Human Resource Director - Literacy Minnesota

Position Summary:

Advance the organization’s work to develop a comprehensive diversity, equity, and inclusion strategy by integrating the work stemming from that strategy into all human capital systems, structures, professional development, and processes. Demonstrate a commitment to equity, excellence and high expectations for all staff and volunteers by creating organizational policies and structures that remove barriers and foster inclusion for all.

HR Director helps create an environment that is highly productive, meaningful, inclusive, and engaging for all people who work Literacy Minnesota. This role oversees and executes on the development and implementation of human resources strategies, systems and policies, plans and services, including recruitment, selection, legal compliance, staff benefits, compensation, employee relations, employment practices and procedures, staff communications and events. The director will approach human resources functions from a diversity impact perspective, working to ensure that staff are supported from the position that external diversity, equity, and inclusion goals are impossible without an ongoing commitment to addressing and dismantling inequitable systems as an organization and constructing new systems that are centered in IDEA (Inclusion, Diversity, Equity and Anti-Racist) principles. 

Work environment consists of a typical office or home environment. Time spent on the computer is approximately 60%. Ability to be multi-site and travel within the metro and occasionally within the U.S. Occasional longer work days (10-12 hour days). Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions.

Compensation and Benefits: This is a full-time position and is eligible for health, dental, vision, PTO, 401(k) with match (see benefits document on website career page for additional insight). The compensation range for this position is $75,000-$85,000 per year.

Key Responsibilities:

• Team Leadership
  • Supervision of Human Resource team. Provides direction to assigned staff in the performance of their duties, establishing work priorities in achieving strategic and operating plan goals; prepares and manages associated budgets.
• Talent Management, Equity & Inclusions, and Compliance
  • Ensures that the organizations develop high-performing, mission-driven culture by strategically gauging staff morale, addressing organizational issues while providing HR solutions and increasing organizational effectiveness and health, through planned interventions in the organization's processes.
  • Build pro-active relationships within the Equity team to ensure alignment and focus on diversity and inclusion in all practices.
  • Examine policies and practices around contracting and vendor agreements to ensure equity and inclusion. 
  • Hold staff and organization accountable to employing an equity and inclusion lens in our work and professional relationships. 
  • Evaluate and change organizational processes to close inequitable gaps staff face. 
  • Ensures that the organizations develop high-performing, mission-driven culture by strategically gauging staff morale, addressing organizational issues while providing HR solutions and increasing organizational effectiveness and health, through planned interventions in the organization's processes.
  • Develops and maintains performance management and appraisal programs. Provides assistance to staff and supervisors with questions and workplace problems.
  • Remains current with employment laws and regulations. Maintains an effective program of compliance with laws and regulations related to human resources and manages relationships with compliance agencies and external legal counsel.
  • Develops staffing strategies and implementation plans and programs. Identifies and cultivates appropriate and effective sources for candidates for all levels of jobs.

• Total Rewards
  • Oversees compensation and benefit programs, including job description and classification, salary structure and salary adjustments. Oversees benefit plan communication, enrollment, and administration. Assesses the competitiveness of human resources programs and practices against the relevant markets and makes recommendations for improvements and changes.
• Compliance
  • Oversees HR systems and staff records to ensure accuracy and improve the overall operation and effectiveness of the organization. Ensures timely and accurate submission of data requested by the EEOC, Department of Labor, etc.
  • Manage EEO and Affirmative Action plans and reporting requirements
  • Develops policies, oversee policy implementation, and meet the related needs of the organization. Work with some committees of the board.
• Organizational development
  • Oversees talent management, including staff training and leadership development, retention, recognition, staff communication and career development. Assesses and evaluates training and staff development needs and develops programs to meet needs.
  • Participates in strategic planning for the organizations. Provides leadership and consulting support to executives and management on matters of reinforcing culture, setting goals, developing policy, and implementing strategic objectives. Aligns organizational structure, roles, and responsibilities to achieve goals.
  • Partners with the leadership team to understand and execute the organization’s human resource and talent strategy particularly as it relates to current and future talent needs, recruiting, diversity, retention, and succession planning.
• All other duties as assigned 

Required Qualifications:

• 7 - 10 years of professional experience in all aspects of human resources management and staff development
• 3+ years of supervising and leading teams. Capacity for managing and leading people; ability to connect to staff both individually and in large groups; capacity to enforce accountability; ability to develop and empower leaders from the bottom up and lead from the top down; strong commitment to follow-through; and high emotional intelligence.
• Ability to think strategically, anticipate future consequences and trends and incorporate them into the organizational planning.
• Ability to work effectively in an organization that has recognized its own issues related to equity, and is seeking to be more representative of the community.
• Demonstrated expertise in strategic HR management i.e. planning and policy, talent management, selection, compensation, benefits, training and staff development, employee relations, and performance management
• Ability to relate effectively to diverse groups of people from all social and economic groups
• Knowledge of racial equity literature, frameworks, and practice. Budget provided to seek and receive ongoing training and education.
• Experience developing and/or managing inclusive talent management processes.
• Current knowledge and understanding of regulations, industry trends, current practices, new developments, and applicable laws regarding human resources
• Proficiency in business and human resources related computer applications, which may include talent management systems, time, and attendance systems, etc.
• Proven track record of exhibiting sound judgment with the highest ethical standards.
• Well-organized, self-disciplined, decisive with an ability to balance the “big picture, long-term view” with a hands-on, day-to-day focus.
• Self-starter, ability to work with minimal supervision.
• Superior analytical skills.
• Excellent project management skills.
• Experience in working with high-profile community leaders, the Board of Directors, and its committees, as well as donors, etc. to nonprofit organizations.
• Outstanding written, verbal, presentation, and interpersonal skills.

Preferred Qualifications:

• Previous experience working or volunteering with nonprofit organizations
• Preferred but not required: Bachelor's degree in business, human resources or equivalent
• Working in a professional or personal capacity towards racial justice, anti-racism, and/or social justice issues. Significant experience working on DEI issues including racial justice, LGTBQIA2S+ inclusion, gender equality, inclusive growth, human rights, or other related issue areas.
• Senior human resources certification (SPHR or equivalent) preferred
• IDI Qualified Administrator