Senior Director of Human Resources
SUMMARY/OBJECTIVE
The Senior Director of Human Resources (HR) serves as a strategic business partner to the Chief Executive Officer and Executive Leadership Team and is responsible for the leadership, development, and execution of the organization's human capital strategy. The HR Senior Director provides operational leadership for all Human Resources functions and is responsible for the day-to-day administration of people practices, programs, and policies. This role partners closely with senior leadership to ensure effective delivery of HR services, maintain compliance, support employee engagement, and foster a positive workplace culture. The Senior Director oversees key human resources functions including talent acquisition and retention, employee relations, compensation and benefits administration, performance management, diversity, equity, inclusion and belonging (DEIB), employee development and engagement, compliance, and HR systems.
ESSENTIAL FUNCTIONS
Talent and Workforce Planning:
- Manage and oversee recruitment, workforce planning, hiring, onboarding, retention, and employee transition processes to ensure the organization attracts and retains qualified staff.
- Partner with leadership to address current and future staffing needs while building internal talent pipelines.
- Implement effective yes-to-desk and onboarding experiences to engage and inspire new employees in their roles.
- Lead change management and succession planning efforts and build organizational bench strength for key leadership and critical roles.
Compensation and Benefits:
- Direct the development and administration of competitive compensation, benefits and total reward strategies.
- Ensure compensation programs support organizational goals, market alignment, internal equity and employee relations.
- Oversee employee benefits programs, retirement plans, and leave administration ensuring employees have access to appropriate information, resources, and assistance.
- Analyze compensation and benefits benchmarking data to recommend enhancements to align with business objectives.
Leadership Development and Organizational Effectiveness
- Design and implement leadership development, mentoring, coaching, and professional development programs that cultivate employee growth and future organizational leaders.
- Create career development frameworks and career pathing opportunities that support employee engagement and retention.
- Foster a culture of accountability, continuous learning, innovation, organizational effectiveness, and performance excellence.
Employee Engagement and Culture
- As a member of the senior leadership team, lead employee engagement initiatives that promote a positive workplace culture and strengthen organizational commitment.
- Develop communication strategies that ensure employees remain informed, connected, and engaged.
- Partner with leadership to develop and implement strategies that enhance employee engagement and recognition, morale, retention, and positive workplace culture.
- Serve as a cultural ambassador who reinforces organizational values and culture of belonging, and fosters collaboration across departments.
Employee Relations and Performance Management:
- Oversee employee relations issues, policy interpretation, and corrective action processes, and provide guidance to supervisors on sensitive and complex personnel matters.
- Partner with managers to resolve employee concerns, workplace conflicts, investigations, disciplinary actions, and employment-related issues.
- Lead the design and administration of the organization's performance management processes.
- Equip leaders with coaching tools and strategies that promote employee success, engagement, development, and accountability.
- Conduct or oversee workplace investigations while ensuring consistency, fairness, and compliance with policies.
Compliance, Governance and Risk Management
- Ensure compliance with all applicable federal, state, and local employment laws and regulations.
- Develop, implement, and maintain human resource policies, procedures, employee handbooks, and governance practices.
- Serve as the compliance officer for Girl Scouts of Western Ohio's governance policies, Whistleblower Policy, ethics and employee-related investigations.
- Plan, administer, and monitor programs that promote employee health, safety, risk management programs, and wellbeing.
- Monitor regulatory changes and proactively recommend policy and process updates. Ensure compliance with all applicable federal, state, and local employment laws and regulations and board policies.
Vendor, Partner and PEO Management
- Provide oversight of relationships with the Professional Employer Organization (PEO), benefits brokers, insurance providers, consultants, and other strategic partners.
- Negotiate and manage vendor contracts and service-level agreements.
- Evaluate vendor performance and ensure services align with organizational objectives and employee needs.
Financial and Operational Management
- Maintain the integrity, accuracy, and confidentiality of employee records, HR systems, files, and reporting requirements.
- Develop and manage the Human Resources Department budget and monitor expenditures.
- Prepare and analyze HR metrics and reports to support informed decision-making.
