Director of Human Resources
Director of Human Resources
Wasilla, AK
$92,228+ DOE
Our client: With a mission to improve the wellness and health of Mat-Su residents, this role helps develop an inclusive, healthy and productive work environment so staff are well placed to fulfill the mission. A culture of compassion, positive morale and excellence is promoted, and as the SME in Human Resources, the Director guides design of workflows, organizational structure and assists staff in bringing the mission and vision to life in the Mat-Su region!
Would you like to:
Leadership:
- Partner with leadership to help develop a healthy, inclusive, and productive company culture, creating an environment that promotes great performance and positive morale
- Serve as a thought partner with supervisors to apply organizational policies, navigate employee relations, and ensure compliance in a way that aligns with the organization’s purpose, vision, values, team principles, and social contract
- Develop and implement human resources and operational strategies by establishing department accountabilities
- Enhance recruitment process to attract employees who strengthen the organizational culture and are committed to the mission. Make recommendations on processes to hire a diverse workforce
- Determine and help implement recruitment, onboarding, and retention best practices to strengthen organizational culture, employee development, and missional impact
- Make recommendations regarding total rewards including compensation, incentives and benefits consistent with the organization’s compensation philosophy. In partnership with the CFO and COO, inform compensation analysis with third party vendor to regularly assess the market competitiveness and internal equity of the Foundation’s wages with the market, collaborate with leadership to adjust as needed, and advise supervisors on the Foundation’s compensation practices.
Management/Administration:
- Support the CFO and COO in executing the annual administration of all health benefit and 401(k) retirement plans, including executive retirement plan, open enrollment, systems requirements, management of reporting of renewal and results, compliance reporting, auditing, regulatory filings, and communications
- Work collaboratively with the COO and others to develop and implement a comprehensive professional growth and development program for employees
- Refine performance management evaluation processes, manager guidance, and employee training to ensure fair and equitable application. Coach managers on setting (specific, measurable, achievable, relevant, and timely (SMART) goals tied to organizational operating and strategic plans
- Administer performance review software and ensure it is being applied equitably and fairly by managers; work with leadership and management to set percentage protocols and define ratings and require documentation for ineffective and exceptional scores
- Review, renew, and maintain operational compliance of professional liability contracts and audits
- Update and keep current the Employee Handbook and HR policies and procedures consistent with applicable federal, state, and local laws while aligning with the organizational culture.
- Maintain personnel files and Human Resources Information System (HRIS) system.
Internal & External Relations:
- Educate all staff on the role of human resources and improve their ability to manage conflict in the workplace
- Build relationships and trust with staff
- Work with leadership and managers to improve psychological safety across the organization
- Represent the organization in the HR sector and network with peers to strengthen support and innovation.
Health Equity Promotion:
- Embrace and support the Foundation’s commitment to diversity, equity, and inclusion (DEI) by leading Foundation-wide strategies as jointly determined and prioritized by the organization’s Chief Operating Officer and Chief Community Impact Officer
- Ensure the human resources function aligns with the Foundation’s commitment to DEI as it relates to but not limited to recruiting, policies, benefits, etc
- Advance personal and professional growth in cultural competency and equity.
You need:
- Bachelor’s degree in human resource management, law, business, or a related field preferred
- Minimum 8 years of experience at a management level in Human Resources management
- Professional HR designation (i.e., SHRM-SCP or SPHR) preferred or ability to obtain professional HR credentials within 1 year of hire. Experience in Employee Benefits Administration or Contract Administration required
- Experience either as an employee or board member of a nonprofit organization preferred
- Experience in hospital or health systems operations and governance preferred.
- Excellent communication skills and strong interpersonal and organizational skills
- Proven effectiveness in leading and developing professional support staff to enhance total team performance
- Proven effectiveness in project management skills
- Collaborative and egoless approach to creating solutions and making decisions
- Demonstrated ability to serve and guide leadership and staff in navigating tactical and complex human resources situations as the HR subject matter expert
- Flexible self-starter, able to multi-task while also being highly-detail oriented
- Demonstrated ability to strategically align the human resources function with the organization’s strategic plan, vision and values
- Strong analytic skills and the ability to think strategically, politically, and programmatically
- Ability to analyze, understand and chart a path through challenging legal, risk and compliance issues
- Knowledge of benefits, operations, compliance, and interface with other internal departments (i.e., IT, Marketing, Payroll, Administration, Finance)
- Strategic thinking ability for the ‘big picture’ view
- Ability to work independently and interact effectively with staff and senior management
- Demonstrated ability to project a positive image of the organization to employees, grantees, and community.
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