Director, Human Resources, EducationWorks

Posted by on February 27, 2011

Director, Human Resources
Position Description

The Director of Human Resources will provide professional leadership and execution to the HR function, both tactical and strategic, in support of the agency’s mission, vision, and priorities. A member of the senior management team, the Director reports to the Executive Director.  The position supports agency locations in Lawrenceville, NJ and Philadelphia. PA.  The Director has no direct subordinates.

The Director plays a key role to ensure the agency has effective tools and processes to attract, reward and retain a strong workforce.  In addition, the Director will play a senior advisory role to strengthen the organizational culture and will partner with senior management to drive toward a culture of performance accountability.

Key responsibilities include, but are not limited to:  ensuring the agency is compliant with state and federal employment laws, developing and communicating effective policies and practices for the organization, managing recruitment/selection processes for regular and temporary positions, providing performance management tools and resources, support to employee benefits administration, and supporting the organization’s approach to employee development and learning.

Key Responsibilities
I.    Legal/Compliance Framework
•    Ensure compliance with state and federal employment and benefit laws or guidelines.  This includes, but not limited to:
o    EEOC
o    Workers Compensation
o    Unemployment
o    FMLA
o    ERISA
o    Disability
•    Provides effective communication and advisement to management and staff on legal framework

II.    Recruitment, Selection, and On-Boarding Processes
•    Design, implement and manage all recruitment and selection processes for full and part-time staff.  Advise management on tools, processes, protocols.
•    Check references and background.
•    Deliver baseline orientation to new employees.
•    Assist departments to develop on-boarding programs.

III.    Compensation, Job Analysis, and Benefits
•    Ensure all position descriptions are current and meet agency requirements to support compensation and performance systems.
•    Monitor and support compensation system to ensure that salary ranges and compensation decisions are fair and equitable, when evaluated against the external market and managed for internal consistency.  Support annual updating of the compensation structure.  Monitor compensation issues within work units, and for individuals.
•    Develop and oversee performance evaluation process, timelines, and tools that are effective for the agency and its staff.  Annually audit the review process to ensure that evaluations are effectively and fairly administered.
•    Administer the organization’s employee benefit program.
•    Maintain confidential personnel records in accordance with state and federal guidelines.
•    Maintain records of health insurance coverages.
•    Manage worker compensation cases, ensuring that activities are executed in compliance with insurance and agency return to work policies.
•    Manage and monitor unemployment compensation claims.
•    Issue protocols and oversee management or integration of sick leave, FMLA, or disability and personal leaves.
•    Develop a plan for occupational safety and health standard practices
•    Keep abreast of changes for federal and state regulations and legislation that may affect employee benefits.
•    Update and maintain the Human Resources on line software.

IV.    Training and Development
•    Support the agency’s professional development processes:
o    In partnership with the Training Department, develop staff training programs that meet priority needs.
o    Support supervisors’ and managers’ ability to assess, define, or communicate training gaps that will be addressed.
•    Foster coaching and mentoring relationships between members of the staff; advise supervisors on how to create effective support mechanisms for their team members.
•    Work with external consultants to bring additional skills development in-house to meet priority or specialized needs.
•    Promote activities designed to support employee certifications.
•    Develop opportunities for internal focus groups to support best practices sharing and group problem solving.
•    Help promote a culture of continuous learning to sustain or grow essential skills to advance staff performance and results.
•    Provide periodic training programs to ensure that staff, supervisors, and management is familiar with HR programs, policy, and are familiar with the basics of employment law.

V. Employee Relations
•    Manage resolution of significant employee relations issues; conduct and document investigations as required.
•    Investigate employee complaints, grievances, or policy violations; conduct and document investigations as required.
•    Conduct exit interviews for all terminations; provide management with a trend report on findings at least twice a year.
•    Design and implement an employee recognition program; convene an internal staff advisory team to support these efforts.
•    Produce a staff newsletter on a monthly or bi-monthly basis.
•    Compile and submit EEO statistics and reports.
•    Maintain employee statistics (demographics, turnover, and other key indicators that demonstrate the “state-of” the agency’s human capital).

– Bachelor’s degree in human resources, or other appropriate field.    Advanced degree preferred.
– PHR or SPHR certification a plus.
– Minimum 7 years of HR experience; in a medium to large business; nonprofit experience a plus.
– Expert knowledge of best practices and legal requirements in hiring and employment
– Strong leadership, inter-personal, and presentation skills
– Creative and flexible

For more information and to apply, visit

More in "Job Opportunities/AmeriCorps Opportunities"

Stay Current in Philly's Higher Education and Nonprofit Sector

We compile a weekly email with local events, resources, national conferences, calls for proposals, grant, volunteer and job opportunities in the higher education and nonprofit sectors.