Senior Director of Talent & Human Resources | Net Impact

Senior Director of Talent & Human Resources

Jeremiah Program

Our History

Jeremiah Program offers one of the nation’s most successful strategies for ending the cycle of poverty for single mothers and their children, two generations at a time. Two-generation – or 2Gen — programs uniquely focus on the whole family and achieve long-term, sustainable results. The approach has been proven to achieve significant educational, health and economic benefits for parents, children and communities.

Jeremiah Program is strategically growing throughout the country to meet the growing demand for its model. The organization has campuses in Minneapolis and St. Paul, MN, Austin, TX, Fargo, ND, and Rochester-SE, MN. Our national office and Campus Support Team is in Minneapolis. Learn more here.

The Role:

This is not a traditional HR & Talent role. We are seeking an experienced Talent & HR leader to co-create and independently oversee the execution of Jeremiah Program’s (JP) national talent strategy and to build best-in-class systems across a national organization with start-up energy. Reporting directly to the CEO, the Senior Director of Talent & Human Resources will enable the organization to function at its greatest potential through the recruitment, development, management and retention of high-performing, mission-aligned team members and by shaping the organizational culture as we continue to scale nationally. This Senior Director will also sit on the CEO’s Leadership Team and make decisions at the highest level towards the execution of our strategic priorities.

The Senior Director of Talent & HR will own a broad range of strategic talent and organizational initiatives. This individual will serve as the organization’s resident expert and thought leader on all areas of diversity, equity and inclusion (DEI), talent and culture among their colleagues internally. The Senior Director of Talent & HR will create strategic alignment between the organization’s goals and values and the people who implement them. This leader will also be deeply versed in HR functions such as legal compliance, benefits and the employee lifecycle.

Ideal candidates will have significant experience advancing talent strategies and diversity, equity and inclusion plans within a national multi-site non-profit organization that includes many internal and external stakeholders. The right candidate will have significant experience in talent management, expertise in the employee lifecycle and an understanding of employment law.

The Senior Director of Talent & HR reports to the President & CEO and manages the HR Generalist and Recruitment Coordinator.

Primary Responsibilities:

Talent Recruitment, Development, Management and Retention:

*Oversee recruitment and onboarding strategy and execution for all new team members as we continue to build and grow JP nationally.
*Coordinate and design professional development opportunities, management trainings, and other skill building and education activities to continuously develop our team.
*Facilitate a best-in-class performance management and review process for the organization.
*Manage and analyze employee engagement surveys to gain insight and identify opportunities for to enhance employees’ experience and effectiveness.

Diversity, Equity and Inclusion:

*Integrate a diversity, equity and inclusion lens in the policies, systems and fabric of JP, in partnership with leaders, staff and stakeholders across the organization.
*Manage our DEI strategy and execution by determining priorities, initiatives, and timelines and aligning DEI objectives with our talent programs and processes.
*Facilitate discussions, trainings and learning opportunities around DEI for specific functional teams and the JP as a whole.
*Attract and grow a diverse pipeline of candidates with such efforts as long-term sourcing and networking.
*Build a positive, affirming, inclusive and equitable culture that contributes to retaining diverse talent.
*Lead various analyses and examine our employee lifecycle through the lens of DEI with the goal of continuous improvement of our internal organizational practices and management.

Culture:

*Serve as a culture visionary and champion, setting and modeling a culture of high equity & high excellence.
*Design new initiatives with a specific focus towards promoting and sustaining culture for remote-based employees and teams and building our culture as “one JP”.
*Maximize impact of existing organizational culture programs, such as staff appreciation initiatives and celebrating the contributions, milestones and life events of our team.

HR & Benefits:

*Identify and handle employee relations issues quickly and decisively while exercising strong judgment and discretion and partnering with other stakeholders as appropriate.
*Oversee the administration, enrollment, tracking and reporting of employee benefits and time and manage corresponding external vendor relationships and performance.
*Own and manage internal policies and processes, such as paid time off, leave programs and compliance policies, etc.
*Oversee legal compliance with employment laws at a federal, state, and local level, from interpreting legislation and making internal recommendations to driving their implementation.
*Maintain HR documentation, records and HRIS systems, including processing onboarding and offboarding paperwork, recording changes in job classifications, raises, etc.
*Manage all employee leaves (i.e. FMLA and parental leave), worker’s compensation claims, and unemployment claims.
*Coordinate with consultants and administrative and payroll entities (ie. PEO, HR).
*Oversee the consistent and compliant execution of contract creation and payments.
*Ensure the execution of competitive and equitable benefits, compensation, and policies.

About You:

*You are proactive, energetic, organized and has stellar people skills.
*You are a culture-builder. You understand the importance of maintaining a healthy and stimulating culture to propel people to do their best work, every day.
*You bring a deep level of empathy and emotional intelligence with a people-first and inclusive culture.
*You have an understanding of, sensitivity to and respect for diverse racial, socio-economic, ethnic, academic, religious and cultural backgrounds as well as identities – gender identity, sexual orientation, disability, etc. of staff.
*You practice holistic leadership. You see the big picture and can communicate complex strategies into easy-to-implement tasks for different stakeholders.
*You have experience leading DEI programs and playing a consultative and facilitator role for internal teams and employee groups.
*You are an excellent communicator. You can communicate complex concepts clearly and concisely.
*You are an astute listener. You are great at giving productive feedback to coworkers.
*You are service-oriented. You understand that people are the core of who we are and place a premium on customer service.
*You are very highly organized. You know how to manage multiple projects and prioritize appropriately and can succeed in a fast-paced, collaborative, and deadline-driven environment.
*You are skilled at conflict resolution and have the ability to identify the nature of conflicts and assist the parties involved in finding a workable, fair resolution.
*You have demonstrated experience communicating a clear vision of excellence for a Talent & Human Resources function. This includes direct reports and key stakeholders (internal and external)
*You operate with urgency and efficiency.
*You are a problem solver and a doer; no task is too small for you.

Skills and Experience:

*The ideal candidate brings at least ten years of experience working in a People & Culture/HR function, with a plus being at least three years at the Director level or higher in a national multi-site non-profit.
*Professional in Human Resources (PHR) or SHRM Certified Professional (SHRM-SCP) certification.
*Experience managing diversity, equity, and inclusion initiatives, bringing a deep commitment to advancing these values.
*Experience working with organizational leaders to set a vision around organizational culture, talent and engagement activities.
*Experience in the people operations and human resources functions, including experience with HRIS systems, employee lifecycle management, legal compliance, company policy development, and benefits management.
*Knowledge of HR standards, laws, and best practices to ensure organizational compliance.
*Proficient using Microsoft Suite (Outlook, Powerpoint, Excel, Word).