AFPM employees combine both in-office and remote work into their schedules using up to 6 remote workdays a month. Only local candidates will be considered at this time.
American Fuel & Petrochemical Manufacturers (AFPM) is a dynamic trade association representing high-tech American manufacturers of virtually the entire U.S. supply of gasoline, diesel, jet fuel, other fuels, and home heating oil, as well as the petrochemicals used as building blocks for thousands of vital products in daily life, from paints to plastics, space suits to solar panels, and medicines to mobile phones. As a national trade association representing American refineries and petrochemical companies, AFPM brings together staff, members, affiliates, and thought leaders at major conventions and smaller gatherings, both virtual and in-person, throughout the year.
At AFPM, our greatest asset is our team of talented professionals who consistently fuel our success. As we continue to grow and expand our reach, we are excited to announce an opening for a Director, Human Resources. The Director is responsible for managing AFPM’s Human Resources department’s day-to-day functions, its processes and programs, and for providing professional and consultative human resources support to management and staff across the organization.
Responsibilities:
Provides strategic and tactical human resources and talent management support, guidance, and consultation to AFPM leaders, managers, and staff in the areas of recruitment, onboarding, policy and procedure, benefits, compensation, employee relations, career development, performance evaluation, training, termination and disciplinary action, and off-boarding.
Recommends, develops, and implements improvements to AFPM programs and processes to support a positive and equitable workplace culture, talent engagement and retention, legal compliance, and excellence at all levels of the organization.
Ensures that the recruitment process is efficient, collaborative, and legally sound to ensure the short- and long-term staffing needs of AFPM are met, to include job description development, job posting, candidate sourcing, hiring manager collaboration, resume review and selection, telephone screening, interviewing, reference and background checking, recommendations for next steps, and job offer facilitation, and/or managing the work of the external recruitment consultant.
Administers effective and comprehensive onboarding processes to including benefits discussions and enrollments, tax and administrative process completion, drug test administration, data input, communication to the payroll team, announcements, and new hire welcoming.
Ensures that AFPM’s employment policies and procedures are comprehensive and legally compliant by maintaining up-to-date knowledge of District and federal employment law, relevant federal and state guidelines, best practices and trends, and making recommendations for appropriate and/or necessary changes at AFPM.
Serves as AFPM’s Benefits Administrator for all employee benefit programs, including: Acting as a liaison between AFPM and third-party benefits brokers, benefits company representatives.
Guiding new employees through benefits review and enrollment and supporting existing employees during periods of open enrollment.
Informing employees of changes to the benefits structure.
Facilitating the resolution of employee benefits issues and questions.
Evaluating the benefits offered and recommending changes as appropriate.
Managing changes to online systems and processes. Supports AFPM’s and employee success by providing confidential and solution-based employee relations activities to include open and honest communication, management support and advice, employee support and advice, coaching, counseling, disciplinary actions, and conflict resolution. Brings complaints of sexual harassment, discrimination, or other significant instances of workplace misconduct or conflict to the CFO and/or CEO.
Facilitates and supports a standardized, equitable and effective performance review process by providing management and staff training, developing or modifying tools for evaluation as needed, launching evaluation cycles, tracking evaluations, reviewing evaluations for content and completeness in the online system, and by acting as a resource for staff and managers.
In partnership with the HR Specialist, facilitates the activities of AFPM’s Labor Relations and Human Resources Committee including organizing its meetings, serving as a point of contact for members, guiding committee initiatives, and leading the development of its annual conference.
Supports employee skill and knowledge development by identifying the need for management and staff training, responding to requests for training, and coordinating with the departments heads to provide training and/or identify external resources.
Manages an efficient, collaborative, and legally sound off-boarding process, to include documentation development, exit interviews, exit process administration such as COBRA administration, and ensuring that the employee leaves AFPM in a respectful and informed manner.
Maintains the HR systems, including ADP, to ensure that they are accurate, and that changes and updates are made in a timely manner.
Manages the work of the HR Specialist, provides regular and annual recognition and developmental feedback, makes job change / job content recommendations, and provides ongoing professional development experiences and training.
Is an active member of the DEI Working Group.
Other ad hoc duties as required.
Qualifications:
10+ years in a management and/or executive human resources position; at least 5 years managing a human resources function, with or without direct reports. Previous experience working at an association a plus.
Bachelor’s degree in human resources management, business, psychology, industrial organizational psychology or an equivalent combination of education and experience.
Current and relevant professional certification such as PHR, SPHR, SHRM-CP, SHRM-SCP required.
Organizational staff management experience including performance management, performance review, coaching, counseling and conflict resolution.
Ability and preference to work in a team environment; is open to and values feedback and input from others.
Exceptional communication, interpersonal and collaboration skills; the ability to quickly build rapport and trust within AFPM at all levels.
Salary at AFPM is determined by various factors, including but not limited to the individual’s particular combination of education, knowledge, skills, competencies, and experience. The projected compensation range for this position is $170,000.00 to $190,000.00 (annualized). The estimate displayed represents the typical salary range for this position and is just one component of AFPM’s total compensation package for employees.
Choice of two medical insurance plans with prescription coverage
Dental and vision insurance
Medical and Dependent Care Flexible Spending Accounts
100% employer-paid life insurance and AD&D coverage for the employee, their spouse/domestic partner, child(ren), and other dependents
Supplemental life insurance option for the employee, their spouse/domestic partner, child(ren), and other dependents
Paid vacation, sick, holiday, parental, bereavement, and other paid leave benefits
Traditional and Roth 401(k) with generous employer contributions
Short- and long-term disability coverage
Pre-tax parking and commuter benefits
ID theft coverage and legal support benefits
Personal device / cell phone allowance
Professional development and educational assistance
Employee Assistance Program, mental health coverage including telehealth, and other wellness resources
Free on-site, clean, and modern fitness center and locker rooms
Free snacks, coffee, tea, hot chocolate, sodas, seltzers, bottled water, and much more!
AFPM is an equal opportunity employer. AFPM does not discriminate in employment on account of race, color, religion, national origin, citizenship status, ancestry, age, gender, sexual orientation, marital status, physical or mental disability, military status or unfavorable discharge from military service, or any other status protected by federal, state or local law or regulation. AFPM does not tolerate discrimination or harassment based on any of these characteristics.
