Director of Human Resources and Equity

Winston-Salem, NC

UNIT/ORGANIZATION: Reports to Chief of Staff – Communications and HR Department

FLSA STATUS: Exempt

 

GENERAL FUNCTION:    

The Director of Human Resources and Equity (Director) is responsible for building organizational health and performance through exceptional human resource administration, leading an inclusive organizational culture, a commitment to equity, and efficient operations.  This position is accountable for performance management administration, compensation, benefits, talent planning, recruitment practices, and professional development programs.  The Director also ensures equity is embedded into UWFC’s culture and systems and that the culture of our organization continues to evolve and support the delivery of our vital mission.  This Director is a strategic thought partner to the senior leadership team.

KEY AREAS OF RESPONSIBILITY:

Organizational Equity Work (40%)

  • Leads operationalization of diversity, equity, and inclusion as a core organizational value; Ensures brand, marketing, external programming, and internal culture align with the organizational commitment to equity
  • Manages deliverables, timelines, and budgets related to equity and internal equity and diversity initiatives
  • Works across the organization to provide input about policy/practices from an equity lens
  • Assists in the analysis of outcomes and performance measures from an equity-lens and use this information to guide improvements in outreach, service delivery, and meeting our mission
  • Provides regular updates on diversity, equity, and inclusion activities and progress across the organization
  • Develops and delivers training materials for staff to help make people, teams, and culture more inclusive and equitable
  • Assists staff and board with culturally sensitive issues
  • Stays current on best practices and opportunities related to diversity, equity, and inclusion
  • Ensures Diversity, Equity, and Inclusion strategy is part of how we operate daily by partnering with teams to embed our strategy in the work we do
  • Consults with teams to determine needs and provide guidance for the design of diversity-based solutions that align with organization objectives

Human Resources Administration (30%)

  • Establishes professional relationships with staff founded on trust.
  • Facilitates gathering information from staff and creating the internal employee newsletter
  • Provides support, guidance, education, and as appropriate, direction to various levels of management on human resource-related matters
  • Ensures posting, recruiting, screening, interviewing, and onboarding are equitable and successful
  • Stays abreast of best practices, employment legislation, industry trends, and human capital market conditions, and infuses learning into human resource functions
  • Leads development and standardization of the organization’s operations policies and procedures to include employee handbooks, forms, and organization policies and procedures while ensuring compliance, effectiveness, and communication
  • Serves as the main contact for all new hire compliance requirements (I9, E-Verify, State level reporting, etc.),
  • Manages and continues to develop the annual performance review program for effectiveness, compliance, and equity within the organization
  • Serves as the lead in disability, worker’s compensation, unemployment, and other insurance claims, as well as in employment verification requests
  • Responsible for staying up-to-date with employment laws and legal landscape and ensuring compliance with federal, state, and local laws and industry regulations
  • Maintains discretion and sensitivity in handling confidential information
  • Establishes and maintains consistent employee record-keeping practices
  • Ensures posting, recruiting, screening, interviewing, and onboarding are equitable and successful
  • Refines and administers process and protocol for hiring and exit interviews for all employees and interns
  • Evaluates, modify, and enhance existing systems as needed
  • Establishes and monitors fair and equitable compensation and benefits programs, professional development programs, and organization practices that result in a safe, welcoming, and healthy environment 
  • Manages and administers third-party human resource vendor contracts and relationships
  • Researches and oversees employee benefits administration, including health plans, benefits, and salaries for the organization relevant to the industry
  • Manages and processes employee payroll biweekly 
  • Oversees and manages the relationship with PEO (Professional Employer Organization) and utilizes all resources provided by PEO

High-Performing Organization Culture (30%)

  • Develops, implements, and continually strengthens best practices and inclusive recruitment, orientation, and onboarding processes to source highly diverse and competent candidate pools and to retain a highly talented, engaged, and committed team of employees
  • Creates and oversees all general new employee orientation and role-specific onboarding processes and continuously enhances the development and maintenance of the orientation process
  • Recommends data-driven practice adjustments to senior team and management
  • Facilitates the development of and evaluates job descriptions to include position classification specifications in line with the approved compensation program 
  • Facilitates development and oversees the execution of employee development and organizational training plan in coordination with the senior team and supervisors
  • Maintains documentation of employees’ attendance at training, conferences, leadership development programs, etc.
  • Manages UWW Flex Credit program, including ensuring appropriate documentation is submitted for reimbursement and that flex credits do not expire
  • Implements and manages Organizational Ambassador Program
  • The consultative resource to all employees providing coaching, mediation, professional development recommendations, or other appropriate support as necessary
  • The consultative resource to supervisors regarding personnel matters (development, performance improvement, etc.) to support the accomplishment of organizational goals while minimizing organizational risk
  • Responds to and facilitates resolution of employee relations issues such as employee complaints, harassment allegations, and civil rights complaints
  • Ensures maintenance of accurate, up-to-date employee personnel records and adheres to federal archival guidelines
  • Oversees, prepares and submits required federal and state labor reports
  • Consults with legal counsel as necessary
  • Serves as project lead and/or member of organizational project teams as needed
  • Engages in personal ongoing professional development
  • Complete Andar training as appropriate when offered

EDUCATION, TRAINING, AND EXPERIENCE

Education is flexible based on years of experience in human resources.  The ideal candidate will come with one of the following backgrounds:

  • Minimum of a master’s degree with five or more years of progressively responsible human resource and, if relevant, business operations experience combined
  • Minimum of a bachelor’s degree with seven or more years of progressively responsible human resource and, if relevant, business operations experience combined

Experience

  • Experience working in diverse environments with employees from different cultural, socioeconomic, and educational backgrounds required
  • Experience with benefits administration experience required
  • Knowledge of FLSA, EEO/AAP, and other regulations required
  • Experience with social media and social networking as a recruitment tool preferred
  • A PHR, HRBP, GPHR, SPHR, HRMP, SHRM-CP, SHRM-SCP, or equivalent certification preferred
  • Experience developing and implementing human resource programs designed to support organizational diversity and inclusion objectives preferred
  • Nonprofit experience is valuable

Skills

  • Demonstrated leadership ability, team management, and interpersonal skills
  • Taking initiative and strong HR leadership
  • Excellent analytical and abstract reasoning skills
  • Ability to anticipate and recognize hurdles/obstacles and to broker collaborative problem-solving and issue resolution
  • Excellent oral and written communication skills
  • Strong computer skills, including Microsoft Office (Excel, Word, PowerPoint, Outlook, etc.)
  • Data-driven decision-making style
  • Flexibility with change and ability to navigate ambiguity
  • Intellectual curiosity and commitment to continuous learning and improvement
  • Ability to work in a fast-paced performance management culture
  • Ability to work in a cross-functional and cross-divisional work environment
  • Strong project management skills
  • Ability to apply broad knowledge of employment law, regulations, human resource management principles and practices, benefits, and compensation programs, including health and 401(k) plans, organizational planning, and development concepts