Full Job Description
Project Management Advisors, Inc. (PMA) is seeking an enthusiastic, leadership-driven Human Resources Director to support our expanding organization. We are a national leader in professional real estate development consulting, providing project management and owner’s representation services for top tier private and public-sector clients. Over the last five years, we have doubled in size, including the expansion into new markets across the U.S. Headquartered in Chicago, we currently have approximately 130 employees located amongst six offices in five states.
As a proven leader, the Human Resources Director for PMA will be equipped to help deliver the best in class talent development and operations, in order to support a highly valued client portfolio. The Human Resources Director will position the organization as the employer of choice by being aware of best practices and current policies and trends within the industry while overseeing an experienced HR team.
The Human Resources Director will be responsible for implementing the company’s talent management goals and strategies. Additionally, the HR Director will lend their expertise in maintaining and promoting conditions for a high degree of employee engagement by creating learning and development programs and training, bolster open lines of communication to support employee relations, and providing guidance to management regarding compensation and leveling.
The successful candidate must be knowledgeable and have a successful track record in supporting business operations during a period of rapid growth. As PMA is actively engaged in succession planning, this opportunity could position the successful candidate for potential future consideration as VP of Human Resources.
Serve as an advisor to Senior Leadership team regarding all Human Resources related policies, programs, and initiatives, all in the context of the Company’s overall business strategy;
Provide analysis, education, and insight that allows key stakeholders to make informed decisions based on a full understanding of employee and business needs;
Lead, mentor, and develop an established 2-3 person HR team
Bring a balanced employee and company perspective to challenges and decisions;
Be knowledgeable and aware of trends in the industry and how to position the Company competitively amongst peers;
Coach business leaders and work to improve the effectiveness of leadership teams;
Balance strategic as well as tactical needs by being able to both “lead and do” while envisioning the goals and executing in a hands-on, productive manner;
Develop human resource planning models to identify competency, knowledge and talent gaps and develop specific programs to fill identified gaps;
Enhance and/or develop, implement and enforce HR policies and procedures of the organization by way of systems that will improve the overall operation and effectiveness of the Company;
Manage employee relations in the best interests of the company and the employees;
Ensure the company complies with Federal, State, and local employment laws and regulations, serve as a liaison to legal firms as needed.
Analyze and design opportunities for learning and development programs; develop and facilitate organization-specific training sessions; assess training effectiveness through evaluations;
Cultivate relationships with all outside Human Resources consultants, advisors, recruiters and related external vendors to find optimum solutions to HR policy questions, employee recruitment, employee training, benefits, legal and other HR-related initiatives;
Oversee transparent and clear internal company communications;
Manage the delivery of best in class operations through the education and development of employees who are representative of the Company’s values and mission by initiating and sustaining recruitment and retention programs, performance management/internal review processes, onboarding, orientation, etc.;
Manage the delivery of best-in-class talent management through appropriate succession planning programs for key contributor and management positions, training and development programs for preparing employees for more significant responsibilities, and general business development programs to enhance employee knowledge of the business;
Collaborate with leadership to update and implement the strategy and design of benefit plans;
Implement as necessary, administer, and communicate innovative employee compensation and benefits programs, policies and processes to align with the context of the overall business strategy;
Conduct regular visits to the various office locations; meet with staff and identify areas of improvement and positive reinforcement.
Experience and Skills:
Minimum of 7-10 years of experience in HR position(s);
Minimum of 3 years of experience in talent acquisition;
Undergraduate degree required, advanced degree or MBA preferred;
Professional services Human Resources experience preferred
Exude and foster entrepreneurial spirit;
Strong transparent leadership style;
Personal style which reinforces a team atmosphere and projects a confident and approachable persona;
An effective listener and communicator;
Solid financial and analytical acumen;
Proven track record of developing positive relationships with principals and staff at all levels;
Be willing and able to perform any and all HR functions as required by business and staffing circumstances, a “grab an oar mentality” when needed;
Strong sense of ownership and understanding of how this role supports the decisions of management and principals;
Skilled and effective problem solver of people issues;
Easily establishes credibility amongst peers;
Nimble, ability to pivot and manage multiple priorities;
Experience reporting to a board of directors.
Dedicated: Devoted to a task or purpose with loyalty or integrity
Thought Provoking: Capable of making others think deeply on a subject
Leader: Inspires teammates to follow them