Sr Director of Human Resources

Moody Publishers • Chicago, IL

25d • $120,000 - $150,000 • Onsite

About The Position

The Senior Director of Human Resources serves as the Institute’s senior HR practitioner and operational leader of the Human Resources function. Reporting to the CFO/COO, this role is responsible for implementing a comprehensive people strategy that advances Moody’s mission, supports institutional priorities, and fosters an organizational culture rooted in Moody’s values. The Senior Director leads the day-to-day operations of the HR department, including Learning & Organizational Development, Recruiting, and Benefits, while partnering with the CFO/COO to provide data, analysis, and recommendations that inform institutional decision-making on workforce planning, talent development, and organizational health.

This position requires a seasoned HR professional who combines operational excellence with a collaborative mindset, and who can elevate the HR function as a proactive, mission-aligned driver of organizational effectiveness. The Senior Director brings a practitioner’s depth to employee relations, compliance, and program execution while developing the HR team’s capability to serve Moody’s employees well.

Requirements

• Bachelor’s degree in Human Resources, Business Administration, Organizational Development, or related field.
• Minimum 7 years of progressive HR experience, with at least 3 years in a senior HR director or manager role in a complex organization.
• Demonstrated ability to partner with senior leadership and implement HR strategy across a complex, multi-functional organization.
• Strong working knowledge of employment law, organizational development, compensation administration, and employee relations.
• Strong interpersonal skills, emotional intelligence, and ability to build trust across diverse stakeholder groups.
• Proven ability to manage complex personnel situations with discretion, lead a small team, and drive results in a collaborative environment.
• A mature and growing personal faith in Jesus Christ, with a lifestyle consistent with Moody Bible Institute’s doctrinal statement and community standards.
• Commitment to the mission of Moody Bible Institute: to equip people with the truth of God’s Word to be faithful and fruitful in their callings.
• Ability to lead with humility, grace, and pastoral sensitivity in a Christ-centered institutional environment.
• Active membership in a local church.

Nice To Haves

• Master’s degree preferred.
• Experience in higher education, nonprofit, or mission-driven organizations preferred; familiarity with faith-based institutional culture is a significant advantage.
• SHRM-CP, SHRM-SCP, PHR, SPHR, or equivalent professional certification preferred.

Responsibilities

• Execute the human resources strategy in alignment with institutional direction set by the CFO/COO, translating organizational priorities into actionable HR programs and initiatives.
• Provide regular, transparent reporting to the CFO/COO on HR metrics, workforce trends, staffing activity, and people-related risks and opportunities, equipping leadership with the data needed to inform institutional decisions.
• Lead HR change management efforts in support of leadership transitions, restructuring, or strategic initiatives, serving as the primary HR implementation lead.
• Champion a culture of accountability, collaboration, servant leadership, and continuous improvement across the organization.
• Advise department leaders and managers on HR best practices, policy interpretation, and employee relations matters, serving as a trusted day-to-day resource.
• Coordinate with the CFO/COO on cross-functional initiatives that intersect with people strategy, providing HR perspective and analysis to inform executive-level decisions.
• Oversee the full employee lifecycle: recruitment, onboarding, development, performance management, retention, and succession planning.
• Partner with academic and operational leaders to ensure recruiting strategies attract mission-aligned, high-caliber talent in a competitive market.
• Support the design and implementation of a leadership development pipeline, with particular attention to mid-level leader readiness.
• Implement and continuously improve a performance management system that drives accountability, professional growth, and alignment with institutional goals.
• Direct the Director of Learning & Organizational Development in building training programs that measurably improve organizational capability and employee engagement.
• Support the adoption and sustainment of organizational operating systems (e.g., EOS) in partnership with the CFO/COO and operational leaders.
• Oversee the administration of competitive compensation and benefits programs, ensuring alignment with market benchmarks and institutional budget constraints.
• Partner with the CFO/COO on annual salary budgeting inputs, position control tracking, and total compensation recommendations.
• Administer the employee benefits program, including providing staff support to the Employee Benefits Administration Committee as directed through the CFO/COO.
• Evaluate and recommend enhancements to total rewards programs that support recruitment, retention, and employee well-being, bringing proposals to the CFO/COO for review and approval.
• Ensure institutional compliance with all federal, state, and local employment laws and regulations, including Title IX, ADA, FMLA, FLSA, and EEO requirements.
• Serve as the EEO compliance officer, coordinating the organization’s operational response to employment-related legal matters in conjunction with General Counsel and the CFO/COO.
• Develop, maintain, and communicate clear, consistent HR policies that reflect both legal requirements and Moody’s values and culture.
• Oversee employee relations, workplace investigations, and ethics reporting systems, ensuring fair and timely resolution of concerns.
• Identify and escalate HR-related risks proactively to the CFO/COO, including workforce data privacy, employment practices liability, and regulatory changes.
• Oversee HR systems (HRIS) and data infrastructure to ensure accurate, secure, and efficient management of employee records and reporting.
• Drive continuous improvement in HR processes, leveraging technology and data analytics to inform decision-making and increase operational efficiency.
• Prepare and manage the HR department’s annual operating budget and the institutional employee benefits budget, in coordination with the CFO/COO.
• Lead, develop, and organize the HR team—including the Director of Learning & Organizational Development, Recruiting Manager, and Benefits Manager—fostering a collaborative, high-performing departmental culture.

Benefits

• Competitive compensation and benefits programs
• Annual salary budgeting inputs
• Position control tracking
• Total compensation recommendations
• Employee benefits program administration
• Staff support to the Employee Benefits Administration Committee
• Enhancements to total rewards programs that support recruitment, retention, and employee well-being
• Compliance with all applicable laws pertaining to nondiscrimination on the basis of race, color, national origin, sex, age, disability, and any other applicable legally protected category.

What This Job Offers

• Job Type: Full-time
• Career Level: Director