Jul 10, 2018

Director, Human Resources - nonprofit job - Los Angeles

  • Children's Hunger Fund
  • Sylmar, Los Angeles, CA, USA
Human Resources Foodbanks and Nutrition

Job Description

The Human Resources Director at Children’s Hunger Fund (CHF) has the lead responsibility for development and implementation of the Human Resources (HR) strategy, programs and initiatives with a view to positioning CHF as an employer of choice. The ideal candidate will be a servant leader and will lead by example to demonstrate CHF’s mission, values and distinctives in the execution of responsibilities. The HR department, led by the HR Director, will develop, coach, and encourage staff for current and future success, and will ensure that HR services are delivered with sound spiritual discretion, graces and wisdom.
  • Policy & Process Management: Consistently review and make recommendations to executive management for improvement of the CHF’s policies, procedures and practices on personnel matters.
  • Legal Compliance: Maintain knowledge of industry trends and employment legislation and ensure CHF’s compliance with federal, state and local legislation pertaining to all personnel matters.
  • Compensation Management: Assist executive management in the annual review, preparation and administration of the organization's wage and salary program.
  • Staffing: Develop and provide effective staffing procedures and training to hiring supervisors. Ensure timely support and assistance to supervisors for effective recruitment and selection to fill open positions. Ensure gracious contact with all external and internal individuals involved in the process, for their encouragement and upholding CHF’s reputation. Includes regular and temporary staff positions, work-study students, as well as volunteer interns and specialists (e.g., other than the separate warehouse volunteer program). Responsible for oversight of all aspects of recruiting: job descriptions, postings, prescreens, facilitating interviews and job fairs. Also provide services, materials and support for other staff changes such as transfers, promotions, and separation of employment.
  • Onboarding & Orientation:   Provide timely support to supervisors for the orientation and onboarding of new employees, work-study students, volunteer interns and specialists. Adjust orientation and onboarding agendas and objectives as needed for maximum success and integration of new team members regardless of staffing category (e.g., employee, work-study, volunteer).
  • Performance & Talent Management: Research, develop, and implement tools and systems for employee performance assessment (including corrective guidance/action) and goal setting. Develop performance and talent management training for supervisors. Promote an environment of coaching and encouragement for staff success and fulfillment in contributing to CHF’s mission.
  • Benefits Management:  Research and monitor health and welfare plans and options; oversee renewal process with insurance broker; provide renewal information with recommendations for executive management review and decision. Includes health and welfare, liability, property and casualty, workers’ compensation, and retirement plans. Ensure timely and accurate processing of selected plans/contracts and associated implementation. Ensure compliance with applicable legislation including HIPPA, COBRA, ACA, & ERISA.  Serve as plan administrator for CHF’s 403b retirement plan.
  • Employee Development & Recognition:  Support and facilitate CHF programs for employee professional development and recognition. This will include development allowances, professional assessments, professional development plans, service awards and other recognition.
  • Employee Relations: Promote CHF’s open environment of Biblical grace and mutual respect where employees can know and practice the organization’s equal employment opportunity, open door, and conflict resolution policies. Provide training for new employees and supervisors accordingly. Serve as a resource upon request such as to help facilitate effective and Godly communication. Facilitate employee care and appreciation upon various life events (e.g., birth, illness, marriage, death, birthdays).
  • Safety: Serve as Safety Officer for the organization. Promote a neat, safe and clean workplace in accordance with state and federal law. Coordinate with Operations the implementation and maintenance of safety rules and regulations, including IIPP and OSHA records. Develop emergency exit and disaster recovery plans for executive review and approval; oversee implementation. Facilitate corresponding employee training.
  • Offboarding: Facilitate all separations, whether voluntary or involuntary. Work with legal counsel and executive management as appropriate for separation agreements and unemployment claims. Coordinates or conducts exit interviews to determine reasons behind separations. Provide executive management with compiled information regarding exit interviews and turnover rates.
  • Work directly with supervisors to assist them in carrying out their responsibilities on personnel matters.
  • HRIS: Develop and maintain a human resource information system that meets the organization's personnel information needs.
  • Supervise the staff of the human resources department.
  • Attend and participate in CHF events and meetings as needed and/or assigned, including but not limited to Staff Meetings, Leadership Team, Volunteer Workdays and Toy Wraps.
  • Participates on committees, special projects and seeks additional responsibilities.
  • Confess Jesus Christ as Lord and Savior, be an active member of a local evangelical Christian church, and demonstrate ongoing growth in Christian maturity.
  • Bachelor’s degree in related field, or equivalent knowledge and experience.
  • Minimum of 5 years related human resources leadership experience, demonstrated understanding of a broad range of HR best practices.
  • Senior HR certification (SHRM or HRCI) strongly preferred.
  • Non-profit HR leadership experience strongly preferred.
  • Strong knowledge of state and federal employment law, including payroll practices.
  • Humble servant-leader with demonstrated sound spiritual discretion and judgment.
  • Proven supervisory experience, with ability to coach and develop an effective team.
  • Ability to speak professionally on behalf of CHF, communicating it’s mission, distinctives and ministry.
  • Demonstrated initiative and drive, with a proven record of meeting and/or exceeding established goals.
  • High degree of integrity, as an individual, within the organization and externally as a CHF representative.
  • Excellent computer skills.
  • Fluency in Spanish a plus.

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