Senior Director - Human Resources

Job Title:      Senior Director of Human Resources

Department: Human Resources

Reports To:   Chief Financial Officer

FLSA Status: Exempt

General Purpose of the Job:  The Senior Director of Human Resources (SDHR) is a member of the executive team responsible for the leadership and management of the Human Resources department, including Recruitment, HR operations, and Training. This position develops and implements the human resources strategic plan to support the goals and mission of the organization.

Mission-Based Mindset: NCIA is a mission-based organization that makes a genuine difference in people’s lives.  The SDHR should bring a mindset of supporting this mission by helping drive our HR strategy and enable employee and organizational growth. 

Essential Duties and Responsibilities:

Strategic Leadership & Talent Management

• Lead HR strategy to align with organizational objectives and drive workforce readiness by fostering leadership development for managers and career development for all team members through training, development, and change management initiatives.
• Collaborate with senior leadership to implement talent acquisition, management, retention, and succession planning strategies that support current and future organizational needs and drive talent optimization.
• Develop, implement, and manage a comprehensive feedback framework for managers, including one-on-ones, constructive feedback, development objectives, outcomes, and annual performance reviews to foster employee engagement and growth.
• Champion diversity and inclusion efforts, promoting equitable practices and fostering a positive workplace culture.
• Build trusted relationships with employees and management to facilitate positive work environments, assess talent needs, and drive organizational success.

HR Operations & Compliance

• Oversee the development, implementation, and monitoring of HR policies, ensuring compliance with FMLA, ADA, EEO, AAP, OIG, and other regulations.
• Manage employee relations, including performance management, policy interpretation, and disciplinary actions, ensuring timely resolution of HR-related inquiries and external compliance with agencies (e.g., EEOC, unemployment).
• Regularly review and update the Employee Handbook to ensure policies and procedures are relevant, compliant, and well-communicated across the organization.

HR Analytics, Technology & Data Management

• Utilize HR analytics to track key performance indicators (KPIs), such as employee engagement, retention, diversity, and training outcomes, to inform workforce planning and decision-making.
• Collaborate with IT and HRIS teams to implement and manage HR technologies, streamline workflows, enhance employee engagement, and improve data management.
• Oversee data management for HR workflows, employee records, performance management, and compliance with all regulatory requirements.

Other Areas of Responsibility

• Prepare and manage the HR department budget, ensuring all expenditures align with organizational goals.
• Lead exit interviews, retention surveys, and feedback processes, assimilating findings to inform senior leadership.
• Collaborate with leadership on job description revisions, compensation plans, and ensuring organizational pay equity.  This includes oversight of the job description library.
• Participate in cross-departmental collaboration, team meetings, organizational initiatives, new employee orientation, and other onboarding activities.
• Maintain up-to-date knowledge of HR regulations, industry trends, and best practices, sharing relevant insights with leadership.
• Other duties as assigned by the CFO or Ex-Com members.

Team Leadership

• Lead, recruit, train, and manage the HR team, fostering professional growth, performance evaluation, and providing training as needed
• Leverage the strengths of current HR team members; clarify roles and responsibilities and develop training programs to achieve individual and organizational goals.

COMPETENCIES:

• Mission Driven – ability to work in a mission and values-driven environment.
• Ethical – uphold integrity, fairness, and transparency with limited resources.
• Conflict Resolution – mediating and providing guidance during crucial conversations.
• Full life cycle human resources – the ability to build, guide, and document all aspects of human resources, including but not limited to recruitment, benefits administration, performance management, learning and development, compensation, compliance, and separations.
• Strategic Planning – the ability to develop and implement strategy.
• Change Management – guides the organization through transitions in strategy, structure, systems, and procedures.
• Motivation – must be able to influence others.
• Leadership – must be able to inspire and guide others towards a common goal.
• Management – must adapt one's management style according to the person and situation, practicing adaptive management.

Supervisory Responsibilities: The SDHR will directly supervise the HR Manager of Recruiting, Training Specialists, and HR Generalists.   

Education and/or Experience: 

• Bachelor’s degree in business administration, human resource management, or related field.
• Minimum of 10 years’ relevant management experience. Minimum of 5 years in a strategic leadership position. SHRM Certification is highly preferred.  An ideal resume will demonstrate a progression from entry-level HR roles, such as recruitment or employee relations, to managing HR operations and developing talent strategies. Experience presenting HR data to leadership and leading a team of HR professionals is essential, along with a proven ability to align HR practices with organizational goals.
• Relevant experience in a complex nonprofit that has multiple programs is strongly preferred.
• Experience with an integrated HRIS system is a must. 
• Experience with Paycom is a plus.

Language Skills:

• The ability to read, analyze, and interpret general business periodicals, professional journals, technical procedures, or governmental regulations.
• The ability to write reports, business correspondence, and training and procedure manuals.
• The ability to read operating manuals and instructions.

Mathematical Skills:

• Ability to gather and analyze data and to work with figures.

Reasoning Ability:

• Ability to solve practical problems and deal with a variety of concrete variables in situations where only limited standardization exists.
• Ability to interpret a variety of instructions furnished in written, oral, diagram, or schedule form.

Certificates, Licenses, Registrations: SHRM Certification is highly preferred.

Other Skills and Abilities:

• Leverage strengths of the current HR team members, help clarify roles and responsibilities and develop and implement training programs to maximize and reach optimal individual and organizational goals.
• Provide leadership in strengthening internal communications with team members at all levels throughout the organization; create and promote a positive and supportive work environment.
• Act proactively as a hands-on, strategic thinker who will take responsibility for HR in partnership with the CFO.
• Bring technology savvy with experience selecting and overseeing software installations and managing relationships with software vendors.
• Demonstrate a commitment to recruiting, mentoring, training, and retaining a diverse team, as well as the foresight and ability to delegate accordingly.
• Display keen analytic, organization, and problem-solving skills that allow for strategic data interpretation versus simple reporting.
• Utilize strong interpersonal and communication skills; experience in effectively communicating key data, including presentations to senior management, board, or other outside partners.
• Demonstrated capability to foster and maintain effective relationships with all levels of employees in a team-oriented environment with a core value of inclusion and equity.
• Proven success utilizing excellent interpersonal approaches, negotiation and conflict resolution, technical proficiency, verbal and written communication, organizational savvy, and the ability to adapt and prioritize for timely and effective execution of duties.
• Ability to relate well to funders, staff, clients, and board members of different races, ethnicities, genders, sexual orientations, socioeconomic backgrounds, and religions.

Other Qualifications:

• Possess a valid driver’s license and an acceptable driving record as determined by criteria established by NCIA’s insurance carrier and by NCIA policy.

Physical Demands:

• Communication and auditory ability are required.
• Ability to lift up to 20 lbs. occasionally.
• Ability to stand, sit, walk, bend, climb, and reach.

Work Environment:

• Primarily indoor office environment. May require travel to different NCIA properties and external locations during the course of business.