Description

The Director of Human Resources will lead a small team of HR professionals, focusing on HR management across core functions to enhance employee experience and foster a culture of diversity, equity, and inclusion. This is an exciting opportunity for an experienced human capital leader to advance our vision to be an action-oriented, collaborative and successful team of leaders, staff, board, volunteers and auxiliary groups where individuals feel supported and respected. The position is hybrid and may require frequent travel.

Responsibilities include but are not limited to:
Department Leadership
• Spearhead high-impact HR projects to elevate and streamline HR operations.
• Recruit, develop, manage, and mentor HR team members to support high-performance and career growth.
• Facilitate professional development, training, and certification activities for HR staff.
• Provide constructive and timely performance evaluations and coaching for HR team members.
• Handle discipline and termination of employees in accordance with company policy.
Organizational Development
• Serve as the organization’s subject mater expert and coordinator in maters pertaining to recruitment, orientation, employee relations maters, policy development, mediation, compliance, leadership development, and organizational learning.
• Build strong, trusting relationships with stakeholders across the organization through high rates of responsiveness and a customer service orientation; help to steward the organization successfully through new changes or initiatives by leveraging the strength of those relationships and reputation.
• Develop and implement policies, processes, training, initiatives, and surveys to support the organization’s human resource strategy and compliance needs.
• Oversee the implementation and improvement of all human resource programs including, but not limited to, compensation, benefits, and leave; disciplinary maters; disputes and investigations; performance and talent management; productivity, recognition, and morale; occupational health and safety; and training and development.
• Conduct research and analysis of organizational trends, including review of reports and metrics as well as employee experience and feedback

Talent Acquisition & Management
• Develop a creative and innovative vision for talent acquisition and establish best-in-class recruitment practices to meet current staffing needs and build a pipeline for future roles.
• Collaborate with senior leadership to understand the organization’s goals and strategy related to staffing, recruiting, and retention; develop and execute best practices for hiring and talent management.
• Develop a strategy for building diverse slates of candidates (internal and external) from varied backgrounds and establish and implement processes for external hiring, internal role changes, and promotions.
• Evaluate and enhance the full cycle recruiting process to streamline efficiencies and avoid delays or gaps in the process and timelines.
• Serve as a trusted advisor to hiring managers to ensure recruits and hires are exceptional and diverse talents.

Employee Relations & HR Administration
• Drive employee engagement and retention efforts, collaborating with leaders to develop effective internal communications strategies, processes, tools, and training to elevate leadership skills, promote morale, and achieve annual goals.
• Implement talent management processes, including surveys, performance reviews, and compensation reviews, and utilize data, in partnership with managers, to strengthen performance management and culture.
• Develop and maintain a strong rapport and highly responsive communication with all levels of staff.
• Ensure benefits and other aspects of human resources infrastructure operate with both exceptional accuracy and a strong customer service orientation.
• Continuously review and leverage resources (staff, budget, technology) to ensure appropriate best practices in HR administration and procedures so that they are efficient, equitable, timely, auditable, and responsive.
• Monitor and ensure the organization’s compliance with federal, state, and local employment laws and regulations, and recommended best practices; review and modify policies and practices to maintain compliance.
• Maintain knowledge of trends, best practices, regulatory changes, and new technologies in human resources, talent management, and employment law; apply this knowledge to communicate changes in policy, practice, and resources to upper management.

Requirements

QUALIFICATIONS AND SKILLS:
• Bachelor’s degree in Human Resources, Business Administration, or related field required.
• SHRM-SCP or other HR certifications strongly desired.
• Minimum of 5 years of progressive leadership experience in human resources
• Proven experience in managing and leading HR projects and teams at a non-profit organization focused on environmental stewardship and sustainability
• Comprehensive knowledge and experience across all core areas, including talent acquisition, compensation, benefits, employee relations, learning and development, organizational development, and compliance.
• Excellent written and verbal communication skills, with the ability to adapt messaging for diverse audiences and translate complex HR concepts into clear language.
• Demonstrated willingness to roll up sleeves and actively contribute to the day-to-day execution of HR tasks alongside the team.
• Knowledge of local employment law, compliance best practices, and HR operations.
• Knowledge of diversity, equity, awareness, and inclusion (DEAI) concepts and program development.
• Valid driver’s license and good driving record are required.
• Nonprofit or mission-driven sector experience is strongly preferred.

LOCATION AND WORK ENVIRONMENT:
• Remote, with 20% travel.
• Evening or weekend work may be required to complete duties, participate in events, and respond to emergencies.
• The position is primarily remote, with occasional work outdoors in all weather conditions, including heat, direct sun, wind, rain, and cold.
• Candidates must be able to access office equipment such as computers and printers 90% of the time.