Director, Human Resources

The Association for the Advancement of Medical Instrumentation (AAMI) is at an exciting point in its 60-year history, and seeks a Managing Director, Human Resources for the next chapter. AAMI’s mission is to ensure the safe and effective use of healthcare technology, and our primary means of accomplishing that mission is the development, adoption, and application of voluntary consensus Standards and other consensus-based guidance; and providing related education, training, certifications, events, and products. The Managing Director, HR is responsible for the full gamut of HR responsibilities for AAMI. Develops and leads HR strategies and programs across the organization covering workforce planning, talent acquisition/recruiting, talent management, employee development and relations, organization development, performance management, compensation and benefits administration, HR information systems (HRIS), and regulatory compliance. Ensures HR policies and procedures are updated and adhered to by management and staff; ensures compliance with applicable federal, state, and local labor laws; is available to all management and staff for expert counsel and support in all facets of HR. The in-person management team role is located in Arlington, VA, and requires regular weekly (and often daily) on-site presence to foster collaboration, mentor Team AAMI staff, and provide effective support. Reports to the Chief Administrative Officer (CAO) and serves as a trusted advisor to the President/CEO. Partners closely with fellow management team members, colleagues, and external stakeholders to advance performance excellence (in effectiveness and efficiency), enhance Association and Staff activities (continuous improvement), and to enable growth (in scope and scale). Essential Duties (Responsibilities) Ensures that HR services and programs align with organizational values, accountability, positive employee experience, and relevant market benchmarks Develops and executes the HR strategy, objectives, and goals; ensures HR systems and programs support workforce planning, lifecycle talent management, employee relations, and performance management Manages the compensation, benefits, and professional development programs; provides compensation review and preparation for annual merit increases and bonuses Ensures HR internal controls, compliance, and risk management strategies, operational policies, manuals, and standing operating procedures (SOPs) align with applicable laws, regulations, and relevant best practices; reviews Policies & Procedures annually and ensures they are kept up to date in the AAMI Employee Handbook or as stand-alone documents Works closely and in coordination with the CAO on multiple projects throughout the year; keeps CAO apprised on issues of concern regarding staff Reviews all Payrolls on a semi-monthly basis, ensures payroll changes are initiated and included in payroll memo; reviews/approves wellness reimbursements benefit for all staff Leads Employee Relations (ER) consultations and resolutions; conducts ER investigations as needed Manages AAMI’s performance management program, including establishing guidelines, assisting supervisors and staff, reviewing content, and establishing guidelines Leads recruiting for all positions including selecting advertising, conducting resume review, managing the selection process, and making final offers including salary negotiations Oversees supervisor and staff training program, including management/leadership training, and staff training in areas of soft skills and HR related training areas as identified in coordination with CAO Leads the staff Inclusion, Equity, & Diversity (IE&D) Council, including scheduling meetings, preparing notes or minutes, slide preparation and review; prepares HR and IE&D Council slides, reports, and deliverables for management, All-Staff meetings, Board meetings, and other events Provides subject matter expert (SME) inputs to business documents including the strategic plan, business plan, and Annual Operating Plan (AOP) Performs other duties as assigned within areas of responsibility Minimum Required Qualifications Required Education --Bachelor’s degree in HR, business, or similar relevant field Required Experience Minimum of 16 years’ relevant experience of increasing HR scope and scale; with 8 or more years of senior HR experience in a national non-profit, military, and/or federal government organization highly preferred Demonstrated experience performing and managing HR functions in a complex organizational environment; history of partnering effectively across matrixed environments Proven history of supporting development of high-performing, cross-functional teams and fostering a culture of innovation, accountability, and continuous improvement Required Expertise Exceptional interpersonal, organizational, communication, and collaboration skills combined with sound judgment, tact, discretion, and confidentiality; ability to maintain fairness and impartiality Microsoft Office suite, strong Excel skills; demonstrated familiarity with relevant HRIS, pay, and benefits systems Excellent work ethic, a success-oriented approach, a focus on teamwork, and expertise in delivering exceptional customer service Detail-oriented, self-directed, and able to effectively complete tasks with minimal supervision Flexible and able to switch priorities as needed in a potentially fast-paced environment Preferred Qualifications Preferred Education --Relevant certification(s) highly desired (e.g., SHRM-SCP, HRCI-SPHR, PMP, etc.) Advanced degree (e.g., relevant Master’s degree, post-Graduate academic certificates, etc.) preferred Preferred Experience Experience in one or more national/international mission-driven nonprofit association(s) or similarly structured organization, with member-based organizational experience highly desired Experience advising senior executives, managers, and staff and effectively supporting them through periods of growth, change, or operational transformation Experience integrating acquired teams/lines of business due to rapid growth, asset purchases, new business ventures, and/or merger and acquisition (M&A) desirable Preferred Expertise Deep understanding of non-profit management, compliance, and best practices gained through demonstrated hands-on experience Member in relevant professional association(s) (e.g., SHRM, etc.) and familiarity with using, interpreting, and adapting related professional and benchmarking resources Familiar with Asana or MS Project Working Conditions This position is located in Arlington, VA and the successful candidate will live in the immediate DMV area permitting rapid access to the AAMI office. Preference will be given to local candidates within commuting distance to the AAMI office location. Working conditions are normal for an in-office, virtual, and hybrid environment. Travel domestically (generally two-to-three trips annually, but can be more), and possibly internationally, is required to support mission execution, business needs, and team integration. evening/weekend work as required to support AAMI events, deadlines, or special initiatives. Hybrid work schedule, two or more days weekly in office, often at least one additional day in office based on business needs. Flexibility required to increase days in office based on mission/business needs. Flexible hours: day and some evening hours required to support events and/or special initiatives. The statements contained herein describe the scope of the responsibility and essential duties/functions of this position but should not be considered to be an all-inclusive listing of work requirements. Individuals may temporarily or permanently perform other duties as assigned as the organization evolves, up to and including work in any other area of the organization to meet business needs, to cover absences or as relief to equalize peak work periods, to balance the workload, or as ascertained by the President/CEO. AAMI is an equal opportunity employer and provides equal employment opportunities to all employees and applicants for employment without regard to their actual or perceived race, color, creed, religion, national origin, ancestry, citizenship status, age, sex or gender (including pregnancy, childbirth and related medical conditions), gender identity or expression (including transgender status), sexual orientation, marital status, military and veteran status, physical or mental disability, protected medical condition as defined by applicable state or local law, genetic information or any other characteristic protected by applicable federal, state or local laws and ordinances. #J-18808-Ljbffr