Senior Director of Human Resources

ABOUT COLOR OF CHANGE

Color Of Change is the nation's largest online racial justice organization. We help people respond effectively to injustice in the world around us. As a national online force driven by millions of members, we campaign on issues of criminal justice, economic justice, voter freedom, big tech, and culture change and work to move decision-makers in corporations and governments to create a more human and less hostile world for Black people in America. Visit www.colorofchange.org to learn more.

POSITION SUMMARY

The Senior Director of Human Resources will be an integral and strategic leader, driving, implementing, and organizing COC’s human resource systems. The Senior Director of Human Resources will report to the Chief Operating Officer to ensure the integrity of the core components of the COC Human Resource functions, which include Talent Acquisition, Employee and Union Relations, Compensation and Benefits, Training and Development, Policy Development and Compliance, HR Information Systems, Employee Culture/Engagement and Well-being, Performance Management and Change Management.

The Senior Director of Human Resources must be a strong communicator with the ability to maintain a positive outlook even during challenging situations with experience working in a fast-moving, entrepreneurial campaign environment and can react to changing variables. The Senior Director of Human Resources understands how to develop, update, and roll out HR policies, and create systems with good controls and flexibility within a unionized, multi-entity organization.

POSITION DESCRIPTION

The Senior Director of Human Resources is charged with developing and executing the vision for human resources at Color Of Change. They will build human resource systems and operations that are reliable, effective, efficient, accessible, and transparent.

This leader is passionate about organizational structures and human interactions while creating and overseeing proactive systems to streamline workflow in a rapid-response environment. They must also have demonstrated experience working within a social and/or racial justice environment.

They will be responsible for all day-to-day human resource activities and manage employees within the Human Resources team. The Senior Director of Human Resources is a trainer comfortable with engaging in high-level counseling of managers aimed at enhancing the work experience for all employees.

The Senior Director of Human Resources is responsible for effectively building strategy, planning, designing, developing, and evaluating human resource programs, services, and policies to support organizational strategic goals.

CORE RESPONSIBILITIES:

Develop and oversee internal systems and operations to ensure Human Resource strategies, activities, and logistics run efficiently and effectively for the team.

Leadership, Employee Relations and Culture

• Ensure that COC maintains full HR compliance and communicates urgent compliance issues to COC’s leadership team.
• Collaborate with senior leadership to understand the organization's goals and strategy related to human resources management.
• Effectively plan, design, develop, implement, and evaluate human resources and compliance programs, services, and policies and procedures to support organizational strategic goals.
• Provide training, advice, and counsel to senior and mid-level managers related to employee relations matters.
• Develop and maintain an effective and efficient system for addressing employee relations.
• Manage and resolve employee relations issues and handle all aspects of resolution, including performance issues and compliance with all relevant legal and union requirements.
• Partner with the general counsel in investigating and resolving employee concerns and/or complaints including bringing best practices in investigation, documentation, and ensuring equity in resolution.
• Partner with the COO and senior management to enhance overall organizational culture.
• Build a robust human resources engagement strategy that supports a healthy culture including strong relationships with staff and senior leadership.

Labor Relations

• Co-lead the collective bargaining agreement negotiations in partnership with the COO and management bargaining committee.
• Lead the implementation of the Union contract including ensuring that COC policies and procedures are aligned with the contract and managers are properly trained on how to engage with Union staff members.
• In partnership with the COO, act as a liaison between COC and the Union representative.

Compensation and Benefits

• Lead the design of COC's compensation philosophy and benefits program in a way that supports the organization’s ability to be sustainable while attracting, retaining, and motivating employees.
• Oversee the management and administration of the organization’s compensation, and benefits programs, to ensure equitable and transparent compensation practices.

Policies and Procedures

• Supervise COC’s compliance with federal, state, and local employment laws and regulations, and recommend best practices; review and modify policies and practices to maintain compliance.
• Develop and maintain a system for updating existing organizational policies and procedures related to human resources and develop and draft new policies and procedures, as needed.
• Develop and maintain a clear communications strategy that ensures human resource policies are clear and accessible at all times.
• Maintain in-depth knowledge of legal and compliance requirements related to the day-to-day management of employees, reducing legal risk, and ensuring regulatory compliance.
• Work with the HR Director, Leadership Development to plan and provide training on human resources policies, general workplace practices, and management practices.

