in our business processes or other business-related reasons.

POSITION SUMMARY

The Senior Director of Human Resources is responsible for leading the human resources function of the organization, including employee relations, compliance, performance management, payroll and benefits oversight, employee services, recruitment support, and employee experience.

This is a hands-on leadership role. The Senior Director of Human Resources works closely with the President and leadership team to identify and prioritize human resources needs and to implement HR priorities aligned with the Martha O'Bryan Center’s mission, vision, values, and organizational goals. The Senior Director of Human Resources provides HR expertise and recommendations to leadership while exercising sound and consistently fair judgment in complex personnel matters.

The Senior Director of Human Resources serves as a trusted, approachable resource for employees, supervisors, and leadership and provides guidance on personnel matters ranging from routine questions to complex and sensitive issues. The Senior Director of Human Resources is expected to exercise sound judgment, particularly in situations that require interpretation of policy, consideration of legal requirements, and thoughtful decision-making where there is not a clear or simple answer.

The Senior Director of Human Resources provides direct supervision to the Senior HR Generalist and is responsible for ensuring effective delivery of human resources services across the organization, including community and school staff. The Senior Director of Human Resources maintains sufficient knowledge of all core HR functions to provide oversight, ask informed questions, ensure continuity of HR services, and serve as a backup to perform HR operational responsibilities as needed.

ESSENTIAL DUTIES AND RESPONSIBILITIES

Essential duties and responsibilities include the following. Other duties may be assigned.

HR Leadership & Employee Experience

• Participates in organizational and leadership planning to help identify and prioritize HR needs. Works with the President and leadership team to develop and implement HR priorities aligned with organizational goals and direction.
• Provides leadership with recommendations regarding employee relations, performance, compensation, employee experience, staffing practices, and other people-related issues.
• Partners with leadership and managers to strengthen employee experience and reinforce a workplace culture aligned with the organization’s mission, vision, and values.
• Leads organization-wide employee recognition and engagement activities, including employee recognition and awards, fellowship lunches, social committee activities, employee appreciation, and other employee engagement initiatives.
• Provides guidance and support to hiring managers regarding job descriptions, candidate profiles, recruitment practices, interviewing, selection, and legally compliant hiring practices; participates in recruitment and selection as appropriate.
• Provides salary benchmarks and other compensation information to support leadership decision-making.
• Implements and manages an organization-wide performance management process, including job description review, goal setting, mid-year check-ins, and annual performance reviews.
• Identifies and develops necessary staff development and supports, connecting staff to external resources and development tools.
• Develops and provides HR reports and workforce metrics to leadership and uses available information to identify trends, concerns, and opportunities for improvement.
• Develops, manages and monitors the HR budget and related expenditures.
• Develops and implements practical methods for gathering and analyzing employee feedback and uses findings to inform recommendations to leadership.
• Conducts exit interviews and identifies trends, concerns, and opportunities that may impact employee experience, organizational culture, or effectiveness.

Employee Relations & Manager Support

• Serves as a trusted, approachable, and appropriately confidential resource for employees, supervisors, and leadership regarding workplace concerns and personnel matters.
• Leads employee relations activities, including employee complaints and concerns, workplace investigations, performance issues, policy violations, disciplinary matters, and other sensitive personnel matters.
• Provides advice and guidance to supervisors and leadership regarding employee relations and performance matters and partners with supervisors throughout the process.
• Leads Performance Improvement Plans, disciplinary plans, and employee terminations in partnership with supervisors.
• Supports supervisors in addressing employee concerns, managing performance, documenting appropriately, conducting difficult conversations, and applying HR policies and practices consistently.
• Helps supervisors and employees understand when HR involvement is appropriate and serves as an escalation point for complex or sensitive personnel matters.
• Consults legal counsel when appropriate and ensures employee relations matters are handled with appropriate documentation, confidentiality, consistency, and compliance.
• Provides guidance on complex ADA, workers’ compensation, FMLA/TMLA, and other leave or accommodation matters and serves as an escalation point for the HR team.

HR Compliance and Systems

• Maintains current knowledge of federal, state and local labor and employment laws and regulations. Assesses implications for the organization; consults legal counsel as needed to ensure policies and practices comply with applicable law.
• In conjunction with the Senior HR Generalist, oversees the building and maintenance of HR systems, policies, and procedures to support effective and compliant HR practices. Develops and maintains HR systems and reporting processes that meet management and organizational needs and identifies opportunities to improve HR processes, technology, and employee services.
• Oversees required HR reporting, records, audits, and compliance activities and ensures they are completed accurately and timely. Oversees the analysis, maintenance, and communication of records required by law or local governing bodies or other departments in the organization.
• Serves as the Title VI Coordinator for the Center.
• Supports HR needs across both community and school operations, including school-specific employment requirements.

HR Team Leadership & Operations

• Provides leadership and direct supervision to the Senior HR Generalist, who is responsible for HR operations, HRIS administration, onboarding, payroll, benefits, leave administration, recruitment administration, and other related activities.
• Works collaboratively with the Senior HR Generalist to ensure the accuracy, timeliness, and effectiveness of HR operations and provides guidance and support in resolving complex or unusual issues.
• Establishes and maintains an effective division of responsibilities within the HR team and adjusts responsibilities and workflows as organizational needs change.
• Collaborates with the Senior HR Generalist to ensure appropriate cross-training within the HR team and maintains sufficient working knowledge of core HR functions, including payroll, benefits, leave administration, HRIS, employment and labor laws, recruitment, and onboarding, to provide effective oversight and serve as hands-on backup during staff absences or as organizational needs require.
• Performs HR operational and administrative responsibilities as needed to ensure continuity of HR services, including preparing and distributing organization-wide HR communications, creating employee ID badges, maintaining employee records, and completing other routine HR tasks.

MINIMUM QUALIFICATIONS

The requirements listed below are representative of the knowledge, skills, and/or abilities required.

Education and Experience : 

• Bachelor’s degree or equivalent combination of education and experience.
• A minimum of seven years of significant progressively responsible experience in human resources, including at least three years in a leadership, supervisory or senior-level HR role.
• Experience advising managers and organizational leaders on complex personnel matters and substantial experience in employee relations and HR compliance.
• Demonstrated working knowledge across core HR functions, including employee relations, payroll, benefits, leave administration, recruitment, and HRIS.
• Demonstrated experience interpreting and applying federal, state, and local employment laws and regulations to mitigate organizational risk.

The above qualifications express the minimum standards of education and/or experience for this position. Other combinations of education and experience, if evaluated as equivalent, may be taken into consideration.

Knowledge and Abilities:

• Strong interpersonal, customer service, verbal, and written communication skills.
• Ability to earn credibility through sincerity, honesty, discretion, and sound judgment.
• Ability to exercise consistently fair judgment in complex personnel matters involving ambiguity, competing considerations, and sensitive information.
• Ability to balance legal and compliance requirements with organizational needs, mission, values, and employee experience.
• Ability to build trusting relationships and coach, support, and appropriately challenge managers and leaders.
• Strong organizational, time management, and project management skills, with a high level of detail and accuracy.
• Ability to interpret and apply policies and procedures consistently while recognizing situations that require additional consideration or legal guidance.
• Maintains sufficient knowledge of HR systems and technology, including HRIS, payroll, benefits, and related applications. 
• Professional HR certification (SHRM-CP, SHRM-SCP, PHR, or SPHR).
• Experience in a nonprofit organization, charter school or school system is a plus.

THE MARTHA O'BRYAN CENTER IS AN EQUAL OPPORTUNITY EMPLOYER