Description

PRIMARY FUNCTION/PURPOSE

The Children’s Shelter’s Senior Director of Human Resources provides strategic leadership to the Human Resources department and the agency overall that aligns to the mission, values, and employee promise of the agency. The Senior Director of Human Resources implements practices that create an environment that will provide an employee-oriented, high-performance culture that emphasizes trauma informed care principles, Praesidium best practices for safety, compliance, excellence, retention, and employee engagement. The Senior Director of Human Resources oversees the administration and maintenance of employee retention, recruitment, onboarding, performance management, legal compliance, employee benefits, employee relations, employment practices and procedures, employee communications, and recommends policies and department budget. The Senior Director of Human Resources leads the Human Resources team and ensures the team is effectively coached, trained, and supported.

ESSENTIAL DUTIES AND RESPONSIBILITIES

• Works in partnership with the President/CEO of The Children’s Shelter to create strategic plans and implement new processes and approaches to achieve goals and outcomes that will contribute to the safety and well-being of clients and staff.
• Creates strategies, executes, and operationalizes the strengthening and management of the culture and practices that reflects the organization’s mission, core values and trauma informed care principles and fosters high engagement and retention of staff.
• Plays a leadership role in strengthening and maintaining the culture and practices that reflect the organization’s mission, core values, and employee promise. 
• Oversees internal investigations regarding employee complaints or reports of misconduct; collaborates with executive leaders as needed.
• Represents the agency in EEOC and unemployment hearings; provides coaching and feedback to leadership team as trends are identified.
• Oversees all aspects of employee discipline and termination.
• Oversees the HR New Employee Orientation process ensuring that mission, vision, values, and key policies are communicated to new hires in a welcoming and supportive environment. 
• Oversees development and consistent use of Onboarding Plans for all new employees.
• Advises leadership on personnel issues or agency polices to ensure agency compliance with all federal, state, and local laws related to employee benefits, compensation, employment, and training.
• Ensures that all activities carried out in the name of the agency are in accordance with agency policies, local, state, and federal regulations, Human Resources Law and Council of Accreditation (COA) procedures.
• Coaches and supports the leadership team in developing high performing teams, building talent bench, promoting teamwork, and driving high employee engagement. 
• Provides regular supervisory training on HR/agency policies, procedures, employee discipline, harassment, recruiting and writing performance reviews; ensures the supervisors/leaders are trained timely and kept informed of current practices, policies, and regulations.
• Remains current with changes in human resources and employment law and manages agency relationships with local and state regulatory agencies. 
• Ensures the Human Resources services provided to internal staff are completed accurately and timely. Responds to internal customers (employees) and external customers in a timely and thorough manner; does what is necessary to ensure customer satisfaction; prioritizes customer’s needs and follows up to evaluate customer’s satisfaction.
• Supports the ongoing management of all recruiting, diversity & inclusion, performance management and top performer identification strategies and programs within agency.
• Facilitates employee Focus Groups and completes Action Plans to ensure the voice of agency staff is heard, and solutions are implemented by the program to increase employee satisfaction, retention, and morale.
• Facilitates the annual climate survey and creates reports for the leadership team to identify trends and themes; assists the programs to create and implement Action Plans to respond to the feedback.
• Leads efforts to instill a human capital development and “coaching” culture within The Children’s Shelter. 
• Oversees the agency’s benefit program including medical, dental, life, disability, supplemental medical, 401 (k) plan, personal leave processing, worker’s compensation, and unemployment compensation.
• Oversees the relationship between the agency’s benefit providers and The Children’s Shelter.
• Facilitates the performance review process to ensure effectiveness and alignment with individual performance and accountability.
• Responsible for compensation practices, including annual review of job descriptions and salary ranges and oversight of payroll processing.
• Oversees the recruiting efforts and ensures programs are sufficiently staffed. Ensures the consistent use of multiple levels of interviews, standard interview questions, and that preemployment processes (background checks, reference checks, drug screens) are consistently performed.
• Regularly evaluates the quality and varieties of Human Resource services provided by the department and identifies opportunities for improvement to ensure practices and policies align with the agency’s mission, values, and employee promise.
• Serves as HIPAA Compliance Officer for The Children’s Shelter.
• Consistently provides ongoing reflective supervision, coaching, training, and support to staff to create and maintain an environment of safety, well-being, and a highly engaged team. 
• Responsible for interviewing, hiring, planning, assigning, and directing work; evaluating performance; rewarding and disciplining employees; addressing complaints and resolving problems within your team.
• Builds and maintains strong, collaborative relationships with internal staff, vendors, and community stakeholders.
• Oversees personnel record-keeping related to all employees to include new hires, discipline, annual evaluations, benefits, exit interviews and job descriptions, ensuring all personnel files are in compliance.
• Demonstrates strong commitment to meeting the needs of our customers (children, community members, co-workers, donors, managers, and volunteers), in a friendly and professional manner.
• Participates in the budget development process and maintains a high level of fiscal responsibility; maintains overtime and budget expenditures within approved budget expenses for team and/or program. 

