We are seeking a full-time Director of Human Resources to join our team. In this role, you are responsible for shaping and implementing comprehensive HR strategies that align with the Kravis Center’s mission, vision, and culture. This role oversees all aspects of human resources management, including organizational development, employee relations, recruitment, compensation and benefits, training, and compliance. The Director serves as a strategic partner to leadership, fostering a positive and productive work environment while ensuring legal and regulatory compliance.

Essential Duties/Responsibilities:

Human Resources Management

• Collaborates with managers at all levels to promote awareness of human resources best practices and support organizational initiatives.
• Maintain an employee communications strategy to ensure alignment with the Center’s mission, vision, and culture to ensure employees feel a strong sense of connection to each other as well as the Center.
• Develop, recommend, and implement Human Resource policies and procedures in accordance with relevant laws and regulations.
• Stay updated on the latest industry trends and best practices in Human Resource Management and make recommendations for continuous improvement.
• Maintain, circulate and provide feedback on the annual Employee Engagement survey

Recruitment, Retention, and Offboarding

• Oversee and direct the recruitment and onboarding processes, including recruiting, interviewing, and facilitating the hiring of qualified candidates for open positions.
• Work closely with department managers to assess staffing requirements and identify essential skills and competencies for each role.
• Supervise the HR Team to ensure all elements of the onboarding process are completed, such as reference checks, background checks, drug testing, and coordinating with the Finance Department for payroll processing.
• background checks, drug testing, and coordinating with the Finance Department for payroll processing.
• Partner with senior management to develop and implement strategies for workforce planning and talent management.
• Provide strategic oversight of the offboarding process, including guidance to supervisors on employee transitions, administration of exit interviews, coordination of internal notifications, and timely completion of payroll, systems, and benefits offboarding activities.

Compensation and Benefits Administration

• Collaborate with the CFO to plan and direct the overall design, implementation, and administration of the Center’s health and welfare benefits programs. Ensure that the programs are current, competitive, cost effective and in compliance with legal requirements.
• Design and implement incentive and recognition initiatives that reward outstanding performance and encourage greater employee engagement.
• Manage the Open Enrollment process by advising employees on benefit eligibility and enrollment, clearly explaining available options; assist with claim issues as needed to ensure employee concerns are appropriately addressed and resolved.
• Oversee compliance with Worker’s Compensation administration.
• Collaborate with the CFO and Executive Leadership team to develop and maintain a compensation strategy that incorporates market competitiveness, performance, and tenure. Regularly conduct benchmarking to assess market trends and make recommendations for adjustments as needed.

Employee Relations

• Provide counsel to all levels of management to coach, advise, and facilitate fair, effective and consistent solutions for any employee concerns or complaints.
• Develop and assist in the implementation of an annual performance management system to drive employee engagement, productivity, and retention.
• Evaluate, develop, and maintain job descriptions.
• Supervise the Human Resources Team, including coaching, training and career development.

Training and Development

• Identify training needs and develop programs to enhance employee skills. Implement initiatives to foster a culture of continuous learning and professional growth.
• Research and help implement training opportunities to ensure employees remain up-to-date on HR related issues – harassment and bullying, ADA compliance and understanding, and team-building.
• Partner with outside trainers to help employees expand their skill sets and develop a deeper understanding of effective interactions with colleagues across the organization.

Legal

• Ensure the organization remains in compliance with local, state and federal laws and regulations; regularly reviews policies and practices to maintain compliance.
• Complete and submit annual EEOC Component Report; provide annual notification of required Medicare Notice as well as Summary Benefits Plans Notices.
• Ensure consistent compliance with the Center’s Drug-free Workplace Policy in both hiring practices and internal employee relations.
• In partnership with the entire HR Team, ensure employee records are maintained and compliant with all applicable legal requirements and internal record- management guidelines.
• Consult the Center’s Labor Attorney on any employment matters that may require legal review.

Qualifications/Experience:

• Bachelor’s degree in Human Resources, Business Administration, or related field.
• Certification in Human Resources SPHR or PHR preferred.
• Minimum of 7–10 years of progressive HR experience, including leadership roles.
• Strong knowledge and understanding of local, state and federal labor laws and Benefits Administration – including COBRA, Worker’s Compensation, ERISA, ADA
• Proven ability to develop and implement HR strategies aligned with organizational goals.
• Excellent communication, leadership, and interpersonal skills as well as the ability to handle confidential information with discretion; solid problem- solving skills.
• Ability to work effectively with diverse groups of people at all levels of the organization
• Experience with HRIS systems and proficiency in Microsoft Office Suite.

As part of your cover letter, please respond to the brief set of questions below. Your responses will help us better understand your qualifications and ensure alignment with the needs of this role.

Applications without complete responses may not be considered.

1. Please describe your direct experience relevant to this role.
   Include the total years of experience and summarize your key responsibilities in Director-level (or higher) HR leadership positions.
2. What experience do you have working in nonprofit or mission-driven organizations?
   Please include details such as organization size, structure, and the scope of your HR responsibilities.
3. Please describe your experience selecting, implementing, and managing Human Resources Information Systems (HRIS).
   Include examples of systems you have worked with and how you leveraged HR technology to improve organizational efficiency and HR operations.
4. How do you stay current on HR compliance requirements, employment laws, and emerging industry trends?
   Describe your process, resources, and any professional networks or certifications you rely on.

Physical Demands/ Work Environment:

This role is a fully on-site position in a professional office environment. Must be able to move throughout the office to attend meetings, interact with staff, and access files or equipment as needed. Requires frequent and prolonged periods of sitting at a desk, working on a computer, and reviewing documents. Must possess sufficient visual acuity to read documents, operate a computer, and observe employee interactions. Adequate hearing ability is required to participate in meetings, conduct interviews, and communicate effectively with employees at all levels. Clear and effective verbal communication skills are essential for facilitating meetings, providing guidance, conducting employee discussions, and presenting information. Work is performed in a climate-controlled office environment with typical noise levels
associated with business operations.

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The Kravis Center offers full benefits package.

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