Director Of Human Resources The Director of Human Resources serves as the organization's senior human resources leader and strategic advisor to executive leadership. This position is responsible for developing, implementing, and managing all human resources functions, including talent acquisition, employee relations, performance management, compensation and benefits administration, compliance, training and development, culture initiatives, and organizational effectiveness.
Essential Functions
Human Resources Strategy:
Develop and implement HR strategies aligned with organizational goals and conservation mission.
Serve as a trusted advisor to leadership on workforce planning, organizational development, and employee engagement.
Recommend and implement policies, practices, and programs that support organizational effectiveness.
Talent Acquisition and Workforce Planning:
Lead all recruitment, selection, onboarding, and retention efforts.
Partner with managers to identify staffing needs and develop recruitment strategies.
Ensure equitable and inclusive hiring practices.
Manage employee onboarding and orientation programs.
Employee Relations:
Serve as the primary resource for employee relations issues, conflict resolution, and workplace concerns.
Conduct internal investigations and recommend appropriate corrective actions.
Maintain a positive work environment that reflects organizational values.
Performance Management:
Administer performance management systems and processes.
Support managers in goal setting, employee development, coaching, and performance improvement planning.
Develop employee engagement and recognition initiatives.
Compensation and Benefits:
Administer employee compensation and benefits programs.
Conduct market analyses and make recommendations regarding compensation practices.
Manage relationships with benefits brokers, insurance carriers, and retirement plan providers.
Coordinate annual benefits enrollment processes.
Compliance and Risk Management:
Ensure compliance with employment laws and regulations.
Maintain personnel records and HR documentation.
Develop, update, and communicate HR policies and employee handbook content.
Coordinate required labor law postings and mandated trainings.
Learning and Development:
Assess employee training needs and facilitate professional development opportunities.
Develop and coordinate leadership and management training initiatives.
Support succession planning and workforce development efforts.
HR Operations and Administration:
Manage HRIS, personnel files, and employee data reporting.
Prepare reports, metrics, and analyses for leadership and board committees as needed.
Administer leave programs and employee records.
Oversee HR-related contracts, vendors, and service providers.
Other duties as assigned.
Authorities:
Responsible for brokering, managing, and administering employee benefits and compensation programs. Authority to manage and develop HR budget.
Competencies:
Aligns HR initiatives with organizational objectives.
Excellent verbal, written, and interpersonal communication skills.
Ability to present information clearly to employees, managers, executives, and board members.
Establishes productive relationships across all organizational levels.
Exercises discretion when handling confidential matters.
Functions effectively in a dynamic nonprofit environment.
Balances strategic priorities with day-to-day operational responsibilities.
Maintains current knowledge of employment laws and HR best practices.
Demonstrates the highest standards of confidentiality and ethical conduct.
Required Education and Experience:
Bachelor's degree in Human Resources, Business Administration, Organizational Development, Public Administration, or a related field.
Minimum of 10 years of progressively responsible human resources experience.
Minimum of 5 years of experience leading organization-wide HR functions.
Demonstrated experience in employee relations, employment law compliance, recruitment, compensation and benefits administration, and performance management.
Experience developing and implementing organizational development programs.
Proficiency with HRIS systems and Microsoft Office applications.
Strong knowledge of federal and state employment laws and regulations.
Preferred Education and Experience:
Master's degree in Human Resources, Business Administration, Public Administration, Organizational Development, or related field.
SHRM-SCP, SHRM-CP, SPHR, or PHR certification.
Experience working in a nonprofit organization, conservation organization, environmental organization, or other mission-driven enterprise.
Experience supporting geographically dispersed or remote employees.
Knowledge of nonprofit employment practices, grant-funded positions, and volunteer programs.
Experience presenting HR-related information to executive leadership and board committees.
Work Environment: The position operates in a professional office environment.
Physical Demands:
The physical demands described here are representative of those that must be met by an employee to successfully perform the essential functions of this job. While performing the duties of this job, the employee is occasionally required to stand, walk, sit, use hands, and climb stairs. The employee must occasionally lift and/or move up to 25 pounds. TravelSome travel is required and may include occasional overnight travel. Other DutiesPlease note this job description is not designed to cover or contain a comprehensive listing of activities, duties or responsibilities that are required of the employee for this job. Duties, responsibilities, and activities may change at any time with or without notice.
Benefits:
The Coastal Conservation League offers a competitive suite of benefits, including medical, dental and vision insurance; short- and long-term disability; life insurance, 403(b) retirement and generous paid time off policies.
Equal Opportunity:
Cultivating a diverse and inclusive team is an essential component of the Conservation League's commitment to advancing equity. Candidates of all backgrounds are encouraged to apply. The Coastal Conservation League is an equal opportunity employer. The Conservation League does not discriminate on the basis of race, color, religion or belief, age, sex, national origin, gender identity, sexual orientation, disability, protected veteran status, family or parental status, or any other status protected by state laws and/or federal regulations. All qualified applicants are encouraged to apply and will receive consideration for employment based upon applicable qualifications, merit, and business need.
