Director of Human Resources

The Director of Human Resources (HR) is responsible for developing and implementing a comprehensive human resources operation which includes employment (including recruitment and onboarding), employee relations, labor relations, compensation, benefits, performance management, staff training/development and policy development in accordance with the requirements of federal, state and local laws. The Director of HR reports to the Chief Executive Officer and is a member of the Senior Leadership Team. This role will champion a positive, results and strengths-based culture built on trust, empathy and transparency.

Primary Duties and Responsibilities (may include, but not limited to):

People Strategy and Implementation

1. Partner with the Chief Executive Officer (CEO) and Chief Financial Officer (CFO) to assess, develop and implement HR strategies, policies and procedures aligned with organizational goals and values.

2. Manage the talent acquisition processes including partnering with outside recruitment firms as needed; manage job postings, screening candidates, and leading selection process through job offer.

3. Ensure seamless employee onboarding, orientation and off boarding process for smooth transitions.

4. Lead performance management processes, including performance evaluations, compensation, talent reviews, feedback and succession planning.

5. Contribute to workforce planning and succession planning efforts, identifying future staffing needs.

Culture and Relationship Management (HR Management, Support and Coaching)

1. Develop, implement, and communicate human resource policies that promote a positive workplace culture.

2. Stay informed on federal and state employment laws and regulations to ensure ongoing compliance.

3. Serve as trusted advisor to senior leadership, providing expert guidance on HR-related matters and resolving HR issues with care and diligence.

1. Develop and implement initiatives that promote employee relations, engagement; inclusion and belonging working in partnership with executive leadership.

1. Provide and implement guidance and recommendations on HR related employee matters such as work conflicts and accommodation with care and due diligence.

2. Collect ongoing feedback from employees through surveys, temperature checks, and other engagement tools to ensure open lines of communication.

Administration - Policies, Practices, and Procedures

1. Develop and maintain consistent legally compliant HR policies and procedures throughout the organization.

2. Oversee the implementation and ongoing maintenance of HR systems and technologies.

3. Regularly evaluate and update the employee handbook to reflect the organization's values and current legal standards.

4. Manage employee leave policies, including FMLA, Workers' Compensation and other absences ensuring compliance and smooth administration.

Compensation, Benefits, Salary Administration

1. Manage the payroll process, ensuring accurate and timely payroll processing, including data verification and payment distribution.

2. Ensure timely update for new hires, terminations, and change in employee compensation.

3. Maintain accurate records of payroll, including paid time off (PTO) policies.

4. Provide clear communication to employees regarding payroll-related inquiries/issues.

5. Manage benefits administration, including annual renewals, open enrollment, and maintain strong broker relationships

6. Conduct market research and salary analysis to ensure competitive compensation structures that align with the organization's goals and collaborate with the CFO and CEO to maintain equitable and competitive pay scales.

7. Oversee the annual merit review process, recommend salary increases or adjustments, and assist in the salary budgeting process in conjunction with senior leadership.

Training and Development

1. Oversee the organization's professional development programs, including performance evaluations, talent management and succession planning.

2. Coordinate the delivery of leadership and management training on HR processes, ensuring leaders are equipped to manage people effectively.

Other Duties as assigned by management

ABOUT THE SUCCESSFUL CANDIDATE

The Director of Human Resources will be an experienced HR professional with an inherent drive to move things forward, a strategic mindset, and an interest in continuing to develop and formalize YWCA Princeton's human resources function to ensure we are best supporting the organization and individuals that we serve. They will understand how to manage well up and across the organization and thrive in a collaborative and fast-paced environment.

A strong candidate would bring:

• Bachelor's degree in human resources, Business or Organizational Development or a relevant area. At least five (5) years of demonstrated progressive HR expertise with a minimum experience of two (2) years' experience in a leadership role; minimum of three (3) years in the not- for -profit sector

• Robust understanding of current HR trends in compensation, benefits and performance evaluation framework and fluency with primary HR functions; knowledge of New Jersey laws/regulations a plus.

• Familiarity but not limited to: ADA, ADEA, FMLA, ERISA, OSHA etc.

• Demonstrated experience working with employees, legal human relations and labor relation matters.

• Experience working with a web-based HRIS system such as ADP

• Ability to interpret legal documents and serve as internal consultant for matters

• Experience with staffing, employee relations, performance management, organizational learning, compensation, benefits, training and employee development

• Exceptional communication and relationship building skills; both internally and externally

• Sound judgement in handling sensitive and confidential information

• Proven track record of excellent follow -through and execution with the highest levels of integrity, ethics and accountability

• Passion for YWCA Princeton's mission is essential

Salary : $75,000 - $85,000