Position Title: Director of Human Resources

Location: Boulder/Denver, Colorado preferred

Remote option available

Reports to: Chief Operating Officer

Status: Full-time, Exempt

Position Summary:

The Director of Human Resources will be responsible for leading all aspects of Human Resources including recruiting/retention, benefits, hiring/onboarding, performance management, compliance, training and development, and all other HR strategies and operations. Reporting to the Chief Operating Officer, the Director will be involved in a wide range of strategic planning and internal initiatives, including the creation and implementation of organizational strategies, staffing plans, policies, and practices. They will also serve as the primary liaison to the organization's PEO partner. This position will be responsible for the overall administration, coordination, and operation of HR functions that support the success of the organization and its strategic objectives. 

KEY RESPONSIBILITIES

Recruitment, Hiring, Onboarding, Offboarding 

1. Develop strategies to identify talent; establish and conduct recruitment and hiring process for all employees from collaborating with managers on crafting job descriptions through extending job offers. 
2. Manage and conduct general organizational onboarding and orientation for new employees; in collaboration with the Executive Management Team (EMT), develop and standardize onboarding expectations, schedules, protocols, and procedures across the organization.
3. Manage and conduct offboarding of staff, including exit interviews; analyze data and make recommendations to EMT for corrective action and continuous improvement. 

Professional Development/Performance Management 

1. Assess organizational needs; identify and support opportunities for management and employee professional development and growth; work with EMT to identify personnel challenges or talent gaps and collaborate to develop solutions to address them. 
2. Oversee performance management activities including ongoing feedback, documentation of performance issues, annual performance evaluations, and performance improvement plans; collaborate with EMT to develop and implement new performance management approaches and systems; maintain knowledge of industry trends and best practices in workplace development and change management. 
3. Provide performance management guidance to supervisors, and support them in carrying out their responsibilities on personnel matters (supervision/coaching, mentoring professional development, and disciplinary actions); provide supervisors and staff members with coaching and resources to help resolve and prevent interpersonal and team conflicts and adapt to different leadership styles. 
4. Identify and coordinate ongoing training for staff members, including annual trainings (e.g. workplace safety, sexual harassment), skills-based training, diversity and inclusion trainings, and other trainings as needed; in consultation with EMT, design and implement a management training program for supervisory staff 
5. In collaboration with EMT, identify departmental training needs, and assist directors with finding appropriate training resources; ensure that training is being offered to all employees across all programs; monitor and evaluate the success of training programs, following up to ensure training objectives are met. 

Culture/Employee Relations 

1. Oversee employee events and appreciation activities such as the quarterly retreat, social events, and group activities. Lead the Kinship Committee in tracking anniversaries, birthdays, and other milestones.
2. Assess and advance employee engagement and satisfaction. 
3. Serve as primary HR contact for all employees; proactively engage employees to improve working relationships, build morale, and increase productivity and retention; communicate openly and frequently, keeping staff informed on benefit resources, organizational events and other pertinent information. 
4. Provide leadership and partnership with management and employees to develop, communicate and administer IllumiNative’s human resource policies and procedures that will maintain and improve employee relations and shape organizational culture. 
5. In consultation with EMT, manage and resolve complex employee relations issues.

 Compensation 

1. Develop and administer a consistent and progressive compensation program including salary surveys and market research to ensure IllumiNative is competitive within its market. 

Strategy 

1. Maintain knowledge of industry trends and best practices in workforce development and change management. 
2. Review and make recommendations to EMT for improvement of the organization’s policies, procedures, and practices in workforce management; propose strategies for organizational development and effective talent management.
3. Forecast current and future talent needs, specifically within the People and Culture team; gain an in-depth understanding of project priorities and translate that into workforce planning for the group; provide input on department restructures, workforce planning, and succession planning. 

Education, Experience, Knowledge, Skills and Ability   

1. Bachelor’s degree in Human Resources, Business Administration or a related field required; advanced degree in human resources, business, public administration, or related field highly desirable; SHRM-SCP, PHR, or SPHR certification required
2. Minimum 10 years of HR experience, with extensive exposure to employee relations, performance management, recruitment, and training and development 
3. Steadily increasing level of supervisory responsibilities, including overseeing a small team of staff
4. Demonstrated leadership skills, with a minimum of five years of supervisory/personnel management experience; experience consulting and educating senior management on HR-related topics 
5. Familiarity with strategic planning, including compensation practices, data analysis, organizational diagnosis and development; deep understanding of current HR trends in compensation, benefits, and performance evaluation frameworks 
6. Working knowledge of human resources in a non-profit organization and recent trends in the sector
7. Experience in revising or developing new HR policies and procedures to meet changing organizational needs, and to support the desired organizational culture 
8. Understanding of best practices and experience in building inclusive and engaged workplaces; cultural awareness and sensitivity with lens on racial and gender equity; experience supporting a multi-generation workforce 
9. Ability to collaborate and communicate with internal as well as external partners and other organizations.
10. Ability to work effectively in collaboration with diverse groups of people.
11. Integrity, positive attitude, mission-driven, and self-directed with demonstrated passion for IllumiNative’s mission and commitment to working collaboratively with a team of professionals.
12. A team player, who can interrelate and operate effectively with peers and other associates within a collegial, yet demanding, work environment.
13. An individual who is able to handle a variety of constituencies, manage multiple tasks simultaneously and thrive in a complex environment with multiple priorities.
14. Innovative thinker, with a track record for translating strategic thinking into acti...