Director of Human Resources

DUTIES: Responsibilities may include, but are not limited to the below. 1. HR Strategy and LeadershipLead the Mission's HR strategy, initiatives, systems, policies, and procedures in alignment with leadership, mission, organizational structure, and strategic plansPartner with senior leaders to forecast staffing needs, develop workforce plans, support retention, and ensure employees are effectively placed in the right rolesPrepare monthly, annual, and ad hoc HR reports for leadership Protect the confidentiality of personnel, financial, and other sensitive employee informationRecommend people-policies and initiatives that improve employee experience, engagement, culture, and organizational effectivenessSupervise HR personnel, provide guidance, and collaborate with support staff and organizational leaders 2. Talent Acquisition and OnboardingCoordinate new-hire integration into the Mission's culture, mission, job expectations, and available resources; include Mission-wide tour into orientation Ensure new employees and key volunteers complete required background checks, verify references, and receive a smooth, welcoming orientation and onboarding experienceLead full-cycle recruitment for paid positions, including workforce planning, job descriptions, postings, sourcing, candidate screening, interviews, offers, and salary alignment with budgetReview job descriptions and workforce needs before beginning recruitment for new or replacement positions 3. Performance, Learning, and DevelopmentDeliver or arrange HR-related training, including workplace conduct, anti-harassment, leadership practices, and employee developmentDesign, implement, and oversee the performance-management system and annual performance-review processPartner with department heads on employee performance, coaching, counseling, development planning, and difficult employee conversationsWork with Department heads to identify training needs and coordinate professional-development opportunities 4. Employee Relations and CultureConduct employee-engagement surveys at least every six months, analyze results, and recommend improvementsCoordinate wellness initiatives, employee events, all-staff meetings, and other programs that support employee experienceFoster a culture of open communication, respect, accountability, continuous improvement, and care for employeesManage exit-interview and offboarding processes, including feedback collection and organizational follow-upProvide an outlet to employees for critical feedbackServe as a trusted advisor to leaders and employees on employee-relations matters, including concerns, grievances, complaints, claims, allegations, coaching, discipline, and workplace conflict; provide referrals for pastoral counseling 5. Compensation, Benefits, and PayrollAdminister employee benefits, including health insurance, PFMLA, retirement plans, PTO, and related employee communicationsCoordinate semi-monthly payroll with Finance, ensuring timely and accurate pay, reliable employee data, and appropriate payroll and benefits changes during onboarding and terminationManage compensation policies and conduct regular market, equity, and pay-practice analyses; recommend adjustments needed to support fair pay, recruitment, and retention Partner with benefits brokers, consultants, vendors, Finance, and executive leadership to select cost-effective, responsive benefit programs 6. Compliance, Risk, and HR OperationsEnsure compliance with wage-and-hour requirements, including the Fair Labor Standards Act and applicable state requirementsEstablish compliant processes for employee discipline, involuntary terminations, offboarding, payroll/benefit removal, and related position or job-description updatesMaintain accurate, confidential employee records, HRIS data, and retention practicesMaintain, implement, and annually review the employee handbook, HR policies, procedures, and recordkeeping practices for compliance with applicable federal, state, and local employment lawsMonitor and mitigate HR-related legal and litigation risk; partner with outside counsel when necessary and respond to legal complaints, unemployment claims, workers compensation, and regulatory mattersMonitor, update and implement Emergency Disaster PlanOversee annual HR audits and implement corrective actions as neededServe as the primary HR contact for employment-law compliance, including requirements relevant to nonprofit and religious organizationsUse workforce metrics to analyze hiring trends, employee information, and other key indicators; present findings and recommendations to leadershipWork with Department Heads to update SOP's (Standard Operating Procedures) annually and as needed