Senior Director People Culture + Development

Job Description

Job Description

Description:

The Senior Director of People, Culture + Development (DPCD) supports the mission, goals and strategic plan of Nevada Donor Network, Inc. through planning, directing, managing, and coordinating all human resource management activities of the organization to maximize the strategic use of human resources and maintain all People, Culture + Development (PCD) functions effectively. 

The Senior Director of People, Culture + Development serves on the Senior Leadership Team providing oversight and consulting regarding human resources functions, including talent acquisition, selection, orientation, training, employee relations, human resources related policies and procedures, employment law, retention, compensation, Human Resources Information System (HRIS) management reporting, and benefits. Consults with and updates Management team regarding all PCD functions and as requested. In collaboration with Management and PCD Staff, develops, communicates, facilitates/coordinates implementation and monitors new and/or enhanced PCD programs, policies, and procedures, as approved by the Senior Leadership Team and/or Board. Promotes proactive, positive employee relations practices and environments in all areas. Understands and appropriately balances the roles of both employee and company advocate. 

• Develops and maintains employee compensation plans competitive with the local market and other related or similar organizations. 
• Develops and implements the organization’s employee benefits program, including but not limited to health, dental, life insurance, long term disability, and retirement plans:
• Ensures eligible employees are educated regarding benefits options and enrolled in various insurance plans in a timely manner.
• Ensures employee benefit records are accurately maintained and updated in a timely manner. 
• Develops and evaluates the organization’s benefits program in order to meet the needs of the organization while remaining cost effective.
• Ensures that annual projects (i.e., open enrollment) are conducted efficiently and within established timeframes.
• Develops and maintains a comprehensive Diversity, Equity and Inclusion program which includes policies and training across the organization. 
• Develops and maintains an organizational succession planning program. 
• Working closely with department leadership to ensure continuous identification and development of potential successors.
• Oversight of the employee talent acquisition and retention program.
• Oversees the employee safety program (including annual training) consistent with Occupational Safety and Health Administration (OSHA) requirements and industry regulations and standards. 
• Ensures proper screening and selection of all potential employees, as well as current employee transfers.
• Ensures legal compliance by maintaining and monitoring applicable human resource federal and state requirements, including but not limited to, all Equal Employment Opportunity Commission (EEOC), Americans with Disabilities Act (ADA), Family Medical Leave Act (FMLA), Long Term Disability (LTD), OSHA, Worker’s Compensation (WC), Unemployment claims.
• Provides guidance to leaders on the appropriate position descriptions and effective recruitment and retention strategies. 
• Directs oversight regarding employee training, evaluation, and disciplinary action. 
• Handles employee relations issues from beginning to end, ensuring compliance and prompt resolution. Acts as primary NDN contact communicating with insurance companies and legal counsel on escalated employment matters, mitigating risk.
• Promotes proactive, positive employee relations practices and environments in all areas; understands and appropriately balances the roles of both employee and company advocate. 
• Manages the annual performance appraisal process.
• Responds to requests for department reporting.
• Assists Directors in strategic planning.
• Collaborates with the Senior Leadership Team in organizational and departmental strategic planning.
• Collaborates with PCD staff to implement programs designed to enhance employee morale. 
• Develops, updates, and maintains all PCD policies and procedures in accordance with accepted industry standards. 
• Works with other department directors/managers to ensure compliance with Centers for Medicare and Medicaide Services (CMS), Association of Organ Procurement Organizations (AOPO), American Association of Tissue Banks (AATB), Eye Bank Association of America (EBAA), United Network for Organ Sharing/Organ Procurement and Transplantation Network (UNOS/OPTN), American Society of Histocompatibility and Immunogenetics (ASHI), and Medicare standards.
• Directs the review of departmental job descriptions to ensure compliance and updates are made, as necessary. 
• Works closely with Management Team for workforce planning and projection.
• Assumes responsibility for PCD staff evaluations and disciplinary action in accordance with NDN policy. 
• Oversees development and implementation of organizational training programs via supervision of Manager of Education and Development
• Ensures annual training is provided to all staff to include: OSHA/safety training, harassment prevention, driver safety, etc
• Ensures all newly hired employees are provided training in the above areas upon hire. 
• Ensures staff are competent in their job duties upon hire, and follow-up for 3-month, 6-month, 9-month, and annual.
• Assists Manager of Education and Development in designing and implementing programs to prevent workplace violence and all forms of harassment and discrimination in conjunction with corporate compliance.
• Represents NDN at unemployment hearings if necessary.
• Assesses needs, legal risks, and counsel’s management in the areas of employee relations, performance management, recruitment/retention, and terminations
• Provide training on Human Resources laws and practices for new managers and supervisors in the areas of interview and employment processes, discipline and performance management and the termination process.
• Performs other duties as assigned.

Requirements:

 

Education: Bachelor's Degree in Human Resources or related field required; Master’s Degree preferred

Experience: Five to ten years related managerial experience preferred

Computer Skills: Knowledge of MS office programs and HRIS systems

Certificates & Licenses: PHR, SPHR, SHRM-CP or SHRM-SCP preferred

Other Requirements: Experience in a non-profit environment, Medicare or healthcare experience preferred.