Human Resources Senior Director

Girl Scouts of Western Ohio•Cincinnati, OH

6h•Hybrid

About The Position

The Senior Director of Human Resources (HR) serves as a strategic business partner to the Chief Executive Officer and Executive Leadership Team and leads the development and execution of the organization’s human capital strategy. The role provides operational leadership for all HR functions and oversees the day-to-day administration of people practices, programs, and policies. It partners with senior leaders to deliver effective HR services, maintain compliance, support employee engagement, and foster a positive workplace culture. The Senior Director oversees talent acquisition and retention, employee relations, compensation and benefits, performance management, diversity, equity, inclusion and belonging (DEIB), employee development and engagement, compliance, and HR systems. The role also manages the HR team, department goals and budget, and relationships with the Professional Employer Organization (PEO) and other HR vendors and partners. This is a full-time, exempt position with core business hours generally Monday through Friday, 8:30 a.m. to 5:30 p.m. Regular evening and weekend work may be required based on duties and organizational needs. The position is eligible for teleworking after a 90-day in-office onboarding and training period, with at least three days in the office and up to two days from home, subject to manager approval and business needs. Travel is primarily within the Council’s jurisdiction, including Cincinnati, Dayton, Lima, and Toledo, with occasional out-of-area or overnight travel possible. The position requires a bachelor’s degree in Human Resources, Business Administration, or a related field, or an equivalent combination of education and experience, and at least ten years of progressive HR experience, including five years of people management or HR leadership experience. The successful candidate must uphold Girl Scouts of Western Ohio’s commitments and requirements, including Girl Scout membership, a valid driver’s license, liability insurance, a functioning vehicle, and successful completion of fingerprinting and a criminal background check.

Requirements

Bachelor’s degree in Human Resources, Business Administration, or a related field, or an equivalent combination of education and experience.
At least ten years of progressive human resources experience, including at least five years of people management or HR leadership experience.
Strong knowledge of federal, state, and local employment laws and regulations.
Experience with PEO relationship management, employee relations, benefits administration, recruiting, performance management, and HR compliance.
Experience using HRIS, applicant tracking systems, payroll systems, and Microsoft Office applications.
Demonstrated ability to build strong relationships with leaders and employees at all levels of the organization.
Excellent written, verbal, and interpersonal communication skills.
Ability to manage multiple priorities and maintain confidentiality in a dynamic environment.
Must uphold and support Girl Scouts of Western Ohio’s commitment to diversity, equity, inclusion, and belonging, and the Girl Scout Promise and Law.
Must possess a valid state driver’s license, liability insurance, and a functioning vehicle for work within the Girl Scouts of Western Ohio region.
Must successfully complete fingerprinting and a criminal background check as required by Ohio law.
Must maintain annual or lifetime Girl Scout membership and an adult Girl Scout uniform (navy business attire).
Must be committed to making a difference in girls’ lives as expressed in the Ends statements, mission, and goals for girls in the Board Policy Manual.

Nice To Haves

Experience in the nonprofit sector.
SPHR, SHRM-SCP, or comparable HR certification.

Responsibilities

Lead recruitment, workforce planning, hiring, onboarding, retention, and employee transition processes.
Partner with leadership to address staffing needs and build internal talent pipelines.
Lead change management and succession planning and develop organizational bench strength for key leadership and critical roles.
Oversee compensation programs to support organizational goals, market alignment, internal equity, and employee relations.
Oversee employee benefits programs, retirement plans, and leave administration.
Design and implement leadership development, mentoring, coaching, and professional development programs.
Foster accountability, continuous learning, innovation, organizational effectiveness, and performance excellence.
Develop communication strategies to keep employees informed, connected, and engaged.
Partner with leadership on employee engagement, recognition, morale, retention, and positive workplace culture strategies.
Reinforce organizational values and belonging and foster collaboration across departments.
Oversee employee relations, policy interpretation, and corrective action processes; advise supervisors on sensitive and complex personnel matters.
Partner with managers to address employee concerns, workplace conflicts, investigations, disciplinary actions, and employment-related issues.
Lead the design and administration of performance management processes.
Conduct or oversee workplace investigations and ensure consistency, fairness, and compliance with policies.
Ensure compliance with applicable federal, state, and local employment laws and regulations.
Develop, implement, and maintain HR policies, procedures, employee handbooks, and governance practices.
Serve as compliance officer for the organization’s governance policies, Whistleblower Policy, ethics, and employee-related investigations.
Manage relationships with the PEO, benefits brokers, insurance providers, consultants, and other strategic partners.
Negotiate and manage vendor contracts and service-level agreements.
Develop and manage the HR Department budget and monitor expenditures.
Prepare executive-level reports, presentations, and recommendations for senior leadership.
Supervise HR staff and provide coaching, support, and professional development.
Support strategic initiatives through workforce forecasting, resource planning, and change management.
Perform other duties as assigned.