Director of Human Resources

Description

WORK SCHEDULE: On-Site Mon-Fri 8AM-5PM

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JOB SUMMARY:

The Director of Human Resources will provide strategic leadership and vision to the organization’s HR functions, ensuring alignment with the company’s mission, values, and goals. This role requires a proactive, innovative, and results-oriented professional who will oversee all HR operations, foster a positive workplace culture, and drive initiatives that support organizational success.

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The Director of Human Resources plays a critical role on the leadership team, driving the organization's future through strategic workforce planning, talent management, compliance, budgeting, learning and development, and overall organizational growth. This position shapes and leads the adoption of strategies that align with business objectives while carefully considering factors such as time, cost, benefits, and risks. Leading a team of HR professionals, the Director oversees all functions of an innovative and fast-paced human resources department ensuring effective HR practices for an organization of 1,000 employees. Responsibilities include managing performance evaluation processes, ensuring legal compliance, and continuously assessing departmental outcomes against established business goals to enhance service delivery.

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SUPERVISION RECEIVED & GIVEN:

Receives supervision from the CEO of the KU Memorial Unions. Supervises three full-time employees.

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ESSENTIAL FUNCTIONS:

1. HR Strategy

• Collaborate with executive leadership to develop and execute HR strategies aligned with organizational objectives.

• Lead workforce planning and organizational change management to address current and future business needs.

• Monitor HR metrics to evaluate HR’s critical activities in terms of value add, impact, and utility.

2. Talent Acquisition and Retention

• Develop and implement strategic recruitment initiatives to attract and retain top talent aligned with organizational goals.

• Oversee onboarding processes to ensure seamless integration of new hires, fostering early engagement and productivity.

• Design and manage career development programs to support employee growth and succession planning.

• Enhance the onboarding experience by developing structured programs that ensure new hires feel welcomed, informed, and equipped for success.

3. Employee Relations

• Serve as a trusted advisor to leadership and employees on workplace concerns, fostering a fair and respectful environment.

• Address employee grievances, mediate disputes, and resolve conflicts promptly and effectively.

• Promote a positive workplace culture that prioritizes employee well-being and satisfaction.

4. Budget Management and Payroll Oversight

• Develop and manage the HR department’s budget, ensuring alignment with organizational financial goals.

• Oversee payroll processes to ensure accuracy, compliance, and timeliness of employee compensation.

• Monitor and analyze payroll expenses, providing reports and recommendations for cost optimization.

• Work closely with the finance team to forecast payroll budgets and align with long-term business objectives.

• Lead the design and administration of competitive compensation structures and benefits programs.

• Conduct regular pay analyses to ensure fairness and compliance with legal standards and industry best practices.

• Collaborate with external vendors and consultants to optimize benefits offerings and cost-effectiveness.

5. Risk Management

• Ensure legal and regulatory compliance by staying current with labor laws and HR-related regulations, proactively mitigating risk.

• Develop, implement, and oversee formal and routine processes for monitoring the organization’s internal and external environments to identify potential risks.

• Act as the primary liaison for any HR-related legal matters, coordinating with legal counsel to address compliance issues or disputes.

6. Learning and Development

• Assess organizational training needs and develop comprehensive training programs to address skill gaps.

• Oversee the design, delivery, and evaluation of leadership development and employee training initiatives.

• Foster a culture of continuous learning and professional growth within the organization.

• Collaborate with department heads to create personalized development plans for employees at all levels.

• Provide training for managers and employees on compliance-related topics, such as harassment prevention, workplace safety, and ethical practices.

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ADDITIONAL RESPONSIBILITIES:

1. Prepares business analytics to determine areas of opportunity and strengths.

2. Key partner with CEO in all upper-level disciplinary actions.

3. Lead continuous innovation through all aspects of the operation and pursue continuous education learning opportunities.

4. Interprets special guidelines for foreign and international student applicants.

5. Assures that company employment, safety, personnel, and equal opportunity policies and practices comply with the provisions of local, federal, and state labor laws and guidelines, including the maintenance of necessary files.

6. Performs other incidental and related duties as required and assigned.

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REQUIRED KNOWLEDGE ABILITIES & SKILLS:

1. Ability to operate an effective office and provide the required services.

2. Knowledge of how to effectively utilize all technology systems for effective methodologies.

3. Knowledge of EEO, Affirmative Action, and relevant personnel laws, rules, regulations, and guidelines.

4. Ability to maintain confidentiality in all personnel matters, both business and personal.

5. To present a proper demeanor both over the telephone and in person to daily office contacts.

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MINIMUM QUALIFICATIONS:

1. Bachelor’s degree (preferred: business, personnel management, human resources, public administration, or related field).

2. Minimum five years’ experience in human resources management (10 years HR management preferred).

3. Experience in creation and analyzing business metrics for results.

4. Technology implementation and continuous upgrade experience in HRIS, ATS, and other relevant systems.

5. Demonstrated experience in leading large-scale initiatives.

6. Adept in employment law and practices; ability to react and remain compliant with state and federal regulations and updates.

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PREFERRED QUALIFICATIONS:

1. SHRM CP or SCP certification.

2. Experience in nonprofit, retail, and/or hospitality industry.

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Full-time employment with the Union Corporation is contingent upon satisfactory completion of a background check prior to being able to begin work. This position is eligible for an employee referral bonus.

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The University of Kansas Memorial Unions is an Equal Opportunity/Affirmative Action employer and prohibits discrimination on the basis of race, color, ethnicity, religion, sex, national origin, age, ancestry, disability, status as a veteran, sexual orientation, marital status, parental status, gender identity, gender expression, and genetic information in the corporation’s programs and activities. Retaliation is also prohibited by corporation policy.

Salary : $110,000 - $120,000