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Human Resources Director

Company: National Parks Conservation Association
Location: Washington
Posted on: January 27, 2023

Job Description:

NPCA POSITION DESCRIPTION DATE: October 31, 2022 JOB TITLE: Human Resources DirectorGRADE: O JOB STATUS: FT FLSA: ExemptDEPARTMENT: Human Resources LOCATION: Washington DC / Hybrid WorkIMMEDIATE SUPERVISOR: Carolyn Curry-Wheat, VP of Human ResourcesIncumbent/New Position: IncumbentSalary: based on experience (up to $110,000 for Washington, DC)PRIMARY PURPOSE: Oversee administration, coordination, and evaluation of the human resources operational functions: benefits programs (to include Workers Comp, Family Medical Leave Act (FMLA) and the Flexible Spending Accounts (FSA), compensation, compliance and reporting, organizational culture and development, performance management, training and development, employee relations, recruitment and retention, and the organizations All Employee Survey. Provide leadership and support to managers and employees on matters on performance issues and advise on goals setting for achieving results for optimal performance and personal development. Co-compose, implement, and evaluate HR policies, procedures, and guidelines, ensuring required compliancy.ESSENTIAL FUNCTIONS: % of TimeBenefits 25%Work closely with Third Party Administration (TPAs) in the administration and implementation of the organizations benefits programs (including medical, dental, vision, and pension plans). Orchestrate the benefits evaluation meetings with TPA 2x annually. Overall governance for Annual Open Enrollment process. Overall governance for on-boarding for all new hires: including exempt, non-exempt, interns and volunteers. Maintains responsibility for organization compliance with federal and state legislation pertaining to all health and welfare plans and personnel matters. Oversee maintenance of employee personnel files, assuring accuracy, compliance and confidentially.Recruitment, Staffing, Internship Program 25%Oversee full life-cycle recruitment and staffing. Provide strategic support to HR Sr Manager, management and employees, linking programs/operation strategies during the hiring process; Co-performs recruitment efforts for positions including but not limited to:(Directors and above, Yale Fellowship Interns and Duke Stanback Summer Fellowship interns); works closely with the HR Sr. Manager and HR Sr.Coordinator to compose and place advertisements; generate recruitment reports; conduct background screens; and conduct employment interviews and pre-screens interviews. Track recruitment to ensure the process is adequate, return on advertising investment, and activity. Participate in all final interviews. Oversee all aspects of College Relations program establishing and maintaining a presence on various campuses. Oversee, and coordinate intern welcome and departing activities; maintains knowledge of industry trends and employment legislation and ensures compliance.Employee Relations 20%Establish credibility throughout the organization with management and the employees to be an effective listener and problem solver of staff issues. Counsel, coach, and motivate employees toward productive performance/behavior. Mediate disputes. Works directly with department managers to assist them in carrying out their responsibilities on personnel matters. Conduct majority of all exit interviews to determine reasons behind separations. Consults with legal counsel as appropriate, or as directed by VP of HR, on personnel matters. Compile information on disputes and determine points of issue according to responsibilities under law, and review appropriate decisions with VP of HR. Performance Management and Compensation 15%Oversee and assist the HR Sr. Manager in the annual performance review process; oversee the collection of position descriptions annually to ensure that they exist and are current. Overall governance for the preparation and administration of the organizations annual salary review process; works closely with the HR Sr. Coordinator in managing all aspects of the annual salary review process (i.e., spread sheets, letters to employees, salary personnel actions, submission to payroll, promotion announcements, etc.).Training and Development 5%Oversee compliance training needs, and assist HR Sr.Manager in developing training programs, or modifying and improving existing programs. Works closely with vendor in conducting the organizations bi-annual All Employee Survey ensuring continuing upper 90 percentile participation rate. Recommends, evaluates, and participates in staff development for the organization.Personnel Policies & Regulatory Compliance 5%Update the HR Policy Manual annually. Recommends innovative approaches, policies, and procedures to effect continual improvements in efficiency of department and services performed. Interprets, implements, and communicates changes in agency personnel policies and procedures and ensures proper compliance is followed. Study legislation, arbitration decisions, and industry trends, keeping abreast