Job Description

Director of Talent Management and Human Resources

$135,000 - $150,000 /year

Position Summary:

Reporting to the Vice President of Talent Management and Human Resources, the Director of Talent Management and Human Resources (TMHR) is a strategic, result-oriented thought partner for the organization to plan, organize, create, and administer human resources programs & policies that reflect the company's mission, vision, core values, and short- and long-term goals. The Director of TMHR oversees talent acquisition, performance management, and compliance. The director will collaborate with leadership to align HR initiatives with organizational goals, driving a high-performing and engaged workforce. This role will be a key business partner to drive innovation and alignment through talent programs to advance the organization’s culture and ensure the success and engagement of all employees.

• Understand and promote the organization’s Mission, Vision, and Core Values to ensure alignment with organizational policies and procedures.
• Oversee all aspects of the employee lifecycle, including recruitment, onboarding, performance management, and offboarding.
• Execute HR strategies in alignment with organizational goals
• Develop, implement, and oversee HR policies and procedures and ensure alignment with the organization’s goals and objectives.
• Manage initiatives to enhance employee engagement, satisfaction, and overall workplace culture.
• Plan and conduct new hire orientation sessions to ensure a smooth onboarding process and facilitate integration into the organization.
• Manage programs to recognize and reward employee contributions.
• Provide input on workforce planning, organizational development, and talent retention.
• Oversee the development and implementation of effective talent acquisition strategies to attract top-tier candidates in partnership with internal and external stakeholders.
• Develop and maintain processes to ensure a streamlined and positive candidate and hiring manager experience.
• Interpret and apply HR policies and procedures consistently and fairly.
• Manage employee relations issues, including investigations, conflict resolution, and disciplinary actions, in accordance with company policies and legal requirements.
• Oversee the performance management process, ensuring alignment with organizational objectives.
• Develop and analyze key HR metrics to assess the effectiveness of HR programs.
• Prepare regular reports for executive leadership on HR trends, challenges, and opportunities.
• Address employee concerns and promote a positive and inclusive work environment.
• Ensure compliance with all relevant employment laws and regulations and maintain up-to-date knowledge of changes in legislation.
• Provide leadership and guidance to HR staff, fostering a collaborative and high-performance team environment.
• Lead and manage the HR team, providing mentorship, coaching, and professional development opportunities.
• Supervise and delegate responsibilities to HR staff, ensuring efficient workflow and goal attainment.
• Perform other duties as assigned.

Minimum Qualifications:

• Bachelor's degree in Human Resources, Business Administration, or a related field; additional experience and professional certification in HR (e.g., SHRM-SCP, SPHR) may be considered in lieu of a degree.
• At least 8 years of progressively responsible experience in Human Resource Management, preferably in a nonprofit human services sector.
• Strong leadership and business acumen with at least five years’ experience managing and developing a team.
• Prior experience utilizing HRIS software and navigating HR systems.
• Deep understanding and application of labor and employment laws, wage and hour, and HR best practices.
• Demonstrated knowledge of the practical application of human resources principles and laws.
• Trustworthy with the ability to maintain confidentiality and handle sensitive information with discretion.
• Able to deliver effective results, and meet deadlines and targets while working on a broad variety of projects.
• Ability to build positive working relationships with employees and leaders at all levels within the organization.
• Strategic thinker with the ability to align HR initiatives with organizational objectives.
• Able to exercise sound judgment, sensitivity, and creativity to changing business needs.
• Ability to organize tasks and projects effectively and delegate as appropriate.
• Thrives in a dynamic work environment with multiple priorities.
• Excellent interpersonal presentation. and communication skills.
• Proficient with MS Office, Excel, PowerPoint, and Outlook applications.
• Ability to travel for trainings, conferences, and other business-related activities.

It is the policy of Children's Aid to provide equal employment opportunity to all employees and applicants for employment and is dedicated to maintaining a work environment that is free from harassment and discrimination. Children's Aid will not tolerate discrimination, harassment, or retaliation on any basis, including race, creed, color, national origin, ethnicity, alienage or citizenship status, gender/sex (including pregnancy), disability, religion, source of income, sexual orientation, gender identity or expression, age, familial status, caregiver status, military status, marital or partnership status, status as a victim of domestic violence, sexual violence or stalking, predisposing genetic characteristics, arrest or conviction record, credit history, unemployment status or any other characteristic protected by federal, state or local law. Children’s Aid is committed to complying with applicable state and local laws governing non-discrimination in employment. This policy applies to all terms and conditions of employment, including, but not limited to, hiring, placement, promotion, termination, layoff, recall, transfer, leaves of absence, compensation, and training.

Children’s Aid will conduct a prompt and thorough investigation of all allegations of discrimination, harassment, retaliation, or any violation of the Equal Employment Opportunity Policy in a confidential manner and will take appropriate corrective action, if and where warranted. Children’s Aid prohibits retaliation against employees who provide information about, complain about, or assist in the investigation of any complaint of discrimination or violation of the Equal Employment Opportunity Policy.

The incumbent is expected to work a schedule, whether in-person or hybrid, as determined by the department's needs to facilitate effective collaboration with the team. This flexibility is essential for maintaining seamless communication, fostering teamwork, and ensuring the smooth operation of the department's processes. The position's requirements are subject to periodic review and adjustment based on organizational needs and changes in work dynamics.

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