GENERAL EXPECTATIONS

• Contributes to building a child welfare system that is safe, secure, and stable; family centered; connected to the community; which relies on evidence-based practice necessary to support contract services.
• Adheres to all policies and procedures of the agency and its accrediting and standard-setting bodies, such as Council on Accreditation (COA) and state licensing.
• Ensures all processes and tasks completed by team/program meet local, state, and/or federal compliance requirements.
• Maintains client and staff confidentiality per The Children’s Shelter policies and all applicable codes of ethics. 
• Meets assigned deadlines and follows through on assignments.
• Learns, understands, and role models The Children’s Shelter mission, vision, and values.
• Demonstrates the Trauma Informed Care principles and utilizes with peers, clients, and external stakeholders.
• Understands and demonstrates the Praesidium best practices to ensure the safety of clients.
• Promotes teamwork within team, program, and agency.
• Promotes and demonstrates appropriate respect for cultural diversity among coworkers and clients, and as a supervisor, monitors staff to ensure they are demonstrating the same.
• Attends and successfully completes mandatory trainings as defined in positions training matrix by the assigned deadline.
• Uses outside professional collaboration and intra-agency teamwork appropriate to the agency.
• Skilled in organizing work in an environment with multiple challenges and priorities. 
• Avoid all conflicts of interest, real or perceived. 
• Attends work in accordance with agency leave policy.
• Performs other duties as assigned to ensure continuity of operations.

DESCRIPTION OF WORKING ENVIRONMENT

Position is assigned to the Administration Building of The Children’s Shelter, but some work assignments are completed outside of an office setting, including The Children’s Shelter various locations and local community. Work hours will vary based on business needs.

The Children's Shelter is an Equal Opportunity Employer hiring individuals solely based on their qualifications and ability to perform the job. 

Requirements

Education and Experience:

Bachelor’s degree in Human Resources, Business Administration, or related field; master’s degree preferred.

Proven experience as an HR Director or similar leadership position; ten (10) or more years of experience in human resource management and recruiting required.

SPHR or SHRM-SCP certification preferred.

Knowledge, Skills, and Abilities:

Expert knowledge in strategic planning, establishing and managing departmental budgets, and leadership principles and practices.

Expert knowledge and skills in investigating and resolving complex employee relations issues.

Ability to engage and communicate effectively with people from diverse cultures and communities, including employees, children/youth, their parents, supervisors, administrators, vendors, auditors, and community stakeholders.

In-depth knowledge of federal and state labor laws and HR practices

Extensive knowledge of HRIS and other systems

Ability to maintain records, and prepare reports and correspondence related to the work.

Ability to work flexible hours, including weekend and evening hours to meet the needs of the agency. 

Strong communications skills, both verbal and written.

Skill in establishing and maintaining effective relationships.

Skill in managing staff and having courageous/difficult conversations.

Skill in organizing work in a responsible way in an environment with multiple challenges and priorities.

Skill in leading and prioritizing work for internal staff as well as others working on projects in collaboration with the agency.

Ability to maintain professional composure and critical thinking in a crisis-driven environment.

Ability to develop and present training for supervisors, managers, and employees.

Ability to supervise staff of varying educational and experiential backgrounds. 

Ability to resolve disputes and observe confidentiality.

Ability to use computer applications to complete assignments

Ability to seek supervision and use it constructively.