Sr Director of Human Resources

Professional Career•Chicago, IL

24d•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.
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.
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.
Candidates must align with MBI’s Christian identity.
Employees are expected to sign a Statement of Faith and adhere to the Community Standards.

Nice To Haves

Master’s degree 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.