About the position
The Director of Human Resources proactively translates NEEA’s business strategies into HR solutions that both create business value and align with NEEA’s strategic goals. This individual will possess a deep understanding of the business model, diagnose organizational needs, connect and deploy team capabilities, and consult on operational strategies to improve business performance through people. This role leads programs and initiatives, champions the organization’s goals, and develops practical local solutions to advance NEEA’s workforce. The incumbent serves as a workforce expert and talent strategist who will address operational, talent, and talent lifecycle–related issues, including workforce planning, talent growth, change management, organizational development, employee relations, coaching, and work environment. The Director of HR is a member of, and trusted advisor to, the Executive Leadership Team, who ensures the quality of HR service delivery through effective collaboration with HR and Business Administration teams. This Director is expected to foster an environment of continuous improvement by motivating, mentoring, and developing others.
Responsibilities
- Develop and oversee org-wide HR strategy - setting vision, clear goals, prioritization and accountability across all HR functions.
- Lead and manage a team of people across all HR functions including Performance Management, Talent and Organization Development, Talent Acquisition, Succession, Total Rewards, Platforms, Strategy & Analytics, HR Legal & Compliance and Change Management strategies.
- Clearly define the roles, responsibilities, and accountabilities for the HR team, and build their capabilities through supporting their growth and development.
- Serve as a resource for employee relations issues. Build and maintain strong, trusted relationships with all levels of staff. Provide counsel, advice, and support in resolving issues, disputes and other sensitive matters.
- Oversee and/or conduct workplace investigations and make recommendations regarding employment action. Ensure all matters are handled in a fair, consistent and lawful manner.
- Develop and innovate a comprehensive compensation philosophy and structure that responds to the local labor market.
- Provide leadership for total rewards strategy, trends, and methodologies, while applying a sustained business and stewardship lens when developing compensation, benefits and people strategies.
- Establish and maintain a strategic workforce development plan that aligns with business needs and attracts and retains high-performing talent.
- Oversee management development strategies to ensure effective employee development.
- Alongside the Executive Leadership Team, participate in organizational strategic planning and organization-wide program and policy initiatives, ensuring HR compliance and best practices are brought into the conversation.
- Continuously diagnose the wellbeing of the organization responding with enterprise-wide development strategies ensuring changes are embedded through all systems and audiences across the business.
- Drive continued human resources-related policy development, including employee handbook while maintaining a thorough knowledge of and ensure compliance with federal, state and local laws and regulations to minimize risk to the organization.
- Oversee the People Operations team, providing supervision and prioritization of work and overseeing the HR budgeting and financial oversight.
- Oversee all activities related to facilities management including relationship management with building owner/management company, lease management and negotiation, vendor management of contractors for office maintenance/improvements, and staff accommodations.
- Coordinate with Finance and Accounting Department for organizational payroll, benefit deductions, and retirement plan requirements.
- Select and manage Human Resources consultants, L&D contractors, insurance brokers, and other outside providers as needed.
Requirements
- 10+ years of progressive leadership experience in Human Resources positions and a minimum of 5 years in HR leadership roles.
- Bachelor’s degree or equivalent in Human Resources, Business, or Organizational Development.
- SPHR and/or SHRM-SCP certification required.
- Certification in change management or equivalent proven experience preferred.
- Broad knowledge and experience contributing to organization-wide strategy development.
- Energized by change and unique challenges, with ample experience navigating ambiguity and helping others to as well.
- History of making large decisions with incomplete information and obtaining buy in from the org at large on these decisions.
- Expertise at improving and developing HR best practices, ensuring they’re embraced by managers and individual contributors alike.
- Proven ability to prioritize and plan work activities while maintaining flexibility and enthusiasm towards overall support of the team.
- Outstanding interpersonal skills, able to dive into an extremely cross-functional work environment.
- Deep experience handling confidential information and meeting HR related compliance requirements.
Nice-to-haves
- Certification in change management or equivalent proven experience preferred.
Benefits
- 90% of medical/dental premiums paid by NEEA, including for dependents
- Employer funded Health Savings Account
- 136 hours of PTO/year
- Automatic 6% retirement contribution with an additional 2% matching
- Flexible work environment, including hybrid work location and 9/80 schedule options
- Professional development opportunities
