Senior Director of Human Resources

Are you passionate about creating opportunities for people to thrive?

Catholic Charities is the place for you!

Senior Director of Human Resources

Elliot Park/hybrid

The mission of Catholic Charities Twin Cities is to serve those most in need and to advocate for justice in the community.

Our programs for children, families, and adults serve more than 25,000 people every year. As the need for our services grows, Catholic Charities is working to adapt and respond with strategies that prevent poverty, meet basic needs in times of crisis, and create pathways to greater stability.

WAGE RANGE: $145,000 - $196,000/annually

JOB SUMMARY: Catholic Charities seeks an outgoing, people-centered, and solution-orientated people leader who is compassionate, trauma-informed, and culturally aware to join us as our Senior Director of Human Resources.

The Senior Director of Human Resources (SDHR) is responsible for the overall development, management and evaluation of the Human Resources function of the agency. This includes designing and formulating, implementing, and evaluating programs, policies, and procedures covering employment, compensation, benefits, employee development, performance management, employee and labor relations, recruitment and retention, and compliance with applicable federal and state law.

In collaboration with the Chief Legal Officer (CLO) and other senior leaders, the SDHR drives strategic human resources planning activities that align with the mission and strategic plan of the organization. The SDHR focuses on building HR programs that attract, develop, and retain top talent and positions the organization as an employer of choice within the Twin Cities market. The SDHR utilizes data and analytics to monitor effectiveness of programs and identify opportunities for quality enhancements and/or efficiencies in systems. The SDHR leads a team of Human Resources professionals, and serves as an advisor to the CLO, CEO, the Executive Team and other leaders in the organization. The SDHR supports the CLO with the HR Sub-committee of the Board of Directors, serves as a member of the Management & Strategy and Executive Teams, and acts as the EEOC Officer of the organization. The SDHR reports to the Chief Legal Officer.

This position requires a valid Minnesota driver's license.

ESSENTIAL FUNCTIONS:

HR Leadership, Strategy and Planning 25%

Develops and implements a comprehensive HR strategy for the agency in alignment with the mission and vision of the organization. Translates the strategic and tactical business plans into HR strategic and operational plans.

Creates and directs a project plan to build and/or enhance HR programs, procedures and policies in every functional area; prioritizes build timeline based on assessment of risk to the organization within compliance, mission alignment, costs, and other factors.

Serves as a strategic and trusted partner to leadership; provides guidance and support on HR-related issues.

Develops and analyzes HR metrics and reports to assess the effectiveness of HR programs and initiatives.

Keeps up to date on changes within employment law at the local, state, and federal level and ensures the organization remains compliant with new laws and regulations through ongoing policy updates and employee training.

Conducts research and analysis to assess the competitiveness of CC programs and practices against the market and recommends appropriate changes.

Manages and develops a high-performing and responsive HR team to include: HR Business Partner, Director of Compensation & Benefits, Payroll Specialist and any future HR positions.

Operational Management 65%

• HR Department Management

Supervises and mentors HR staff, encouraging their ongoing development.

Manages HR budgets and resources to ensure effective and efficient delivery of HR services.

Oversees the operation, maintenance and development of a Human Resources Information System (HRIS) that meets the needs of the agency.

Oversees the agency's unemployment and workers compensation program.

Employee Development, Training & Safety

Develops, recommends, communicates and implements the agency's performance management system; provide roll-out training for managers and employees; provide ongoing training/coaching opportunities for managers around performance management.

Directs the development and implementation of a comprehensive training program for the agency in the areas of human resource areas of compliance, safety, NEO, onboarding, supervisor/management training, leadership development, and other trainings per organization need; develops and facilitates trainings as needed; creates quarterly training calendar in collaboration with department leaders; creates system for tracking completion of required training.

Directs OD processes in collaboration with CEO, CLO and other departmental leaders to include succession planning, key employee retention, organizational design, team building and change management.

Collaborates closely with leadership across the organization, especially within Programs, Legal & Compliance, Facilities, and Safety & Security Departments, to ensure a safe and secure workplace environment is provided for employees as well as appropriate OSHA training during onboarding and post incident.

• Employee/Labor Relations

Establishes employee relations practices and procedures promoting a positive employer / employee relationship and a high level of employee engagement.

Oversees and ensures appropriate management of employee relations issues surrounding coaching and corrective action and low-risk employee investigations; ensures consistency in application of policies and compliance with employment law.

Manages corrective action process and conducts high-risk employee investigations.

Responsible for overall management of the agency's labor relations activities. This includes serving as principal spokesperson for the agency at contract negotiation and recommending negotiated changes to the contract to the Executive Team.

Serves as the EEOC Officer, developing programs that support the hiring, retention and/or promotion of diverse individuals into all levels of the organization; partners closely with the Director of Inclusion of Belonging, on creating the agency's Affirmative Action Plan

• Talent Acquisition

Designs and implements a best-in-class, full-cycle recruitment program for the agency to include the building of modules for the training system, HRIS, manager training, and development of dashboards and key metrics for tracking effectiveness.

Oversees the recruitment, selection, and retention of employees to ensure fairness and consistency in processes and compliance with policies and employment law.

Compensation and Benefits

Works with the Director of Compensation and Benefits to design compensation and benefits programs to attract and retain top talent and ensure equitable treatment of employees.

Oversees an effective job and compensation evaluation process supporting external and internal equity.

Works with the Director of Compensation and Benefits to ensure that benefits offerings are competitive within the market as well as cost effective for both the employee and agency. Advise on trends and best practices to enhance the benefits package.

Oversees the Payroll function and ensures appropriate checks and balances and audit practices are in place and followed.

Customer Support 10%

Establishes service level commitments that meet organizational needs.

Builds strong partnerships with internal stakeholders - including leaders, supervisors, and employees; building rapport and credibility that enhances effectiveness.

Responsible for reviewing and ensuring the relevance, accuracy, and timeliness of data and reporting for purposes of accountability and client outcomes.

Other duties as assigned.

MINIMUM QUALIFICATIONS:

• BA degree in Human Resources or related field or an equivalent amount of education and experience.
• Minimum of ten (10) years of broad-based HR operations management experience in all functional areas, including labor relations experience.
• Minimum of five (5) years of experience managing an HR team.
• Experience collaborating with leadership to effectively design and implement organization-wide HR programs and processes required.
• Experience within the nonprofit and/or social services sectors preferred.
• Thorough knowledge of the laws, principles, and practices of Human Resources.
• Strategic leader with ability to align organization goals with HR programs.
• Strong business judgment and conflict resolution skills
• A self-directed individual with a team-oriented approach; exceptional mentoring and coaching skills.
• Excellent project management skills.
• A valid driver's license or ability to obtain within ninety (90) days of employment
• Has the ability to work with diverse and/or low-income populations, including those who may be experiencing homelessness, unstable housing, and/or mental illness.

JOB CLASSIFICATION: Regular; Full-Time; Salaried; Exempt

PHYSICAL REQUIREMENTS:

CPR

No

Driving

Yes

Operating specialized machinery (additional assessment may be required)

No

Walking or standing > 2 hours/shift

No

Lifting up to 25lbs without assistance

No

Lifting up to 50lbs without assistance

No

Physically restraining clients

No

Catholic Charities is an equal opportunity employer.

Job Description Updated: 12/11/2024.

Please note this job description is not designed to cover or contain a comprehensive listing of all functions that are required of the employee for this job.