Associate Director of Human Resources
Job Description
Full job description
POSITION DESCRIPTION: ASSOCIATE DIRECTOR OF HUMAN RESOURCES
The Associate Director of Human Resources is responsible for executing HR strategies that align with our mission and values while promoting a vibrant organizational culture and sustainable practices. This position supervises the Human Resources Manager and plays a critical role in ensuring that our workforce thrives, our culture is inclusive and inspiring, and our operations are environmentally responsible.
The Associate Director of Human Resources is a remote (within a five-hour drive from the South Rim), benefit-eligible, full-time, exempt position that reports to the Chief of Staff.
PRIMARY RESPONSIBILITIES
Duties vary with the workload and could include, but are not limited to, the tasks listed below. • HR Strategy: Implement comprehensive HR strategies that support the organization's long-term goals and ensure alignment with our mission and values.
Duties vary with the workload and could include, but are not limited to, the tasks listed below. • HR Strategy: Implement comprehensive HR strategies that support the organization's long-term goals and ensure alignment with our mission and values.
- Diversity, Equity, and Inclusion: Drive DEI initiatives to create a diverse, equitable, and inclusive workplace where all employees feel valued and respected.
- Organizational Sustainability: Champion sustainability initiatives by developing and implementing eco-friendly policies, practices, and programs that promote environmental responsibility across the organization.
- Talent Acquisition and Retention: Collaborate with senior leadership to develop a recruitment and retention strategy that reflects the organization's goals. Ensure GCC's compensation plan is competitive and helps attract and retain high-performing staff
- Employee Onboarding: Develop a consistent onboarding process that sets the foundation for a positive employee experience and helps employees understand how their role impacts the organization's mission and goals.
- Team Supervision and Development: assign accountabilities, determine goals and priorities, conduct annual performance evaluations, and set a tone of continuous development and improvement.
- Leadership Development: Design and oversee leadership development programs that empower current and emerging leaders to excel in their roles.
- Culture Enhancement: Foster a positive and inclusive organizational culture by designing and implementing initiatives that promote employee engagement, teamwork, and a sense of belonging.
- Performance Management: Develop and oversee effective performance management systems that foster a culture of continuous improvement. Develop KPIs to assess individual and team performance.
- Employee Relations: Collaborate with managers to develop performance improvement plans for employees who are not meeting expectations
- Succession Planning: Develop a comprehensive succession planning strategy to ensure a smooth transition at the highest levels of the organization, build a strong leadership pipeline, and support the organization's long-term growth and sustainability.
- Benefits Administration: Develop a comprehensive benefits strategy that aligns with the organization's overall goals and supports employee retention, well-being, and satisfaction. Select benefit vendors, negotiate contracts, and ensure cost-effective and competitive benefits packages. Ensure that benefits administration practices comply with federal and state regulations. Manage and collaborate with benefit providers and provide accurate and timely enrollment and changes. Oversee the annual open enrollment process.
- Legal Compliance: Maintain knowledge of trends, best practices, regulatory changes, and new technologies in human resources, ensuring HR practices and policies remain compliant with employment law and mitigate risks. Communicate policy, practice, and resource changes to senior leadership.
- HR Analytics and Reporting: Identify KPIs that provide insights into workforce trends, engagement levels, turnover rates, and other relevant metrics. Utilize HR analytics to track and measure the effectiveness of employee retention and development programs. Create comprehensive reports and dashboards that showcase HR metrics and insights for senior management and board presentations to ensure data-informed decisions aligned with the strategic direction.
- Budget Management: Prepare the HR budget by gathering data and negotiating vendor contracts to ensure cost-effectiveness. Manage the HR budget and communicate budget guidelines to HR staff.
WORKING CONDITIONS
This position is primarily sedentary office work requiring long periods at a desk performing repetitive tasks such as typing and data entry.
GCC CORE VALUES
GCC has identified four core values representing how we interact with our employees, partners, visitors, supporters, and followers. Our values include:
- Integrity: We are honest, respectful, inclusive, caring, and accountable for our actions. We operate at a high level of excellence, utilizing our resources to their best and fullest potential.
- Education: We are a dynamic learning organization uniquely positioned to cultivate the “awe” of Grand Canyon.
- Service: We embrace our role as a valued partner of the National Park Service at Grand Canyon National Park and will provide the highest level of excellence in every interaction with employees, partners, visitors, supporters, and donors.
- Connection: We foster a sense of wonder and adventure for the Grand Canyon.
MINIMUM QUALIFICATIONS
- Bachelor’s degree in Human Resources, Business Administration, Psychology, or related field; Master’s preferred
- Minimum of seven years of progressive Human Resources leadership experience, preferably in a nonprofit or mission-driven environment
- Current PHR, SHRM-PHR, or SHRM-CP certification
- Or any combination of education, certification, and experience
- Advanced knowledge of Microsoft Software and HRIS systems
PREFERRED QUALIFICATIONS, SKILLS, AND CHARACTERISTICS
- In-depth knowledge of human resources practices and policies and applicable state and federal laws
- Excellent strategic thinking, problem-solving, and decision-making skills.
- Strong understanding of organizational sustainability, diversity, and inclusion principles and proven experience leading cultural and sustainability initiatives.
- Exceptional communication and interpersonal abilities, with the capacity to influence and engage diverse stakeholders.
- Proficiency in HRIS systems, analytics tools, and Microsoft Office suite.
- Proficiency in conflict resolution, problem-solving, and negotiation, and the capacity to drive innovative solutions to HR challenges.
- Knowledge of talent management, performance management, and employee development strategies.
- Demonstrated ability to work collaboratively and build positive relationships across an organization
- Proven ability to handle sensitive information with strict confidentiality and maintain a high degree of professionalism and discretion
- A deep interest in the mission of GCC and an understanding of the organizational structure
- Ability to model GCC’s Core Values
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