- Provide executive-level reports, presentations and recommendations for senior leadership.
- Supervise HR staff and provide ongoing coaching, support, and professional development.
- Support strategic initiatives through workforce forecasting, resource planning and change management.
- Stay informed of industry best and emerging practices and employment trends.
- Perform other duties as assigned.
COMPETENCIES
- Organizational Effectiveness
SUPERVISORY RESPONSIBILITY
This position serves as direct manager for the HR team and manages the relationship with the Insperity PEO (Professional Employer Organization). The Senior Director is responsible for establishing department goals and overall effectiveness of the HR Department.
POSITION TYPE/EXPECTED HOURS OF WORK
This is a full-time, exempt position, and core business hours are generally Monday through Friday, 8:30 am to 5:30 pm. Regular evening and weekend work may be required as job duties demand and to support organizational priorities, emergencies or other business needs.
This position is eligible for teleworking, with a minimum of 3 days in-office and up to 2 days from home, depending on business needs, and after successful completion of a 90-day in-office onboarding and training period. Teleworking must be approved by manager upon successful completion of onboarding and is based on performance in role.
TRAVEL
Travel is primarily within the Council’s jurisdiction (Cincinnati, Dayton, Lima & Toledo) during the business day, although some out-of-the-area and overnight travel may be expected for onboarding or ongoing professional development.
REQUIRED EDUCATION AND EXPERIENCE
- Bachelor's degree in Human Resources, Business Administration, or a related field, or equivalent combination of education and experience.
- Minimum of ten years of progressive human resources experience, including at least five years of people management or HR leadership experience. Experience in nonprofit sector preferred.
- SPHR, SHRM-SCP, or comparable HR certification preferred.
- Strong knowledge of federal, state, and local employment laws and regulations.
- Experience with PEO relationship management, employee relations, benefits administration, recruiting, performance management, and HR compliance.
- Experience using HRIS, applicant tracking systems, payroll systems, and Microsoft Office applications.
- Demonstrated ability to build strong relationships with leaders and employees at all levels of the organization.
- Excellent written, verbal, and interpersonal communication skills.
- Ability to manage multiple priorities and maintain confidentiality in a dynamic environment.
ADDITIONAL ELIGIBILITY QUALIFICATIONS AND REQUIREMENTS
- Must uphold and support Girl Scouts of Western Ohio’s commitment to diversity, equity, inclusion and belonging as codified in our DEI Vision Statement and values, and the Girl Scout Promise and Law.
- Must possess a valid state driver's license, liability insurance and functioning vehicle for work within the Girl Scouts of Western Ohio region.
- Successful completion of fingerprinting and a criminal background check as required by Ohio law.
- Commitment to making a difference in girls’ lives as expressed in the Ends statements; mission and goals for girls, as noted in the Board Policy Manual.
- Must maintain annual or lifetime membership in Girl Scouts at all times and an adult Girl Scout uniform (navy business attire).
PHYSICAL DEMANDS
The physical demands described here are representative of those that must be met by an employee to successfully perform the essential functions of this job. While performing the duties of this job, the employee is regularly required to talk or hear. The employee frequently is required to stand; walk; use hands to finger, handle or feel; and reach with hands and arms. The employee must frequently lift and/or move up to 10 pounds and occasionally lift and/or move up to 25 pounds. Specific vision abilities required by this job include close vision, distance vision, color vision, peripheral vision, depth perception and ability to adjust focus.
OTHER DUTIES
Please note this job description is not designed to cover or contain a comprehensive listing of activities, duties or responsibilities that are required of the employee for this job. Duties, responsibilities and activities may change at any time with or without notice.
Our Commitment to Diversity, Equity, Inclusion, and Belonging (DEIB)
We are proud to be an equal opportunity employer dedicated to pursuing and hiring a diverse workforce and are committed to creating an inclusive environment for all. All qualified applicants will receive consideration for employment without regard to race, color, religion, sex, national origin, disability status, protected veteran status, or any other characteristic protected by law. GSWO is an EEO/Minority/Female/Disability/Veteran employer.
