DEFENDERS OF WILDLIFE
JOB TITLE: Director of Human Resources
SALARY: Up to $85,000
DIVISION/SITE: Headquarters, Washington DC
DEPARTMENT: Human Resources
REPORTS TO: Vice President, People and Culture
LAST REVISED: October 2019
The Director of Human Resources is responsible for developing and implementing a human resources (HR) function that serves the needs and provides excellent service to a diverse and geographically dispersed workforce. The Director of HR will be an individual who embraces continuous process improvement and innovation, is detail-oriented, and is data-driven. The Director of HR will report to the Vice President of People and Culture and manage two full-time employees (Recruiting Manager, HR Generalist).
The Director of Human Resources is responsible for developing and managing Defenders of Wildlife’s HR programs and initiatives. This includes the oversight of HR recruitment and retention plans and processes, benefits administration, employee relations management, performance management, HR compliance, training and development, and systems and process improvements.
Essential Duties and Responsibilities:
· Capacity and interest in developing strategies and approaches to ensure organization is continually evolving and learning from its employees and external influences.
· Ensure an ongoing process for dialog with and among staff that embraces the diversity of people, perspectives and talents within Defenders.
· Ensure that all job descriptions and postings propel the organization forward to become reflective of the nation’s diversity, and secure the best talent we can possibly attract.
· In collaboration with the Recruiting Manager, design strategies for training hiring managers, reviewing position descriptions, targeting advertising and recruitment, tracking applicant pools, and monitoring Defenders’ success against established metrics.
· Guide annual onboarding plan that helps new employees feel valued and connected to Defenders.
· Establish, monitor, and track retention metrics. Target weak areas for action (supervisor training, refinement of job descriptions, enhanced supports, etc.) Use information as part of continual learning for the department and the organization.
· Develop and manage staff development and retention initiatives including staff events, lunchtime learning programs, training classes and workshops.
· Provide employee relations counseling, mediation, and conflict resolution
· Design and conduct periodic staff climate surveys. Use results to develop appropriate staff-focused recommendations to the VP of People & Culture.
· In conjunction with the HR Generalist, develop and update as necessary Defenders’ benefits policies and procedures; administer benefits including providing information to staff, responding to inquiries, and serving as a liaison with Defenders’ external benefits broker and other vendors.
· Oversee the annual benefits open enrollment process including working with Defenders’ external broker to analyze existing benefits and identifying any recommended benefits changes.
· Manage external vendors including ensuring high level of service and reconciliation of submitted invoices and other data.
Performance Management and Compensation
Oversee the annual performance management process
Employee relations management, to include coaching, progressive discipline, and execution of performance improvement plans
Perform periodic compensation analyses to include review of staff positions descriptions and salaries against external benchmarking data.
Compliance and HR Data Management
Collaborate with Finance department in the joint administration of the employee time & attendance system
Maintain all HR data and systems for accuracy and prepare associated reports.
Prepare and maintain all other HR policies and procedures including the Employee Handbook
Ensure HR regulatory compliance including the preparation of external filings and reporting requests
Keep up-to-date on all HR-related benefits and regulatory changes.
· Manage HR staff to include coaching, identification of training needs, and performance evaluations
Other HR Responsibilities
Strengthen relationships with HR Directors and counterparts throughout the environmental and nonprofit community.
Perform other ad hoc analyses and duties as assigned.
Bachelor’s degree (B.A./B.S.) or equivalent in Human Resources, organizational behavior, or related discipline
5+ years of progressively responsible HR experience required, 3+ years of management/supervisory experience required
PHR / SPHR or SHRM-CP certification required
· Expert knowledge of HRIS systems required; ADP Workforce Now experience preferred
· Expert knowledge of HR-related best practices required
· Working knowledge of Microsoft Word, Excel, and Outlook
· Strong written and verbal communications and customer service/ interpersonal skills; excellent attention to detail
· Thorough knowledge of federal, state, and local employment laws required
· Demonstrated leadership qualities and ability to effectively and equitably interface with all levels of employees in a geographically distributed environment.
· Dependable, detail-oriented, organized, and able to work in a fast-paced environment with minimal supervision
General office working conditions, the noise level in the work environment is usually quiet.
While performing the duties of this job, the employee is regularly required to use a computer and communicate with others while doing so.
All employees are required to satisfactorily perform the essential duties and responsibilities of their positions. The essential duties and responsibilities listed above are not intended to be construed as an exhaustive list of all responsibilities, duties and skills required. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions of the job.
How to Apply:
Interested applicants please apply with a cover letter through our indeed jobs portal at http://www.defenders.org/jobs
Defenders of Wildlife is a national, non-profit membership organization dedicated to the protection of all native wild animals and plants in their natural communities. Our employees work in an environment that is inclusive and honors each of our unique perspectives and backgrounds. We believe that the conservation of biological diversity is best advanced by the contributions of people of diverse backgrounds, experiences, beliefs and cultures. We strive toward a collective goal of including all people in the conservation of our Nation’s wildlife and wild places.
Visit Our Values and Diversity page to learn more about who we are and how we operate.
It is the policy of Defenders of Wildlife to provide equal employment opportunity to all qualified individuals without regard to their race, color, national origin, religion, sex, gender identity (including gender expression), sexual orientation, disability, age, marital status, family/parental status, or any other characteristic protected by law, in all personnel actions.