Director of Human Resources

Great Plains Food Bank; Fargo (ND); Presencial; USD 90 000 - 120 000; Tempo integral

Resumo da oferta

Great Plains Food Bank seeks a Director of Human Resources to lead people services, culture, and employee development in Fargo, North Dakota. You will oversee recruitment, onboarding, performance management, and compensation analysis, partnering with the CEO and COO to foster a strong, engaged workforce.

You will drive employee engagement, professional development, training, and succession planning, while ensuring compliance with federal, state, and local laws.

Qualificações

• Bachelor’s degree in human resources, organizational behavior, or business administration with at least 3 years of related experience.
• Strong communication and interpersonal skills, with the ability to manage sensitive information.

Responsabilidades

• Oversee talent management processes: recruiting, onboarding, orientation, and staffing.
• Lead employee engagement and development initiatives, training, performance management, and succession planning.
• Design and direct organizational development initiatives to improve culture, collaboration, and change management.
• Develop and monitor HR policies, ensure compliance with laws, and manage HR data and records.
• Serve as the liaison for safety, workers’ compensation, and employee leave programs.

Conhecimentos

Strong communicator

Leadership

Employee relations

Benefits administration

Payroll and compensation

Microsoft Office

Collaboration across teams

Formação académica

Bachelor’s degree in HR/OB/Business Administration

Ferramentas

Microsoft Office

Descrição da oferta de emprego

Position Purpose

The Director of Human Resources oversees the organization's people services functions and workplace culture. The director of Human Resources is responsible for end-to-end employee engagement and development including interviewing, hiring, onboarding, performance management, and evaluation processes. The position also works closely with the CEO and COO to create a strong, positive and engaged workforce and culture.

Core Accountabilities and Essential Duties

Talent Management

Develops and oversees the organization's talent management processes including hiring, orientation and onboarding.

• Coordinates and assists supervisors with recruitment & staffing initiatives, including creation of job descriptions, posting open positions, reviewing applicants, conducting interviews and extending offers.
• Leads the development and implementation of new employee orientation and onboarding, including updates to related materials (ex. employee handbook) as needed.
• Collaborates with senior leadership to understand the organization's goals and strategy related to staffing, recruiting, and retention.
• Performs compensation analysis to ensure individual wages are in line with market rates.
• Conducts exit interviews and provides corresponding suggestions for improvements.

Employee Engagement and Development

Originates and leads the organization's employee engagement and development objectives that will ensure a superior workforce, including training and professional development, performance management and succession planning.

• Implements employee satisfaction measurements, including employee engagement surveys and creates organizational wide action plan for improvement.
• Proactively identifies and addresses employee issues or concerns and consults on various employee relations issues.
• Facilitates professional development opportunities and trainings, ensures staff certifications, leads staff training activities, and offers coaching of supervisors and/or employees as needed.
• Leads the organization's use of behavioral assessments (ex. Predictive Index) in both hiring and performance issues.
• Serves on engagement and culture committee and risk management committee.
• Oversees and coordinates performance management activities, including annual performance reviews, completion of individual work plans, disciplinary actions including warnings and terminations.
• Serves as point person for all personnel issues and questions.
• Manages ordering, distribution and inventory of employee uniforms and logo wear.
• Oversees, administers and updates (as needed) the organization's employee appreciation & recognition plans.

Organizational Development

Collaborates with leadership to build a strong organizational culture rooted in engaged, mission-driven employees.

• With the CEO and COO, design and lead organizational initiatives to improve workplace culture, collaboration and fosters positive employee engagement.
• Designs and directs organization wide process for succession planning, employee retention, organizational design and change management.
• Manages employee communication (ex. HR and committee topics) and feedback opportunities.
• Evaluate company structure, job design and personnel forecasting and make recommendations.
• Creates and maintains organizational office and workspace plans.
• Assists in strategic planning and tracking activities.

Compliance, Policies and Procedures

Monitors and ensures the organization's compliance with federal, state, and local employment laws and regulations, as well as implementing and maintaining recommended best practices.

• Serves as liaison with PEO.
• Develops, implements, and monitors human resources policies and procedures.
• Manage human resources data, such as confidential employee records and organization charts.
• Leads effective management of safety, workers’ compensation, and employee leave programs.
• Ensures legal compliance with all applicable local, state, and federal employment laws.
• Consults with legal counsel as appropriate.

Education, Experience and Requirements

Successful candidates for this position must hold a bachelor's degree in human resources, Organizational Behavior, or Business Administration with at least 3 years' related experience. Candidates must have experience with staying up to date on compliance-related matters, such as, legal requirements and government regulations. Valid driver's license, ability to travel statewide and flexibility to attend meetings and events in evenings and/or on weekends required.

Skills and Competencies

• Strong communicator that possesses excellent written, oral and interpersonal communication skills.
• Excellent leadership, performance management, and conflict resolution skills.
• Ability to understand, interpret, and enforce regulations and laws in an accurate and equitable matter.
• A deep understanding of benefits administration, payroll and compensation, and other general human resources functions.
• High proficiency with Microsoft Office applications.
• Ability to work in a fast-paced environment with multi-faceted demands and deadlines.
• Strong organizational skills and detail oriented, yet flexible with an adaptable personal style.
• Strong customer service skills and willingness to assist others.
• Ability to build collaboration across teams and departments.

The above statements are intended to describe the general nature of work being performed by people assigned to this position. They are not to be construed as an exhaustive list of responsibilities, duties and skills required of personnel in this position. The Great Plains Food Bank reserves the right to add, modify, change or rescind the actual duties, responsibilities, qualifications and work assignments as deemed appropriate and necessary, and to make reasonable accommodation so qualified employees can perform the essential functions of the position.

The only food bank in the state of North Dakota, the Great Plains Food Bank recovers food that otherwise would go to waste from a range of food industry partners and through its programs and services distributes it to those in need throughout North Dakota and Clay County, Minn. Working with volunteers, food and financial donors, community champions and advocates, we are committed to serving the people in our region each day. With your help, we can achieve our goal of a hunger-free North Dakota and Clay County, Minn.