Performance Management

• Oversee the performance management process, to ensure the organization is meeting annual review timelines and that there is consistency and equity in ratings criteria throughout the organization.
• Support the HR Director, Leadership Development in providing training and guidance to supervisors in effectively using the performance review system to provide meaningful feedback to staff.
• Provide supervisors guidance on coaching, mentoring, and managing performance matters with their staff.
• In collaboration with HR Director, Leadership Development, develop and implement a management philosophy and curriculum for COC managers.
• Facilitate professional development, training, and certification activities for HR staff.
• Support a learning culture that engenders knowledge sharing, feedback, and continuous growth.
• Lead and implement initiatives on best practices in organizational management, performance management, and leadership development.

General Human Resources

• Participate in the annual budget process and help ensure the HR department’s compliance with the budget.
• Oversee recruitment, onboarding, employee retention, and offboarding
• Oversee the HR department’s use of the HRIS and ensure proper retention of employee records.
• Oversee payroll functions.
• Maintain knowledge of industry trends and employment regulations.
• Monitor and ensure the organization's compliance with federal, state, and local employment laws and regulations and recommend best practices; review and modify policies and practices to maintain compliance.
• Maintains knowledge of trends, best practices, regulatory changes, and new technologies in human resources and employment law; applies this knowledge to communicate changes in policy, practice, and resources to upper management.
• Manage external consultant and vendor relationships
• Regularly evaluate the functioning of the HR department and recommend improvements as needed.
• Be able to customarily and regularly exercise discretion and independent judgment in performing your job duties, and be comfortable in working under general supervision.
• Other duties as assigned.

QUALIFICATIONS:

• Previous experience as Director of Human Resources or equivalent senior-level position with at least 8 years of senior-level experience at an organization with a budget of at least $20M including prior experience managing full-time employees.
• Direct experience in racial/social justice, organizing, and/or campaign organizations.
• Direct experience with collective bargaining, including the understanding of the union organization process, contract negotiations, grievance handling up through the arbitration level, and labor and employment law, including the National Labor Relations and Taft-Hartley Acts, required.
• Direct experience developing and implementing labor relations strategies that align with cost and organizational objectives.
• Experience leading the development of collaborative, cross-functional teams; proven ability to coach and inspire the leadership capacity of team members.
• Direct experience with HRIS software and Professional Employer Organizations, is required.
• Highly developed communication and interpersonal skills; demonstrate initiative in problem-solving, and proven attention to detail are required.
• Strong training and experience in facilitation are preferred.
• Experience leading an organization through a long-term planning process and/or transformation process is a plus.
• Experience in building trust and practicing discretion with any and all human resource matters required.
• Strong professional ethics and sensitivity in dealing with confidential personnel issues are essential.
• Kindness and strengths-based leadership: someone who sees value in every person and communicates respect and encouragement to people at all levels; a passionate investment in the well-being and success of our staff.
• Strong computer skills, especially with Microsoft Suite and Google Suite, are required.
• Experience maintaining employment and labor laws compliance within an organization that engages in rapid response moments.
• Dedication and ability to work flexible hours and travel (up to 10%).
• Be able to customarily and regularly exercise discretion and independent judgment in performing your job duties, and be comfortable in working under general supervision.

MORE INFORMATION

Location: New York, NY or Washington, D.C.

FLSA Status: Exempt

Employees Report to this Position: Yes

Job Classification: Non-Bargaining Unit

Reporting Structure: This role reports to the Chief Operating Officer

COMPENSATION

The salary range for the Senior Director of Human Resources position is $132,400 - $139,000 per year. This is a full-time, exempt position. Color Of Change also offers a competitive benefits package.

HOW TO APPLY

Interested applicants should click the "Apply for this position" link and submit a resume and COC-specific cover letter. Applications will be received on a rolling basis.

WORKING ENVIRONMENT

Working at Color Of Change (COC), you should be prepared to work remotely and/or in the assigned office location when hired. This position requires working core hours, Monday - Friday, on a laptop for most of the work day and additional time as required by job duties. We are not offering U.S. visa sponsorship for this role.

Color Of Change is an equal opportunity employer. Color Of Change prohibits unlawful discrimination against any employee or applicant for employment based on race, color, religion, sex, gender identity, age, national origin, genetic characteristics, disability, status as a special disabled veteran or veteran, marital status, sexual orientation, sexual identity or any other basis prohibited by law.