Nonprofit HR Director

Key Details

• 3 Month Contract to hire
• Hybrid in Dallas (3 days onsite/ 2 days remote)
• Max salary of $114K

Our Dallas based non‑profit client is in search of an HR Director. This role is responsible for developing and executing human resource strategy in support of the overall business plan and strategic direction of the organization, specifically in the areas of succession planning, talent management, organizational and performance management, training and development, and compensation. The Director provides strategic leadership by articulating HR needs and plans to the executive management team and the board of directors.

• Plans, develops, organizes, implements, directs and evaluates the organization’s human resource function and performance.
• Recruiting
• Paycom
• Payroll
• Compensation
• Training
• Performance Management
• Participates in the development of the organization’s plans and programs as a strategic partner, but particularly from the perspective of the impact on people.
• Strategic Planning elements – training, performance management, employee development, etc.
• Translates the strategic and tactical business plans into HR strategic and operational plans.
• Evaluates and advises on the impact of long‑range planning of new programs/strategies and regulatory action as those items affect the attraction, motivation, development and retention of the people resources of the organization.
• Constant review of policies, procedures, operations
• Establish mentor program eventually
• Develops/Leads staffing strategies and implementation plans and programs to identify talent within and outside the organization for positions of responsibility.
• Identification of new recruitment methods and strategies
• Develops/Leads progressive and proactive compensation and benefits programs to provide motivation, incentives and rewards for effective performance.
• Develops/Leads programs to allow the organization to embrace applicants and employees of all backgrounds and to permit the full development and performance of all employees. (Team)
• Develops human resource planning models to identify competency, knowledge and talent gaps and develop specific programs to fill the identified gaps. Areas of activity will include talent management through proper 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 and understanding of the business of the company.
• Evaluation of teams
• Change management and succession planning
• Exit interviews
• Hiring strategies and methods
• Leave administration – FML/STD/unpaid
• Establishes credibility throughout the organization to be a trusted, effective listener and problem solver of people issues.
• Develops appropriate policies and programs for effective management of the people resources of the organization. Included in this area would be programs for employee relations, affirmative action, sexual harassment, employee complaints, external education and career development, among others.
• Enhances and/or develops, implements and enforces HR policies and procedures of the organization by way of systems that will improve the overall operation and effectiveness of the organization. In particular, manages the human resource information systems database and provides necessary reports for critical analyses of the HR function and the people resources of the organization.
• Maintains knowledge of applicable HR policies, programs, laws and issues. Understands the differences of domestic and international policies and programs and coordinates the integration of all such programs.
• Provides technical advice and knowledge to others within the human resource discipline.
• Manages the budget and other financial measures of the HR department.
• Continues improving the programs, policies, practices and processes associated with meeting the strategic and operational people issues of the organization.
• Evaluates the HR division structure and team plan for continual improvement of the efficiency and effectiveness of the team as well as for providing individuals with…