of current events.HRIS and Reporting 5%Work directly with the HR Sr.Coordinator and the HR Sr. Manager on statistical reports, including but not limited to personnel-demographics, recruitment, turnover, benefit costs, compensation, service rewards, promotions, etc.OTHER Work closely with NPCAs JEDI (Justice, Equity, Diversity and Inclusion committee and Managers on employee related initiatives. Participate in developing department goals, objectives, and systems. Participate in administrative meetings, participate on committees and special projects, and attends seminars. Assists in evaluation of contracts, reports, and decisions on vendor services. Performs other related duties as required and assigned.MINIMUM TOUR OF DUTY: Monday through Thursday, 8:30am 5:30pm (additional hours as necessary)SCOPE OF POSITION: Frequent interaction with all levels of staff. Interacts with third-party outsourcing agents in the coordination of benefits, including pension plans. Contracts with vendors to provide other services such as back-ground investigations.MINIMUM QUALIFICATIONS, Competencies, SKILLS, and Education: Degree in HR, Organizational Management, or other behavioral science. Five (5) years broad-based HR experience, 2 of which must be at the management level, preferably in non-profit environment. PHR preferred. Well-versed in employment law. Facilitation and presentation skills. Excellent written and oral communication skills. Highly customer service oriented. Demonstrated abilities in coaching/counseling, and program administration. Skills include problem identification/resolution, organizing and planning, mediation. An experienced leader and human resource professional with appropriate industry experience. An energetic, forward-thinking, and creative individual with high ethical standards; A strategic planner with sound technical skills, analytical ability, good judgment, and strong operational focus; A well-organized and self-directed individual who is a team player. An intelligent and articulate individual who can relate to people at all levels of an organization. A facilitator who is experienced in resolving conflicts between different parties. Strong proficiency using Word, PowerPoint, Excel.Core ValuesLive, honor, and own the organizations Core Values:Commitment: We are passionate about NPCA and dedicated to achieving excellence through our work and mission. We seek to improve our performance by taking opportunities for professional and personal development and encouraging reasonable risk-taking and innovation. Inclusion: We value diversity of thought, background, experience, and opinion. We create a culture of empowerment by welcoming and encouraging meaningful participation from all people and promoting an environment that embraces different perspectives.Integrity: We hold ourselves accountable to each other, our members and partners, and our mission. We evaluate the impact of our work and strive for honesty and transparency across the organization. We operate ethically in the organization's best interests. Respect: We collaborate in results-oriented teams based on trust and consideration for each other. We promote harmony between our work and our personal lives. We foster a healthy and positive workplace culture and work collaboratively with external partners.NPCA is committed to diversity among its employees and hiring practices. All qualified applicants are encouraged to apply.Green 2.0 Pledge: Our organization is committing to conducting a pay equity analysis of staff compensation to look at differences in compensation in regard to race, ethnicity, and gender, to collect and analyze relevant data, and take corrective actions to remediate pay disparitiesPHYSICAL ENVIRONMENT: Typical office setting; cubePREPARED BY: Carolyn Curry-WheatEMPLOYERS RIGHTS: NPCA reserves the right to revise this position description at any time. The duties listed above are intended only as illustrations of the various types of work that may be performed. The omission of specific statements of duties does not exclude them from the position if the work is similar, related, or a logical assignment to the position. The job description does not constitute an employment agreement between the NPCA and employee and is subject to change by the NPCA as the needs of the NPCA and requirements of the job change. The above is in no way an exhaustive list of the requirements for the position.COVID-19: Please be aware that NPCA requires all employees who are required to work onsite, whether regularly or sporadically to be vaccinated for COVID-19. This position will require the successful candidate to show proof of vaccination. NPCA is an equal opportunity employer and will provide reasonable accommodation to those individuals who are unable to be vaccinated consistent with federal, state, and local law. *This does not apply to applicants residing in Montana, Tennessee, and Florida.

Keywords: National Parks Conservation Association, Washington DC , Human Resources Director, Executive , Washington, DC

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