Senior Director of Human Resources

Sagency•Fargo, ND

About The Position

The Director of Human Resources is the NDSU Foundation's senior people leader. The role reports to the CFO, serves on the senior leadership team, and leads the HR department. The next Director will build on some solid frameworks and processes while thinking ahead about how the Foundation's workforce, capability, and culture can grow for increased impact. The Foundation is looking for a leader who partners well across the whole team and earns trust quickly. The right person will use sound judgment with empathy and an approachable style. They will be intentional about policy and culture, bring people together, and confidently handle sensitive matters with kindness. The role is mission-oriented. Much of the staff works in fundraising, and the Director will take time to understand the demands of and approaches to that work, since it shapes how the Foundation attracts and retains its people. The Director also understands the Foundation's relationship with NDSU and how alignment on strategic initiatives advances both missions.

Requirements

Bachelor’s Degree
5+ years of related experience and/or training, or equivalent combination of education and training
Maintain strict confidentiality
Excellent written and verbal communication skills
Knowledge of personal computer programs/applications
Ability to work independently and also effectively with others

Responsibilities

Ensure the successful performance of the HR department and lead its staff, including coaching, delegation, and professional development.
Represent HR on the senior leadership team as the President/CEO's partner on people decisions.
Advise leaders on organizational structure and staffing needs, and facilitate the full hiring cycle to include: creating position descriptions, determining skills needed, developing intentional interview questions, and training hiring managers on employment law and policy.
Lead onboarding and offboarding, keep organizational charts current, and track recruitment, retention, and development data to guide staffing decisions.
Ensure that the Foundation's total compensation is competitive by researching market trends, leading the annual salary review, and presenting recommendations to executive leadership.
Update the compensation program each year as part of annual planning.
Oversee benefits administration and open enrollment in partnership with the insurance broker, and serve as the main resource for employee questions about benefits.
Oversee the performance evaluation program, making sure reviews are completed on time, are thorough, consistent, and refined as appropriate.
Coach and train supervisors to write and deliver reviews that are effective and help their staff grow.
Serve as a trusted resource for employees and supervisors, offering advice and coaching as concerns arise and helping resolve conflicts fairly.
Support supervisors through disciplinary steps and performance improvement plans, ultimately identifying where support and supervisory skills must grow prior to issues occurring.
Set the Foundation's strategy for professional development, including annual training for staff and supervisors, a mentoring program, and the budget and approval process for development requests.
Coordinate team-building and culture activities that connect staff to the Foundation's mission and to one another.
Stay current on federal, state, and local employment law, and develop personnel policies accordingly.
Audit payroll, benefits, and other HR programs, recommend corrections where needed, and keep records in line with legal and retention requirements.
Lead the Foundation's workplace safety program as safety coordinator and chair of the safety committee.
Review and investigate incident and near-miss reports, recommend corrective actions, and manage workers' compensation claims.