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
Click
here to apply!
|