Senior Director of Human Resources

Description

The Senior Director of Human Resources (HR) will assist in leading the strategic development and execution of HR initiatives that align with the organization’s goals and foster a positive workplace culture. This role requires a dynamic leader with a strong background in talent management, employee engagement, training and development, compliance, and organizational development.  The Senior Director will play a critical role in the training and development of employees at every level.  The Senior Director must have extensive experience in designing, developing, and implementing comprehensive training programs tailored for organizations operating within trauma-informed frameworks and promoting a trauma-informed environment that prioritizes employee well-being, diversity, equity, and inclusion.
 

Key Responsibilities:

Strategic HR Leadership:

• Develop and implement HR strategies aligned with the organization’s mission and objectives.
• Provide leadership and direction to the HR team, ensuring effective execution of HR programs and initiatives.
• Develop strategic HR policies and implement best practices that align with The Center’s vision and mission.

Talent Management:

• Oversee talent acquisition strategies to attract, retain, and develop a diverse workforce.
• Implement performance management processes that promote employee growth and development.

Training and Development:

• Design and facilitate comprehensive training programs focusing on trauma-informed practices, leadership development, and employee engagement.
• Assess training needs across the organization and develop targeted solutions.
• Conduct needs assessments to identify training gaps and develop targeted solutions that address employee well-being and resilience.
• Foster a culture of continuous learning through innovative training methodologies, including workshops, e-learning, and coaching sessions.
•  Monitor and evaluate the effectiveness of training initiatives, utilizing feedback and metrics to drive continuous improvement.
• Facilitated workshops and training sessions focused on trauma awareness, resilience building, and conflict resolution.
• Partnered with leadership to create a supportive environment that promotes mental health and well-being, resulting in improved employee satisfaction and retention.
• Facilitates the delivery of emerging knowledge about best practices the field of intimate partner violence and sexual assault for internal and external training. 
• Ensures the facilitation of The Center’s New Employee Orientation, New Advocacy Training, Leadership training and other yearly training internally for the organization.
• Ensures the compliance of all training and development requirements stipulated in the various grants awarded to The Center.
• Evaluates training plans and curricula for effectiveness, recommends revisions to existing programs, and develops new programs.
• Manages, collects, and tracks all supporting training documentation required by funding guidelines.
• Chair The Center’s Training and Development Committee.
• Serves on a range of Coalition committees to help generate, implement, and represent new practices to advance The Center’s mission.
• Participates in trainings to build and maintain knowledge about emerging needs and innovations in the Intimate Partner Violence and Sexual Assault field.
•  Works with national, state, and local organizations to develop and promote best training practices.
• Works in partnership with other coalition staff, member programs, and others as needed.

Employee Relations:

• Foster a positive and inclusive workplace culture that encourages open communication and employee feedback.
• Address employee concerns and conflicts in a timely and effective manner, promoting a culture of respect and collaboration.
• Committed to cultivating a supportive environment where employees can thrive, contributing to the overall success of The Center.
• Ability to lead cross-functional teams to deliver impactful training initiatives that promote psychological safety, inclusivity, and engagement among employees.
   

 Diversity, Equity, and Inclusion (DEI):

• Lead initiatives that promote diversity, equity, and inclusion within the organization.
• Collaborate with leadership to ensure that DEI principles are integrated into all HR practices.
   

 Compliance and Policy Development:

• Ensure compliance with employment laws, regulations, and organizational policies.
• Develop and update HR policies and procedures to reflect best practices and align with organizational goals.
   

Data-Driven Decision Making:

• Utilize HR metrics and analytics to evaluate the effectiveness of HR programs and make informed decisions.
• Prepare and present reports on HR initiatives and outcomes to Executive Team.
   

Accountable to perform other duties as assigned.
 

 Core Competencies:

• Employee Engagement Strategies
• Organizational Development
• Diversity, Equity, and Inclusion (DEI)
• Performance Management Systems
• Leadership Development
• Conflict Resolution and Mediation
• Policy Development and Implementation
• Data-Driven Decision Making
• Stakeholder Collaboration
• Trauma-Informed Training Development
• Detail-orient
• Self-starter
• Interpersonal Skills
• Critical Thinking skills
• Ability to set and maintain boundaries
• Attitude of growth and learning
• Ability to maintain confidential information
• Ability to identify problems and offer creative solutions
• Leadership skills

Qualifications

• Bachelor’s degree in Human Resources, Business Administration, Organizational Development, or a related field; Master’s degree preferred.
• Minimum of 5 years of progressive HR experience, with at least 4 years in a leadership role.
• Strong knowledge of HR best practices, employment law, and compliance regulations.
• Certifications in various training and assessment tools.
• Experience in developing and implementing trauma-informed training programs is highly desirable.
• Proven track record in talent acquisition, employee engagement, and performance management.
• Excellent interpersonal, communication, and leadership skills.
• Strong analytical skills and experience using HR metrics to drive decision-making.
• Demonstrated commitment to diversity, equity, and inclusion in the workplace.
• Advance knowledge in developing and implementing training and development initiatives.
• Extensive training in individual and group work skill assessments.
• Enthusiastic comfort with public presentations—both in person, and via online training platforms.
• In-depth knowledge of intimate partner violence and sexual assault and issues related to violence against victims that The Center serve.
• Excellent organizational, written, and oral communications skills.
• Strong facilitation skills including the ability to navigate disagreements that may emerge in training space, and the ability to push the envelope with grace and diplomacy.
• Proven track record in developing and maintaining cooperative relationships with individuals and organizations.
• Ability to coach, guide, and lead teams within the organization.
• Exceptional interpersonal skills.
• Proficiency in Microsoft Office applications and skill in using electronic tools to communicate online.