OVERVIEW:
The Director of Human Resources provides operational leadership of the HR team and functions aligning HR strategy, structure, people, and rewards across The Children's Museum of Indianapolis. The director leads the sourcing, selection, employment processes and practices, HRIS, compensation, wellness & all benefits administration, employee relations, and personnel-related policy & procedure compliance and communication. The incumbent ensures HR and benefits administration practices remain compliant with all rules, regulations, and laws and are built on the organizational principles of DEAI. They collaborate closely with senior leadership to align HR policies and practices with short-term and long-term organizational and operational goals. The director assures the confidentiality of all personnel records, actions, and other such information.
The Children's Museum is fiercely devoted to our Diversity, Equity, Accessibility, and Inclusion (DEAI) efforts. Together we are building and sustaining an inclusive culture that encourages, supports, and celebrates differences.
REPORTS TO: Vice President of HR and Organizational Development
ESSENTIAL RESPONSIBILITIES:

1. Oversees the talent acquisition, staff onboarding, HR policy communication & administration, compensation, benefits, wellness and recognition systems and associated team members to ensure the HR offerings are inclusive, competitive, equitable and integrated in order to achieve departmental and museum goals and strategies.
2. Leads the continuous evaluation, enhancement, and administration within the HRIS system to provide an optimal user experience, streamline processes, create efficiency, and reduce clerical work. Works closely with HR & OD division colleagues to utilize all relevant modules including benefits, recruiting, and training. Works closely with the HRIS vendor to ensure HRIS operations are efficient and cost effective.
3. Oversees the development, administration and implementation of the comprehensive family-friendly compensation, wellness, and benefits programs (inclusive of health, dental, vision, disability, retirement, and other benefits) ensuring compliance with policies and regulations as well as safeguarding an inclusive, equitable, and competitively positioned compensation and benefits programs.
4. Works as an HR compliance administrator related to EEO, OSHA, and other legal entities. Reviews recommended disciplinary actions, uses discretion, keen awareness of legal and PR implications for termination decisions and, when appropriate, approves terminations ensuring that proper documentation is in place, legal implications are reviewed, and findings are communicated appropriately.
5. Leads the development, communication, updating, and administration of all Human Resources policies and procedures. Oversees the daily workflow of the department. Provides support and guidance to the HR team and other staff when personnel, private, and or/sensitive questions and issues arise.
6. Partner with Director of Training & PD, VP of HR&OD and internal stakeholders to build and manage performance management processes, identify talent gaps within the organization, implement solutions to develop and support the workforce to meet current and future needs.
7. Liaises with colleagues in finance and payroll and collaborates on shared responsibilities for payroll administration.
8. Ensures organizational compliance with federal, state, and local employment laws, regulations, and recommended best practices; amends and updates policies and practices to maintain compliance and communicates policy or procedural changes regularly.
9. Manages the HR communication and compliance with quarterly review processes.
10. Proactively meets with leaders, managers, and staff to understand successes and areas of opportunity. Invests heavily in proactive employee development, proactive employee relations and internal communications relating to HR policies. Addresses concerns promptly and discretely by explaining policies and procedures, and mediate differences in an equitable and productive manner.
11. Leads and personally assists with planning and execution of staff, volunteer, and intern recognition and wellness events.

REQUIREMENTS :

1. A bachelor's degree in human resources, industrial psychology, business administration or related field. Master's degree in HR preferred.
2. Seven (7) years of HR management/leadership experience. Awareness of payroll administration and non-profit/public accounting strongly encouraged.
3. Demonstrated expert knowledge of HR compliance, compensation, employee relations, and awareness of new and emerging trends.
4. Thorough knowledge in the development and administration of a comprehensive competitive compensation program including job analysis and salary administration.
5. A proven commitment to DEAI and ensuring an inclusive diverse workforce and workplace culture.
6. The ability to translate strategic direction into actionable operational processes. Requires excellent analytical skills and the understanding HR systems, processes, recordkeeping requirements, and restrictions.
7. Proven ability to mentor and guide direct reporting staff in their applicable disciplines, proven abilities, and interests to be an employee advocate and expediter of healthy internal communications.
8. Proven experience in the administration of a full-spectrum benefits plan and the knowledge of plan analysis, plan design, and cost controls.
9. Awareness of current labor laws, EEO and related compliance requirements and related legislative regulations which guide decisions on hiring, discipline, handling of grievances, and terminations.
10. Proven experience in arbitration, negotiation, and sensitivity to diverse perspectives while maintaining a high level of confidentiality.

ADA REQUIREMENTS :

1. Required to view extensive paperwork and to prepare or manage computer generated schedules, reports, and documents.

1. Required to engage in heavy communications by telephone, one-on-one conversations and to conduct a wide variety of small to large group presentations.
2. Must partake in heavy keyboard use, maintaining computerized calendars and preparation of documents, reports, and presentations.
3. Requires the ability to meet with staff in various settings. Requires sitting and standing for extended periods of time. Must be able to lift up to 30 lbs. Some travel both local and out-of-town is also required.

Equal Opportunity Employer/Protected Veterans/Individuals with Disabilities
The contractor will not discharge or in any other manner discriminate against employees or applicants because they have inquired about, discussed, or disclosed their own pay or the pay of another employee or applicant. However, employees who have access to the compensation information of other employees or applicants as a part of their essential job functions cannot disclose the pay of other employees or applicants to individuals who do not otherwise have access to compensation information, unless the disclosure is (a) in response to a formal complaint or charge, (b) in furtherance of an investigation, proceeding, hearing, or action, including an investigation conducted by the employer, or (c) consistent with the contractor's legal duty to furnish information. 41 CFR 60-1.35(c)