Environmental Association in Alexandria, VA is looking for a Managing Director, Human Resources
Hours/Schedule: Full time schedule
Job Type: Contract to Hire
Location: Hybrid, 2 days on site in Alexandria, VA office
Rate: $140,000 – $170,000 salary with benefits based on experience
Job Description: The Managing Director of Human Resources provides leadership to the development and implementation of the human resource strategy, including attracting and retaining high-performing talent, building a culture and a workforce that is diverse, equitable, and inclusive, and ensuring compliance with required laws and regulations in an organization with remote operations in multiple states. The Managing Director of HR is a member of the executive team, reporting directly to the Chief Operating Officer and indirectly to the Executive Director.
Responsibilities:
HR Strategy:
- In collaboration with the COO and Executive Director, sets the direction for all key areas and critical functions within Human Resources.
- Plays a critical role in determining the future of work model for the Association while maintaining strong corporate culture based on the goals and vision of the organization.
Equity
- Ensures that policies and procedures are consistent with the principles of Diversity, Equity, and Inclusion (DE&I); partners with the executive team to advance DE&I strategies.
- Works with external consultants on the delivery and implementation of DE&I programs.
Managerial and Administrative
- Provides oversight of the day-to-day operations of Human Resources.
- Manages HR staff and consultants, as needed.
- Develops and monitors the department’s budget.
- Oversees the administration of and provides budgetary oversight of the benefits plans; works with insurance and benefits brokers to stay abreast of benefit changes and to ensure effective communication to employees of programs, including enrollments and changes.
- Benchmarks the competitive position relative to compensation, benefits, and other HR programs.
- Addresses complex, sensitive, and confidential matters, acting as advisor to the Executive Director, COO, and executive team, and including providing coaching and counseling for employees and management in sensitive employment matters
Talent Management
- Drives recruitment and hiring efforts, including strategies to attract top talent; includes developing and posting advertisements; screening resumes and suggesting candidates; interviewing candidates and advising the hiring manager; determining salary and extending offers of employment.
- Oversees effective onboarding and offboarding of employees, including oversight of employee orientations and conducting exit interviews.
- Oversees the performance management process including administering tools for conducting timely and effective performance evaluations.
- Oversees professional development planning, including the selection and deployment of training and development, and working with employees on career pathing and the actualizing of their full potential.
- Spearheads design and implementation of effective compensation, recognition, rewards, and benefits programs
- Drives employee engagement through oversight of the internal employee activities committee
- Coaches and counsels staff in employee relations matters, facilitating conflict resolution and optimal outcomes
- Advises staff and/or supervisors on corrective action issues as needed; follows through on issues to satisfactory resolution
Compliance, Recordkeeping & Regulations
- Sets and enforces legally compliant HR policies, procedures, and best practices, including policies and procedures that are consistent with commitment to DE&I.
- Ensures compliance with federal, state, and local employment laws, regulations and requirements (e.g., ADA, FMLA, etc.); ensures that state labor laws are observed in all states of operations, including posting of labor law posters at all work sites, including virtual operations.
- Oversees revisions to the employee handbook, working with outside legal counsel as needed.
- Ensures the development, review and revision of job descriptions to ensure accurate reflection of roles and responsibilities, FLSA status, and appropriate compensation.
- Ensures compliance with benefit plan requirements and audit obligations as needed.
- Oversees payroll, timekeeping and leave processes across the organization, ensuring legal compliance and observance of established policies and procedures.
- Ensures accurate maintenance and the confidentiality of personnel records.
- Ensures completion and submission as needed of required reporting to government agencies, auditors, funders, and for internal purposes, including but not limited to the EEO-1 report
Innovation and Process Improvement
- Identifies and implements technology and processes that maximize HR effectiveness and enhance the employee experience
- Stays abreast of evolving workforce trends to position the Association as an attractive employer across multiple geographic locations and demographics.
Qualifications:
Education and Certifications
- Bachelor’s degree in HR, business administration, or related field required; Master’s degree preferred.
- A minimum of eight years of human resources experience, with five years or more at a senior management level.
- SHRM-SCP or SPHR certification highly preferred.
Experience
- Experience leading Human Resources for an industry or professional association or other not-for-profit organization required.
- Experience in multiple human resource functions, including not limited to employee relations; recruiting; diversity, equity and inclusion; employee engagement; leadership and staff development; performance management; compliance and reporting; and compensation and benefits.
- Experience with administration of online HR employment, performance, and payroll solutions (ADP preferred).
- Experience with operations in multiple states highly desired.
Knowledge, Skills and Expertise
- Strategic leadership ability founded on analytical skills and innovative problem-solving
- Well-versed in DE&I and able to build a workforce culture based on diversity, equity and inclusion principles; ability to ensure policies and procedures reflect commitment to DE&I
- Knowledge of federal and state employment regulations, including laws relating to teleworking and remote operations in multiple states
- Able to leverage best practices and emerging trends relating to evolving workforce habits and preferences, remote work and telework, and how to use technology to improve outcomes in non-traditional workforce setting
- Demonstrates extreme discretion, can quickly build and maintain trust, and is adept at influencing at all levels of the organization
- Excellent verbal and written communication skills
- Strong interpersonal skills, including the ability to interact effectively with a wide range of people in a wide range of situations; able to adeptly confront difficult situations and effect conflict resolution when needed
- Ability to adopt and interpret the organization’s mission, vision, and values for employees’ success
- Flexibility and the ability to work quickly and accurately under pressure while juggling multiple priorities; strong organizational and project management skills.
- Ability to exercise a high degree of integrity, confidentiality, and unbiased judgment.
- Energy and ability to innovate, collaborate, problem-solve, and champion change both within the human resources function and with employees and stakeholders across the organization.
FlexProfessionals respects and seeks to empower each individual and support the diverse cultures, perspectives, skills and experiences of its candidate network. FlexProfessionals does not discriminate on the basis of race, religion, color, sex, gender identity, sexual orientation, age, non-disqualifying physical or mental disability, national origin, veteran status or any other basis covered by appropriate law. The candidates whose resumes are shared with our business clients are selected on the basis of qualifications, merit, and business need.
