Overview:
Beyond Housing is a nationally recognized community development organization that works to strengthen families and transform underserved communities to create a stronger, more equitable, and prosperous St. Louis region for all. We engage where we’re needed, focusing on building consensus among leaders, providing and preserving housing, fostering community structures that shape lives, and guiding systems that make people’s lives better.
We lead with vision for what a community can be – every community is different, but thriving communities tend to share the same basic set of positive traits regarding housing, safety, education, health, infrastructure, and access to basic human services.
We bring together leaders and resources, volunteers and citizens, and pursue a wide assortment of creative approaches to build stronger, healthier communities for life.
Finally, we are community builders, not kingdom builders. “It’s their neighborhood, future, & dreams”. Our objective is to help build and contribute the good things we do for the sake of adding value to the lives of the people we’re honored to serve.
Position Summary:
The Director of Human Resources guides and manages the overall provision of general Human Resource (HR) services including Organizational Development; HR Communications; Talent Acquisition, HR Policies and Programs; Training and Development; Employee Relations; Benefits; Compensations and Regulatory Compliance for the entire organization. The Director of Human Resources originates and leads Human Resources practices and objectives that will facilitate maintenance of the Beyond Housing culture.
Essential Function/Responsibilities
- Organizational:
- Function as a member of the organization’s leadership team including active regular participation in leadership meetings; assist and advise all levels of company managers and supervisors on Human Resources issues and matters.
- Select and supervise Human Resources consultants, training specialists, and coordinate company use of insurance brokers.
- Manage employee communication and feedback through meetings, satisfaction surveys, one-on-one meetings, and via e-mail.
- Direct a process of organizational planning that evaluates structure, job design, and personnel forecasting throughout the organization. Evaluate existing plan and facilitate updates as needed.
- Identify and monitor the organization’s culture to meet organizational goals.
- Provide ongoing communication to the Chief Operating Officer and the leadership team on significant problems/matters that jeopardize the achievement of organizational goals and those that are not being addressed adequately at the management level.
- Maintain updated Human Resources policies, programs, and practices to align with regulatory changes and professional best practices.
- Prepare periodic reports for management to track strategic goal accomplishment toward EEOC practices.
- Training and Development
- Design, direct, and manage a company-wide process of organization development that plans, communicates, and integrates the results of strategic planning throughout the organization.
- Define Human Resources training programs; provide necessary education to employees.
- Manage the performance management system which includes annual Professional Development Plans.
- Establish an in-house employee training system including training needs assessment, new employee orientation, the measurement of training impact, and training transfer.
- Facilitate the hiring and on-barding process to ensure all defined recruiting and onboarding steps are followed.
- Serve as a member of the Employee Panel.
- Employee Relations
- Partner with leadership team to communicate Human Resources policies, procedures, programs and laws.
- Formulate employee relations policies and objectives and facilitate implementation.
- Determine and recommend practices necessary to establish a positive employer-employee relationship and promote high employee morale and motivation.
- Investigate employee complaints or concerns.
- Monitor and advise supervisors in the organization’s progressive discipline system. Monitor the implementation of a performance improvement process with employees with unsatisfactory performance and/or those who exhibit unacceptable work habits.
- Review, guide, and approve management recommendations for termination.
- Compensation
- Establish the organizational wage and salary structure, along with policy and implementation and the variable pay systems within the company including bonuses and raises. Routinely conducts salary surveys to maintain competitive wages.
- Monitor all pay practices and systems for effectiveness and cost containment.
- Benefits
- Obtain cost effective, comprehensive and competitive wellness benefits on an annual basis in collaboration with the Chief Financial Officer and Chief Operations Officer.
- Lead the development of benefit orientations; annual communication of benefits updates/changes and other benefit training.
- Recommend changes in benefits offered, aimed at employee satisfaction.
- Legal and Regulatory
- Lead organizational HR compliance with all existing governmental reporting requirements.
- Collaborate with Employment Lawyers and serve as the primary point of contact as needed to minimize the company exposure to legal action.
- Direct the preparation of information requested or required for compliance with laws and regulations. Acts as primary contact to outside government agencies.
- Protect the interests of employees and the company in accordance with company Human Resources policies and governmental laws and regulations.
- Perform other duties as assigned
Experience and Qualifications
- Bachelor’s degree or equivalent in Human Resources, Business, or Organizational Development required. Master’s degree in human resource management preferred.
- Ten plus years of progressive leadership experience in Human Resources field preferred.
- Specialized training in employment law, compensation, organizational planning, organization development, employee relations, safety, training, and preventive labor relations, preferred.
- Active affiliation with appropriate Human Resources networks and organizations and ongoing community involvement, preferred.
- Broad knowledge and experience in employment law, compensation, organizational planning, organization development, employee relations, safety, and training and development required.
- Excellent oral and written communication skills required.
- Excellent interpersonal and coaching skills required.
- Demonstrated ability to serve as a successful participant on the leadership team that provides company leadership and direction required.
- Excellent computer skills in a Microsoft Office applications required.
- Demonstrated experience sourcing and administration of benefits, compensation and other Human Resources programs required.
- Demonstrated high level ability in maintaining confidentiality of HR and other organizational information required.
- Must demonstrate excellent organizational skills and the ability to effectively manage multiple competing priorities.
Physical Requirements
This position works primarily in an office environment supporting multiple functions at the assigned and remote locations. The Director of Human Resources will perform most functions in a business setting, either at the regular assigned worksite, or at off-site offices, training rooms and/or other room found to accommodate small or large groups of clients. This position may frequently fluctuate from being constantly sedentary while compiling documents, working on computers; phones and in personal interaction and conversations to being constantly in motion. This position may require occasional standing depending on the task being performed. The constant use of eyes and hands will be required in all environments where work is performed involving clerical task and personal interactions. The incumbent may frequently sit. The incumbent may occasionally stand, walk, reach, stoop, climb, lift, carry and bend when performing essential job function including traveling to worksites in a vehicle. Seldom is defined as 1% to 5% of the time. Occasional is defined as 6% to 39% of the time. Frequently is defined as 40% to 74% of the time. Constantly is defined as 75% to 100% of the time.
Supervisor:
- Chief Operating Officer
Supervises:
- Administrative support staff, if applicable
Salary and Benefits
- Full-time salaried position with benefits for full-time position as determined in current Beyond Housing Employee Handbook
- $85,000-$95,000
