Requirements

• Bachelor’s degree in Human Resources, Business Administration or a related field required; advanced degree in human resources, business, public administration, or related field highly desirable
• Minimum 15 years of HR production generalist experience, with extensive exposure to benefit administration, employee relations, performance management, recruitment, HRIS (ideally Zenefits and Paychex/Stratustime), and training and development
• Demonstrated leadership skills, with a minimum of two years of supervisory/personnel management experience; experience consulting and educating senior management on HR-related topics
• Familiarity with strategic planning, including compensation practices, data analysis, organizational diagnosis and development; deep understanding of current HR trends in compensation, benefits, and performance evaluation frameworks
• Experience in revising or developing new HR policies and procedures to meet changing organizational needs, and to support the desired organizational culture
• Resourceful and able to find creative solutions, thinking beyond current systems and approaches, while recognizing the impact of decisions and actions on the entire organization
• Understanding of best practices and experience in building inclusive and engaged workplaces; cultural awareness and sensitivity with lens on racial and gender equity; experience supporting a multi-generation workforce
• Excellent interpersonal and communication skills; able to partner effectively with a variety of internal and external stakeholders, including expectation setting; able to influence through listening, writing, and presenting
• Strong project management skills; ability to effectively plan, implement and manage HR programs and functions; ability to implement, explain, and apply relevant policies, procedures, laws, and regulation
• An understanding of and commitment to Resilience’s mission and guiding principles a must; understanding of and/or experience working with sexual assault, women’s issues, and human rights issues preferred

Responsibilities

Recruitment, Hiring, Onboarding, Offboarding, Succession Planning

• Develop strategies to identify talent; establish and conduct recruitment and hiring process for all employees from collaborating with managers on crafting job descriptions through extending job offers
• Manage and conduct general organizational onboarding and orientation for new employees; in collaboration with the Leadership Team (LT), develop and standardize onboarding expectations, schedules, protocols, and procedures across organization
• In collaboration with ELT, maintain and update a leadership succession plan for the group, and proactively identify new leaders

Professional Development/Performance Management

• Assess organizational needs; identify and support opportunities for management and employee Professional development and growth; work with LT to identify personnel challenges or talent gaps and collaborate to develop solutions to address them
• Provide performance management guidance to supervisors, and support them in carrying out their responsibilities on personnel matters (supervision/coaching, mentoring professional development, and disciplinary actions); provide supervisors and staff members with coaching and resources to help resolve and prevent interpersonal and team conflicts and adapt to different leadership styles

Regulatory/Compliance

• Guide management and employee actions by researching, developing, writing, and updating policies, procedures, methods, and guidelines following all applicable laws and regulations
• Provide leadership and direction to ensure compliance with all local, state, and federal employment-related laws and regulations; advise management on necessary actions in alignment with current employment law requirements; provide guidance and training to staff as required

Culture/Employee Relations

• Oversee employee events and appreciation activities such as the annual retreat, social events, and group activities, tracking anniversaries, birthdays, and other milestones
• Assess and advance employee engagement and satisfaction
• Serve as HR contact for all employees; proactively engage employees to improve working relationships, build morale, and increase productivity and retention; communicate openly and frequently, keeping staff informed on benefit resources, organizational events and other pertinent information
• Provide leadership and partnership with management and employees to develop, communicate and administer human resource policies and procedures that will maintain and improve employee relations and shape organizational culture
• Exhibit understanding, sensitivity and responsiveness to cultural differences present in the agency’s service and employee population; oversee the creation and implementation of programs that build momentum for diversity, equity, and inclusion

Compensation

• Develop and administer a consistent and progressive compensation program including salary surveys and market research to ensure Resilience is competitive within its market

Benefits Management/Payroll

• Monitor budgets for recruiting, training/staff development, and benefits programs
• Manage all HR administration, including the organization’s benefits programs, and provide payroll support to the Finance department; manage relationship with benefit brokers, coordinate annual Open Enrollment, and addresses employee benefits questions; propose additional benefit options pertinent to the organization’s workforce

HRIS/Technology

• Maintain and maximize implementation of human resources information systems (HRIS); track and apply relevant organizational/human resources metrics; contribute information, analysis, and recommendations to