Associate Director of Human Resources

Sign on Bonus: $600 for full-time (Half paid out at 3 months and other half at 12 months). 

Salary Range: $90,000 - 95,000 annually

Position: 180 Degrees, a Human Services Non Profit is seeking an Associate Director of Human Resource Manager, this role is responsible for developing and implementing HR strategies aligned with the organization’s mission, vision, and values including but not limited payroll, benefits administration, recruiting, onboarding, compliance, retention, policies and performance appraisal processes.  In partnership with the Chief Operating Officer, the individual in this role has a good understanding of nonprofit operations, compliance, and the ability to provide strategic support to leadership while maintaining an efficient, supportive, and positive work environment. The Associate Director of HR would directly supervise the Payroll and HR Administrator. 

Company Founded over 50 years ago, 180 Degrees continues to be a fast-growing, innovative non-profit leader. We’re implementing innovative solutions that address homelessness, racial inequity, and poverty.  With program sites around the state, our service portfolio continues to grow, offering excellent career growth opportunities. Check out our website here! 

Duties and Responsibilities include the following.  Other duties may be assigned.

1. Manage recruiting and onboarding processes

• Design and implement recruitment strategies to attract and hire qualified candidates.
• Develop job descriptions and manage the recruitment selection process in partnership with agency leadership. 
• Discuss any items of concern with COO.
• Collaborate with leadership to understand the organizations goals related to staffing and retention. 
• Supervise the optimization of the onboarding process to improve agency efficiency, compliance and the employee, volunteer or intern onboarding experience. 
• Develop and implement a standardized recruiting, hiring, and onboarding process; including applicable policies. 

1. Manage payroll and benefit processes

• Design and administer all benefits and retirement programs in collaboration with the COO. This includes open enrollment process through ADP, and ongoing benefit changes throughout the year.
• Administer processing of COBRA and insurance policies for leaves, short- and long-term disabilities and worker compensation.
• Support the Human Resource Generalist in closing payroll on time and in department leave of absences. 
• Support the Quality Department in reporting metrics from ADP. 
• Research and provide agency recommendations related to competitive, equitable, and progressive compensation and benefits programs to incentivize recruitment, retention and performance. 
• Maintain modern knowledge of technologies in Human Resources and talent management (e.g. HMIS, LMS, ATS) and make applicable agency recommendations. 

1. Support employee relations and performance appraisal processes

• Manage employee relations by addressing and resolving employee concerns, conflicts, and grievances. Establish a positive employer-employee relationship and promote a high level of employee morale.
• Provides assistance in counseling managers and employees regarding disciplinary actions and separations.
• Administer performance evaluation processes, including goal setting, feedback sessions, and performance reviews.
• Provide guidance to managers on performance improvement plans and professional development.
• Develop and implement employee recognition programs and engagement initiatives.
• Occasional travel to the organization’s sites as needed.

1. Operational Leadership

• Design and implement operational policies and procedures to enhance organizational efficiency.
• Collaborate with leadership to develop strategic plans and initiatives that support organizational growth.
• Monitor and evaluate operational performance metrics, making recommendations for improvements. 
• Manage budgeting and financial oversight related to HR and operational functions. 

1. Manage core compliance activities.

• Develop and update HR policies and procedures, including the Employee Handbook, to ensure compliance with legal requirements and best practices. Communicate and enforce policies consistently throughout the organization.
• Coordinate annual Affirmative Action reporting.
• File workers’ compensation claims and post OSHA logs.
• Participate in the Safety Committee as applicable. 
• Ensures personnel records are complete and accurate, maintains and updates in accordance with agency policy and state/federal statutes.
• Participate in audit reporting and meetings related to payroll, recruiting, onboarding and background check processes.  

 Non Profit Benefits: 

• In-Person work with work-from home hybrid flexibility for administrative HR Manager tasks. 
• Collaborative team environment on a small team serving a big nonprofit agency. 
• Paid time off (PTO) starting at 18 days annually and increasing annually. 
• 12 paid company holidays.  
• Medical, Dental, Vision, FSA & HSA benefit options.  
• Life, STD, LTD, AD&D employer-sponsored benefits.  
• 401K with company match up to 4%.  
• Tuition and/or Professional Development reimbursement options.  
• Employee Assistance Program for private employer-sponsored counseling.  
• Gym Membership discount and reimbursement options.  
• Mental Wellness platform and app download access for all employees. 

Location This role is a hybrid position on our Human Resources team including work-from-home and in-person.  The in-person work will be to build relationships, and provide support to the finance and HR team at our St. Paul office. Occasional in-person work at our scattered site locations would be required for employee relation items or training. When completing administrative items or attending remote meetings, we encourage employees to work-from-home or in a space most effective to the individual.

I will have performed my job well when I:

1. Provide timely, high quality work

• Manage customer service oriented and effective HR programs.
• Develop and maintain strong professional relationships with staff, supervisors and leadership.
• Timely completion of job duties.
• Ensure compliance with core HR legislation and policies.

1. Lead the team

• Share relevant information with staff.
• Model the 7 simple rules for staff.
• Coach and manage staff for optimal performance.
• Establish effective, consistent policies and practices.

1. Ensure you and your staff follow the Simple Rules

• Own your actions, behaviors and responses.
• Embrace differences.
• Seek common ground.
• Search for solutions.
• Ensure accurate data informs decisions.
• Use an equity lens.
• Show courage and kindness.
• Consider your assumptions.

Essential Competencies:

• Demonstrated competencies in the full range of HR functional areas including, but not limited to, employee relations, and recruiting, planning and general HR policy and initiatives.
• Cultural competence and commitment to the principles of diversity, equity and inclusion.
• Well educated in evidence-based practices and facility regulations.
• Ability to operate in rapidly changing or ambiguous circumstances.

Qualifications:

• Bachelor’s degree in human resources, Business Administration, or a related field. Master’s degree or professional HR certification (PHR/SPHR) preferred.
• A minimum of five years of experience working directly in Human Resources Management is required.
• Strong interpersonal and communication skills, written and verbal. 
• Ability to work independently, think critically, and execute ethical decision-making. 
• Prior experience working in a nonprofit organization is preferred.
• Knowledge of current employment laws and HR best practices.
• Must possess strong technology skills.
• Valid Driver’s License.

180 Degrees, Inc. is an Equal Opportunity Employer

180 Degrees’ intention is for our staff reflect the communities we serve.   We actively encourage women, people of color, differently abled and other diverse candidates to apply for open positions.