ABOUT JERMEMIAH PROGRAM

Jeremiah Program (JP) is a nonprofit organization helping single mothers invest in themselves so they can thrive and take steps towards economic mobility by helping them access higher education, affordable childcare, housing, skills training, and career development. JP envisions a world where poverty is no longer feminized; where race is not divorced from gender; where career and financial opportunities are not gentrified; and where women who experience poverty not only hold a seat at the table but hold the mic and curate the agenda.

Jeremiah Program offers one of the nation’s most successful strategies for disrupting poverty, two generations at a time. At JP, we believe that no mother should have to make the untenable choice between investing in herself or supporting her children. Our holistic approach invites single mothers into the leadership tent and encourages families to bring all of their identities to bear in achieving their goals in pursuit of economic mobility.

Founded in 1993, this year JP is supporting over 2,000 moms and kids across nine residential and non-residential campuses: Austin, Baltimore, Boston, Brooklyn, Fargo, Las Vegas, Minneapolis, St. Paul, and Rochester.

POSTION SUMMARY

The Senior Director of HR Operations (SDHRO) will be an integral pillar of support, responsible for evolving the design, implementation, and administration of operational processes that support HR programs and initiatives. The SDHRO spearheads HR operations as it relates to employee relations, policies and procedures, and compliance. This role involves developing and implementing HR and compliance strategies tailored to each campus, ensuring staff retention and compliance objectives are met.

By refining operational processes and overseeing HR functionality, this position supports Jermiah Program's national scaling efforts, enhancing the employee experience and contributing to organizational efficiency and compliance under the guidance of the VP of Human Resources and in collaboration with the Senior Director of Talent Management.

About You

The ideal candidate for this role is an operations architect with a proven track record in designing and implementing policies, processes, and workflows, coupled with a deep sense of empathy and emotional intelligence. They excel in leveraging data and analytics to drive progressive operational changes aligned with JP's unique culture. Respectful of diverse backgrounds and identities, they possess a passion for compliance and stay updated on HR trends to support organizational strategic goals.

Collaborative and hands-on, they lead the development of strategic roadmaps to cultivate a people-first culture, fostering motivation and engagement among staff. They establish trusting relationships with internal and external stakeholders, backed by their expertise in HR systems, compliance, and technology. Their adept project management skills enable them to oversee multiple ongoing projects and drive change effectively within a dynamic environment.

PRIMARY RESPONSIBILITIES

Operations & Systems

• Develop and implement strategic goals related to HR operations, systems, compliance, processes, and reporting.
• Collaborate with cross-functional leadership to review and evaluate current HR systems and processes.
• Develop, implement, and integrate new or updated HR processes and systems to ensure essential aspects of employee administration are executed on time, accurately and efficiently.
• Ensure team members are trained to use HR systems and can effectively support processes and projects that utilize HR systems.
• Act as a liaison and partner with Accounting on HR related matters including payroll, benefits, HRIS system implementation and configuration, etc.
• Create and update HR policies and Employee Handbook as needed.
• Oversee all personnel transactions within the HRIS such as hires, promotions, transfers, and terminations.
• Establishes and maintains HR Dashboard & Analytics in order to support better decision making that adds value to the organizations.
• Oversee the administration of benefits and payroll processing with the Payroll & Benefits Manager.
  • Provides backup support for payroll processing as needed.
• Support the Payroll & Benefits Manager and HR Business Partner on all employee leaves (i.e. FMLA and parental leave), worker’s compensation claims, and unemployment claims.
• Contribute to the on-going development of HR knowledge base to help managers and employees to continually enhance self-service capabilities

Employee Relations

• Assess and provide recommendations to address employee relations matters, collaborating with the HR Business Partner and other key stakeholders to counsel leaders on performance, conflict resolution, conduct, and disciplinary actions.
• Work in close partnership with managers on performance management including drafting performance improvement plans, written notices to employees, employee termination conversations, etc.
• In collaboration with the Sr. Director of Talent Management, provide expert coaching and counseling to leaders managing the performance lifecycle, from expectation setting to performance improvement to termination where appropriate.
• Oversee, conducts, and leads complex investigations related to allegations of harassment, discrimination, wage & hour and policy violations.
• Manage and administer the offboarding process, conducting exit interviews, and follow-up with proper documentation.
• Examine employee relations case data and exit survey findings to pinpoint trends, proposing strategic interventions to enhance managerial efficacy, minimize recurring issues, and enhance overall workplace satisfaction.

Compliance & Reporting

• In partnership with HR Business Partner, track changes in labor laws, regulations, and industry trends to ensure our practices and protocols align with applicable laws and best practices.
• Supervise and ensure the integrity, security, and organization of HR document retention, including internal database files and backup files.
• Oversee and ensure compliance programs, such as Affirmative Action Plan, EEO1 Reporting, and I-9 compliance, are maintained in accordance with legal requirements and company guidelines.
• Stays current on industry best practices and innovative trends as well as ensure the HR department stays ahead of the curve on progressive trends.
• Oversees legal compliance at a federal, state, and local level, from interpreting legislation and making internal recommendations to driving their implementation.

Supervisory Responsibilities:

• Directly managers HR Business Partner, Payroll & Benefits Manager (this will be a later transition once time in the role is established)