Job History:
As Director of Human Resources at St. Vincent de Paul North Idaho, you will play an important role in our mission by supporting our employees and ensuring staff have the direction and guidance to provide the services that support individuals and families in North Idaho needing assistance to enrich, fortify, and rebuild their lives with dignity.
Job Summary
The Director of Human Resources is responsible for the strategic leadership and operational management of all human resources functions for St. Vincent de Paul North Idaho. This position ensures compliance with employment laws, supports organizational culture, and develops systems that attract, retain, and develop a high-performing, mission-driven workforce.
The Director of HR partners with leadership to align people strategies with organizational goals, ensuring effective staffing, strong employee engagement, and consistent application of policies across all departments, including housing, social services, retail operations, and administration.
Essential Functions:
1. HR Leadership & Strategy
- Develop and implement HR strategies aligned with organizational goals and growth plans.
2. Compliance & Risk Management
- Ensure compliance with all federal, state, and local employment laws and regulations.
- Maintain and update HR policies, employee handbook, and procedures.
- Oversee employee relations, investigations, and conflict resolution.
- Manage risk related to employment practices, including documentation and corrective action processes.
3. Recruitment & Talent Management
- Oversee recruitment, hiring, and onboarding processes across all departments.
- Partner with directors to identify staffing needs and develop hiring strategies.
- Ensure equitable and consistent hiring practices.
- Develop and implement retention and employee engagement strategies.
4. Employee Relations & Performance Management
- Provide guidance and support to supervisors on employee relations issues.
- Oversee performance management systems, including evaluations and improvement plans.
- Ensure consistency and fairness in disciplinary actions and terminations.
- Support staff development and career growth opportunities.
5. Compensation & Benefits Administration
- Oversee compensation structure, salary benchmarking, and pay equity practices.
- Administer employee benefits programs, including health insurance, retirement plans, and leave policies.
- Ensure compliance with benefits regulations and reporting requirements.
- Provide guidance to employees regarding benefits and HR policies.
6. Training & Organizational Development
- Develop and implement staff training programs, including:
- New employee orientation
- Leadership development
- Compliance training (e.g., harassment prevention, safety)
- Support directors in building effective teams and leadership capacity.
- Promote continuous learning and professional development.
7. HR Operations & Systems
- Maintain accurate employee records and HR information systems.
- Oversee payroll coordination in partnership with Finance (as applicable).
- Ensure proper documentation of all HR actions and compliance requirements.
- Develop and improve HR systems, workflows, and processes.
8. Safety & Workplace Practices
- Support organizational safety programs and compliance with workplace safety standards.
- Coordinate with department leaders on incident reporting and workplace safety protocols.
- Promote a safe and healthy work environment for all staff.
9. Organizational Support
- Collaborate with leadership on organizational structure, staffing models, and change management.
- Participate in leadership and board meetings as required.
- Perform additional duties as assigned by the Executive Director.
- Serve as a strategic advisor to the Executive Director and leadership team.
- Lead organizational efforts in workforce planning, succession planning, and culture development.
- Promote a positive, mission-driven, and inclusive workplace culture.
Material and Equipment Used:
- Utilizes various software applications, including Microsoft Office, as well as standard office equipment (copiers, fax machines, etc.).
Physical Activities/Mental Demands:
- Light physical work, including lifting up to 20 lbs. occasionally.
- Frequent mental demands, including problem-solving, multitasking, and handling interruptions in a fast-paced environment.
Working Conditions:
- Work is primarily in an office environment with minimal exposure to adverse conditions.
Minimum Qualifications:
Education
- Bachelor’s degree in Human Resources, Business Administration, or related field required
- Master’s degree or HR certification (e.g., SHRM-CP, SHRM-SCP, PHR, SPHR) preferred
Experience
- Minimum of 5 years of progressive HR experience
- At least 2–3 years in a leadership or management role
- Experience in nonprofit or multi-program organizations preferred
Knowledge, Skills, and Abilities
- Strong knowledge of employment laws and HR best practices
- Excellent leadership, interpersonal, and conflict resolution skills
- Ability to handle sensitive and confidential information with integrity
- Strong organizational and problem-solving skills
- Effective communication skills (written and verbal)
- Ability to manage multiple priorities in a dynamic environment
- Proficiency in Microsoft Office and HR information systems
Licenses and Certifications
- HR certification (SHRM or HRCI) preferred
- Valid driver’s license may be required for occasional travel
Job Type: Full-time
Pay: $70,000.00 - $75,000.00 per year
Benefits:
- 401(k) matching
- Dental insurance
- Health insurance
- Life insurance
- Paid time off
- Vision insurance
Work Location: In person
