Director of Human Resources (HR)

The SEED Public Charter School of Washington DC•Washington, DC

About The Position

The Director of Human Resources is responsible for leading and managing all aspects of the HR function within the organization. This role involves developing and implementing HR strategies that align with organizational goals while fostering a positive workplace culture. The Director will manage key HR processes, including talent acquisition, employee development, performance management, and compliance with employment laws. In addition, the Director will handle employee relations, claims management, and regulatory reporting, ensuring that all HR practices support the overall mission and vision of the organization.

Requirements

Bachelor's degree in Human Resources, Business Administration, or a related field.
Minimum 5-7 years of progressive HR generalist experience including at least three years of experience managing HR teams.
PHR/SPHR or SHRM certification is required.
Demonstrated knowledge of federal, state, and local employment laws.
Strong interpersonal skills, including the ability to build relationships and communicate effectively with individuals at all levels of the organization.
Exceptional organizational and time management skills, with the ability to prioritize tasks and manage multiple projects simultaneously.
Proven problem-solving and analytical abilities.
Unquestionable ability to maintain confidentiality of sensitive information.
Proficient in MS Office Suite and HRIS/payroll systems.
Passionate commitment to The SEED School's mission and values.

Responsibilities

Develop and implement HR strategies and policies that align with organizational objectives and enhance overall effectiveness.
Collaborate with the Head of School and Senior Leadership to ensure that HR initiatives align with organizational goals.
Conduct regular assessments of HR needs and identify opportunities for improvement.
Work closely with the Network Talent Manager to efficiently manage recruitment and interview processes for shortlisted candidates, ensuring an equitable and inclusive experience.
Prepare and provide necessary interview materials and resources to support effective candidate evaluations.
Lead workforce planning efforts, including the review of job descriptions and optimization of the organizational structure to meet strategic needs.
Foster a positive work environment by addressing employee concerns, mediating disputes, and promoting open communication.
Design and implement employee engagement initiatives, such as surveys and focus groups, to gather feedback and enhance employee satisfaction.
Oversee the onboarding process for new hires, ensuring successful integration through structured orientation and training programs.
Establish and maintain the performance management process, ensuring effective implementation across the organization and facilitating training for managers and staff.
Oversee the intent to return and renewal process for all employees, ensuring clear communication regarding terms and expectations.
Manage the organization’s compensation structure to ensure competitive alignment and compliance with legal standards.
Conduct market analysis and surveys to maintain competitive pay and benefits offerings.
Oversee the administration of employee benefits programs, ensuring compliance with applicable laws and effective communication to employees.
Manage employee claims, grievances, regulatory reporting, and workplace leaves, including FMLA, ensuring compliance with relevant laws and organizational procedures and timely submissions to government entities.
Ensure adherence to local, state, and federal employment laws, staying updated on legislative changes.
Perform regular compliance audits and implement corrective actions as needed.
Maintain employee records while ensuring confidentiality in accordance with privacy regulations.
Stay informed about HR best practices and industry trends to implement innovative solutions.
Implement and manage HR information systems to streamline processes and improve data accuracy.
Monitor HR metrics and analytics to assess initiative effectiveness and support data-driven decision-making.
Develop HR dashboards to provide leadership with insights for strategic planning.
Develop and implement DEI strategies to promote an inclusive workplace culture.
Lead training programs to raise awareness and foster collaboration among diverse teams.
Integrate DEI principles into all HR practices, including recruitment, promotions, and professional development.
Support change management processes and ensure effective communication during organizational transitions.
Actively participate in the HR working group across the network to share best practices and innovative initiatives.
Facilitate communication and collaboration between the HR department, the Network Leadership Team (NLT), and Foundation teams for unified workforce management.