Director of Employee Relations & Engagement

BASIC FUNCTION

The Director of Employee Relations & Engagement is responsible for human resources management of FCP’s employees, with a particular focus on recruitment, onboarding, training, employee engagement, retention, performance management, benefits administration, recordkeeping, and compliance. This role partners closely with the COO to ensure that HR practices and outcomes align with the organization’s strategic goals and values, and plays a key role in fostering a positive agency culture and ensuring that employees are supported, developed, and empowered to succeed in their roles.

ORGANIZATIONAL RELATIONSHIPS

Reports to: Chief Operating Officer

Supervises: No supervisory responsibilities.

SPECIFIC DUTIES AND RESPONSIBILITIES

"*" denotes an essential function of the job

Recruitment

A.   *Manage FCP’s recruitment efforts in coordination with hiring managers, including managing job postings, and facilitating candidate screening, interviewing, selection, and offer processes.

B.   *Partner with COO and program leaders to understand FCP’s staffing needs and to develop effective recruitment strategies.

C.   *Facilitate the development of relationships with local schools, colleges, community partners, and other programs and organizations that may serve as effective recruiting pipelines for FCP.

Onboarding & Training

D.   *Facilitate the onboarding and general orientation of new employees, including the completion of all required documentation and benefits enrollments (based on eligibility).

E.   *Partner with COO and program leadership to design and implement ongoing training programs that align with program requirements, organizational priorities, and employee development goals.

F.   *Track and document the completion of all required trainings, certifications, and licensures as required by program standards and/or FCP’s policies.

Employee Engagement & Retention

G.   *Partner with COO and program leadership to develop and implement employee engagement strategies to foster a positive and inclusive workplace culture.

H.   *Monitor employee engagement and provide proactive solutions to address concerns, and to support employee growth, recognition, and satisfaction.

I.     *Track and analyze turnover rates by program and position and make recommendations to leadership to improve retention.

Performance Management

J.    *Facilitate the employee evaluation process in coordination with supervisors, ensuring communication, timeliness, and effective record-keeping. Provide support to supervisors to effectively manage employee performance, development, and goal setting.

K.   *Partner with COO and program leadership to foster a culture of communication, collaboration, and accountability.

L.    *Ensure complete and accurate job descriptions for all employees in alignment with all applicable regulations and program standards.

Benefits Administration

M.  *Administer FCP’s employee benefits programs including communication, enrollments, changes, and terminations. Ensure timely and accurate communication with employees, broker, and carriers.

N.   *Reconcile employee benefit invoices to assure completeness and accuracy.

O.   *Partner with COO and leadership to identify and advocate for high quality benefits programs.

Recordkeeping & Compliance

P.   *Manage the administrative duties of the human resources function, including:

a.    *Maintain complete and accurate human resources files for all FCP employees,

b.    *Initiate and document all required background checks and other screenings,

c.    *Administer, document, and communicate employee status changes,

d.    *Coordinate with payroll to ensure accurate processing,

e.    *Manage FMLA and ADA requests, and

f.     *Manage worker’s compensation and unemployment claims.

Q.   *Partner with COO and program leadership to ensure proper documentation and compliance with all applicable laws, regulations, and program standards.

Other Duties

R.   Perform other duties as assigned and delegated by supervisor.

QUALIFICATIONS

• Minimum of a bachelor’s degree in a relevant field required, with at least three to five years’ experience in a human resources leadership role. An equivalent combination of education and/or experience providing the required knowledge and skills may be substituted.
• SHRM-CP or PHR certification preferred.
• The ideal candidate will be a people-focused leader with a demonstrated track record recruiting, engaging, and retaining staff in a nonprofit or similarly mission-oriented organization. This candidate will also have proficient knowledge of employment laws and previous experience administering HR systems.