Human Resources Director

Iris Family Support Center•Fort Wayne, IN

About The Position

Under the general direction of the Chief Financial Officer, the Human Resources Director plans, coordinates, and implements a wide range of the agency’s human resources activities, including salary administration, fair employment practices, regulatory compliance, and professional support to management and staff. This is a leadership role that involves coaching, developing, mentoring, guiding, supporting, and teaching staff to promote Iris’s core values, beliefs, vision, and mission in serving families, children, and colleagues. The Director sets HR goals with the CFO and collaborates with the Board of Directors on employee benefit packages, salary, and wages. The role oversees coordination with payroll and benefits providers; maintains compliant policies, handbooks, and personnel records; and leads recruitment, hiring, onboarding, retention, performance management, employee relations, workforce reporting, and compliance monitoring. The Director also analyzes workforce trends and engagement, advises leaders on employment obligations, and recommends improvements to HR systems and procedures. The role requires flexibility in scheduling, including occasional evenings and weekends, and a 40-hour workweek to maintain full-time status. A bachelor’s degree in human resources, business, or a related field and at least five years of HR experience are required. A master’s degree in human resources and PHR or SHRM certification are preferred.

Requirements

At least five years of experience in Human Resources.
Three to five years of professional experience administering human resources, including three years in a supervisory or leadership capacity.
Bachelor’s degree with major coursework in human resources, business, or a related field.
Competencies in human resource management, employment practices, communication, ethical conduct, leadership, performance management, personal effectiveness and credibility, decision-making, problem-solving and analysis, strategic thinking, technical capacity, collaboration and interpersonal skills, and project management.
Ability to work 40 hours each week to maintain full-time status, with flexibility to work occasional evenings and weekends.
Ability to talk, hear, and listen; lift files; open filing cabinets; and bend or stoop as needed.
Ability to occasionally lift office supplies, materials, and equipment weighing up to 25 pounds.

Nice To Haves

Master’s degree in human resources.
PHR or SHRM certification.

Responsibilities

Establish short- and long-term goals for the agency’s HR activities in consultation with the CFO.
Collaborate with the Board of Directors to prepare and execute employee benefit packages, including salary and wages.
Oversee coordination with payroll and benefits providers to support effective processes.
Keep HR and employee policies and handbooks current and legally compliant with local, state, and federal laws and best practices.
Train staff on updated policies and procedures.
Coordinate with legal and compliance teams as needed.
Execute the agency’s employee recruitment, hiring, onboarding, and retention plan.
Network within the HR community and broader community to stay informed about trends, laws, and innovative HR practices.
Conduct employee satisfaction and retention surveys and wage analyses annually or as directed by the governing body.
Implement a consistent performance management process, including role descriptions with measurable objectives and an objectives- and scorecard-based evaluation process.
Conduct quarterly trend analyses of recruitment, departmental turnover, and exit interviews related to Iris.
Maintain current personnel records and files, including background checks required by state funding.
Monitor licensure, credentialing, and contract compliance.
Investigate employee or client complaints against employees and recommend corrective actions.
Provide professional assistance to managers and staff in problem-solving situations.
Work with payroll and finance to ensure accurate staff classification, terminations, status changes, and final compensation.
Recommend changes to personnel systems and procedures to improve efficiency, reduce costs, or enhance benefits for the agency and its personnel.
Inform directors, managers, and supervisors of their responsibilities under employment regulations and contractual obligations.
Generate monthly reports on headcount, turnover, and hiring metrics.
Analyze employee engagement and retention trends and present actionable insights to leadership.
Maintain compliance and workforce-planning dashboards as directed by the strategic plan and annual budget.
Perform other duties as assigned.