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Director, Human Resources

New York City, NY, USA | Non Profit Organization

  • Industry:
    Non-Profit / Social Enterprise
  • Position Type:
    Full-Time
  • Functions:
    General Management
    Human Resources
  • Experience:
    7-10 years
Job Description:
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Concern Worldwide US is seeking a talented Director, Human Resources who can manage and further advance the organization’s Human Resource profile to attract, develop, motivate, and retain productive, engaged employees. In collaboration with and under the direction of the CFO, the Director of Human Resources will be responsible for the Human Resources function of Concern Worldwide US and provide assistance to the international network of Concern Worldwide on human resources and recruitment. In addition, a primary responsibility of this role is to lead the organization in fulfilling its strategic vision of becoming a top tier employer in our market and sought out by candidates as a primary choice for employment. Chief among your priorities will be your work in the area of Diversity, Inclusion, and Belonging (DIB). The Director, Human Resources will support the DIB team in creating and delivering initiatives designed to build a culture of inclusion and ensure the long-term sustainability of diversity and inclusion efforts. The successful candidate will be a champion for DIB, successfully build and maintain relationships with key stakeholders, and design and execute creative ways to develop Concern US’s approach to DIB as we continue to scale our efforts.


Concern Worldwide US will look to the Director of HR to develop the members of our team, creating exciting career paths, and fostering a community of diversity, high performance, innovation, and passion. You will be expected to deliver a perspective on HR trends to senior colleagues to help shape strategy and business procedures as well as set standards and ensure best HR practice in the US office. Important will be your ability to drive continuous improvement and build our employer reputation through best in class employee recruitment and development strategies.


Main Duties & Responsibilities


•Support the management team and staff on all aspects of employee relations


•Oversee the management of all Concern US HR policies and procedures


•Provide assistance and advice to Managers in the roll out of personnel policies and ensure that the requirements of the Concern US HR policies are adhered to by all employees


•Conduct comparative reviews and audits of current policies and practices to Labor Laws (federal, state and local) and donor policies; ensuring the organization remains compliant at all times and maintains minimal company exposure to lawsuits


•Lead in the design and manage the implementation of programs and initiatives that further Concern US’s DIB strategy and contribute to creating a more diverse and inclusive workplace


•Attend applicable HR conferences in order to stay current in the field and relevant in the marketplace


•In partnership with the CFO, lead on all US Office PSEA related matters 


•Lead on all duty of care matters; working with managers to monitor all US staff work related travel 


Leadership and Strategic Management 


• Provide strategic, functional and technical leadership of the following Concern US HR functions: recruitment & selection, performance management, compensation & employee benefits, training & development, retention, employee relations, workforce analytics and all PSEA related matters 


• Preparation of on-going and Board related reports for senior leadership team


• Provide strategic advice and guidance to the Senior Leadership Team on all HR related matters


• Work with the global HR team to develop and implement long / short-term plans, practices and procedures that are aligned with Concern’s objectives and industry best practices


• Act as a champion of corporate priorities and change within the organization


Performance Management & Employee Development


• Responsible for organizational Talent Management across offices in New York, Chicago, and Los Angeles


• Manage Concern US’s Performance Review process, providing guidance to Managers on performance appraisals and the development of performance standards


• Identify relevant training and development opportunities for staff


• Responsible for the development, implementation and tracking of employee development programs 


• Coach Managers on employee relations and manage difficult situations to resolution


• Anticipate and resolve complex problems and questions, including employee relations issues, in an economical and equitable manner compliant with legal regulations and general business practices


Recruitment/Employment


• Oversee organization-wide recruitment, ensuring Concern US is equipped to attract, retain and motivate a high quality, diverse workforce enabling it to carry out its mission and achieve its objective


•Collaborate with management to determine the recruitment strategies tailored to each vacancy 


• Manage the entire recruitment process with the assistance of the HR Coordinator -- this includes the preparation of job descriptions, identifying the best advertising channels, collaborating with recruitment agencies, short listing applications, arranging interviews, and working closely with Managers and Directors in all aspects of pre and post-interview preparation


• Collaborate with hiring managers to thoughtfully craft comprehensive onboarding plans and introducing new hires to the organization and their roles


• Facilitate the acquisition of work and resident visas, when required


• Provide assistance to the Concern Worldwide Ireland office on recruitment of staff for Concern’s overseas programs – this includes posting of job vacancies in various locations, organizing and conducting interviews as requested by HR in Concern Worldwide Ireland


• Manage Fall, Spring and Summer intern program


Compensation & Benefits


• Manage total compensation approach: work with CEO and CFO to set salary determinations; conduct periodic salary and benefits benchmarking surveys within applicable markets and develop related salary protocols; oversee annual auditing and selection/negotiation of benefits package


• Monitor all pay practices and systems for effectiveness and cost containment


• Complete fiscal year-end ERISA testing and tax reporting (Form 5500)


• Participate in relevant HR surveys, monitoring and benchmarking the organization 


• Responsible for the Group Benefits Administration, including the recommendation of changes to benefits based on current trends and providing general information to CUS employees


• Manage payroll with the assistance of the HR Coordinator and Controller


Administration & Management


• Manage the HR Officer


• Management of accurate and compliant records in the Human Resources Information System (HRIS) and Applicant Tracking System (ATS 


• Develop and deliver HR reports for Senior Leadership Team on all HR related matters 


• Advise the CFO on various HR related projects


Requirements: 


• Bachelor’s Degree in a relevant field


• A minimum of 8 years to 10 years' experience of progressive HR generalist responsibility in a human resources department, preferably with multiple office locations.


• Comprehensive knowledge of HR principles and US labor laws and regulations 


• Knowledge of State, Federal and NYC legal requirements related to human resources, including EEO, ADA, Workers’ Compensation, Wage and Hour, COBRA, FMLA, and NYS Paid Family Leave


• Strong communications and interpersonal skills, the ability to work and build relationships with people from many cultures, and a commitment to the mission of Concern


• Collaborative team player comfortable leading as well as executing projects as required


• Strong work ethic coupled with enthusiastic and passionate approach to one’s work


• Must exhibit a high degree of professionalism and integrity. The ability to function as a catalyst, coach, and doer, guiding people at all levels of the organization by utilizing a facilitative approach and advancing the learning and development of others


•Demonstrated knowledge of current best practices and trends in diversity and inclusion, including familiarity with key concepts (e.g. cultural competence, unconscious bias, etc.) Practical experience designing and/or implementing D&I programs preferred


• Experience with an international organization, preferred


•Must have proficiency in computer skills, including Microsoft Word, Excel, PowerPoint and Outlook.


• Ability to demonstrate good judgment, discretion and confidentiality at all times


• Excellent time management and prioritization skills are absolutely necessary


• Flexible approach to working outside of normal office hours


• Eligibility to work in the US at time of hire


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