Director Of Human Resources

St. Vincent de Paul Cincinnati seeks an experienced and dedicated Director of Human Resources to lead and implement our newly established HR department. As the Director, you will be pivotal in developing and executing human resources strategies, policies, and practices that align with our mission, values, and goals. Your expertise will be instrumental in cultivating a positive work environment, attracting top talent, and supporting our organization's overall growth and success.

We are seeking a candidate with a solid background in human resources management. In this position, you will oversee the comprehensive administration of Human Resources, including the formation and leadership of the HR Team. Your responsibilities will encompass strategizing, defining, and designing core practices, managing vendor partnerships and service quality, ensuring governance and compliance, and addressing the HR needs of employees at our central office and eight thrift store locations across the greater Cincinnati area.

As the Strategic Business Partner to the Executive Leadership Team, you will guide and support their efforts in bringing business strategies, culture, and purpose to life across all aspects of our work. Reporting directly to the Chief Operating Officer and collaborating closely with the Finance department for payroll purposes, you will be a key collaborator within our organization's leadership structure.

We seek a dynamic individual passionate about creating an engaging and inclusive work environment and enhancing the employee experience.

Responsibilities:

Establish and develop the Human Resources Department:

• Design and establish the framework, policies, procedures, and systems for the Human Resources department.
• Develop the department's mission, goals, and strategies in alignment with SVDP's overall mission and objectives.
• Foster a positive and inclusive work culture that reflects the values of St. Vincent de Paul Cincinnati.

Talent Acquisition and Management:

• Develop and implement effective recruitment and selection strategies to attract highly skilled individuals.
• Oversee the hiring process, including job postings, applicant screening, interviewing, and onboarding.
• Collaborate with hiring managers to identify staffing needs, create job descriptions, and establish recruitment plans.

Employee Relations and Engagement:

• Provide guidance and support to supervisors and managers on employee relations, performance management, and disciplinary actions.
• Implement employee engagement initiatives and programs to enhance satisfaction, morale, and retention.
• Cultivate positive employee relations through open communication, conflict resolution, and a supportive work environment.

Compensation and Benefits Administration:

• Develop and administer competitive and fair compensation and benefits programs aligned with industry best practices.
• Conduct salary benchmarking and analysis to ensure market competitiveness.
• Oversee employee benefits administration, including health insurance, retirement plans, and other employee perks.

Training and Development:

• Support supervisors and managers in fostering a culture of continuous learning and professional growth.
• Implement performance management systems, including goal setting, evaluations, and career development plans.
• Identify training and development needs to enhance employee skills and competencies.

Compliance and Policy Development:

• Stay informed about emerging HR trends and recommend improvements.
• Ensure compliance with federal, state, and local employment laws and regulations.
• Develop and implement HR policies, procedures, and guidelines in alignment with legal requirements and best practices.

HR Metrics and Analytics:

• Provide data-driven recommendations to enhance decision-making and optimize HR processes.
• Other duties as assigned to support the organization's smooth operation.
• Conduct data analysis to identify patterns, trends, and areas for improvement within the HR function.
• Establish and monitor key HR metrics to assess the effectiveness of HR programs and initiatives.

Qualifications:

• Minimum of 8-10 years of progressive HR experience, including leadership roles.
• Demonstrated ability to build effective relationships and work collaboratively with diverse stakeholders.
• Proven experience in establishing and developing HR departments or functions.
• SHRM-CP or SHRM-SCP certification is a plus.
• Excellent communication, interpersonal, and leadership skills.
• Bachelor's degree in human resources, Business Administration, or a related field.
• Strategic thinker with the ability to translate HR strategies into actionable plans.
• Strong knowledge of HR best practices, employment laws, and regulations.

Physical Requirements:

• While the HR Director role primarily involves office-based work, occasional lifting or physical activity may be required. This could include setting up meeting rooms, moving small office equipment, or participating in company events that involve physical setup or coordination.

Benefits:

• Life insurance
• Health insurance
• Dental Insurance
• Vision insurance
• 401(k) with matching