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HR Director

Job Title: HR Director Approved By: CEO
Reports To: Chief Executive Officer Approved Date: June 30, 2018
FLSA Status: Exempt
Approved By: CEO
Approved Date: June 30, 2018

I. Purpose & Summary of Position:

The Texas Council on Family Violence is the only 501(c)(3) nonprofit coalition in Texas dedicated solely to creating safer communities and freedom from family violence. With a state-wide reach and direct local impact, TCFV, with the collective strength of more than 1,000 members, shapes public policy, equips service providers, and supports prevention initiatives.

The HR Director leads all human resource functions for TCFV to support and enable the strategic and operational performance of the organization. In conjunction with the CEO and leadership team, HR Director develops a comprehensive human capital strategy for the organization in alignment with the mission of TCFV and with a focus on attracting, developing, and retaining the talent required to achieve organizational goals.

II. Priority Functions/Accountabilities

A. Talent development

• Provide for staff and succession planning.
• Create employee development plans, training programs, and performance planning.
• Develop and put in place recognition structures.
• Employ tools such as Appreciative Inquiry, User Design Thinking, and Employee Experience Journey Mapping to facilitate an extraordinary employee experience.
• Identify training and development opportunities to meet the needs of leadership and other staff.
• Identify HR trends across the spectrum of similar non-profit organizations and propose programs to address these trends.

B. Employment practices

• Promote TCFV’s vision, values, and standards of conduct.
• Support TCFV’s efforts to be a trauma-informed, survivor-centered workplace with an emphasis on wellness.
• Coach leaders and employees about employment guidelines and ensure prompt, satisfactory resolution of validated issues/concerns/problems.
• Support all levels of management through such activities as supervisory training, Appreciative Inquiry approaches to supervision, as well as development and communication of leadership policies, practices, and guidelines.
• Consult with and advise supervisors on employment practices.
• Respond to inquiries from employees or leadership regarding policies, procedures, and administrative programs.
• Stay abreast of best practices and emerging trends in the field to remain compliant with employment laws and regulations while ensuring competitive total rewards.
• Interpret, and—in consultation with legal counsel, as appropriate—provide guidance on employment policies, procedures, and regulatory compliance.

C. Recruiting, hiring, onboarding, and employee recordkeeping

• Ensure recruiting and hiring practices are aligned with TCFV’s commitment to diversity and inclusion.
• Work with appropriate staff to keep in place and modify as needed recruiting functions through applicant screening, coordination of interviews, and selection support.
• Work with appropriate staff to plan, deliver, and facilitate employee orientation, conduct exit interviews, process employee action paperwork, and advise managers in employment decisions.
• Work with appropriate staff to develop and implement diversity and inclusion-informed strategies for employee recruitment, including updating job advertisements in various media, identifying and developing community contacts, and making presentations where appropriate.
• Work with appropriate staff to maintain systems for keeping HR information that complies with government reporting guidelines by tracking hires, promotions, transfers, performance evaluations, compensation practices, recognition, training, safety, and harassment.
• Utilize the HR information system to identify trends and analyze data for insight into engagement, retention, learning, and other priorities.

D. Administering compensation and benefits

• Conduct compensation surveys of comparable organizations and develop salary band recommendations to support TCFV’s Board of Directors’ decisions about appropriate pay ranges.
• Oversee the administration of benefits and time off programs in accordance with the organization’s Employee Handbook.
• Along with appropriate staff, collaborate with insurance and benefit broker providers.
• Conduct market analyses and make cost effective recommendations to leadership team.
• Along with appropriate staff, communicate employee benefits and process new enrollments, changes, and terminations.
• Administer the performance evaluation process and total compensation programs to ensure effectiveness, compliance, and equity within the organization.

III. Minimum Knowledge, Skills, and Abilities Required

To perform this job successfully, an individual must be able to perform each essential duty satisfactorily. The requirements listed below are representative of the knowledge, skill, and/or ability required. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions.

• Experience in multiple human resource functions including, but not limited to, employee relations; workforce planning; recruiting and staffing; diversity, equity and inclusion; performance management; leadership and staff development; employee engagement; employee communications; compensation; and benefits.
• Ability to grasp and interpret the organization’s mission, vision, values, and services.
• Energy and ability to innovate, collaborate, problem-solve, and champion change both within the human resources function and with stakeholders across the organization.
• Impeccable integrity and judgment; ability to both inspire trust and be trustworthy.
• Presence and maturity to influence and/or lead others internally as well as to represent the organization positively in the greater Austin community.
• Ability and desire to learn the operations of the organization, think strategically, and operate tactically in a dynamic, mission-focused, and service-oriented environment.
• Proficiency analyzing data/metrics and using them to plan and improve.
• Competent use of Microsoft Office and ability to learn and utilize HR/payroll information systems.
• Excellent written, verbal, and interpersonal communication skills. Ability to interact effectively with all levels of the organization. Sensitive to various ethnic, social, cultural, and professional backgrounds.
• Ability to manage projects and serve as a collaborative member of multiple teams and task groups.
• Confident, empowering, and positive in coaching and training staff.

IV. Training, Skills, and Education

• Bachelor’s degree in Human Resources Management, Business Management, or related field required; advanced degree in HR Management, Business Management or related field preferred.
• Nonprofit experience preferred.
• PHR or SPHR certification preferred.
• Minimum 5 years of human resources professional (exempt) experience is required, including advanced generalist skills and proven ability to manage both day-to-day HR operations and to navigate organizational issues.
• Minimum 5 years’ leadership/supervisory experience.

V. Working conditions and environment/physical demands

Ability to read, write, and converse in English; to travel as needed; and, tolerate prolonged sitting or standing. Must possess the emotional and physical stamina to deal with a variety of stressful situations, such as: responding to complaints; handling difficult internal and external interactions; effectively working long and, at times, odd hours; and, maintaining a positive and generative perspective throughout.

TCFV intends the above statements as descriptors of the general nature and minimum level of work performed. These statements expressly do not represent an exhaustive of all duties, responsibilities, and skills required for the position. The employee should anticipate performing additional job-related duties as required by the job objectives, the CEO, and mission and philosophy of TCFV.