Director of Human Resources - Washington, United States - Capital Area Food Bank

Capital Area Food Bank

Verified Company

Washington, United States

2 weeks ago

Posted by:

Mark Lane

beBee recruiter

Description

About the Organization:

It is an exciting time at the Capital Area Food Bank (CAFB) as we continue to undertake our mission of providing good, nutritious food today and food to enable brighter futures.

On an annual basis CAFB distributes about 40 million meals worth of food through a network of hundreds of partners across the DMV.

We know that creating long term solutions to food security requires more than meals. It requires education, training, and collaboration across the public, private and social service ecosystems.

We are seeking people with strong ideas and a passion to come together to address the complex interrelated issues of food security, poverty, and equity.

We are expanding in multiple ways:

providing food for today and addressing the root causes of hunger by partnering with organizations that provide critical services like job training programs, health care and education.

Food has the power to transform lives and move everyone forward. Find out how on our website at Let us discuss how food is at the center of everyone's healthy life

Description:

CAFB seeks a strategic and consultative Human Resources Director to ensure that CAFB's policies, procedures, and programs support the organization's mission, vision, and culture and align with CAFB's strategic goals.

Reporting to and working closely with the Chief Human Resources Officer, the Human Resources Director will manage day-to-day human resources workstreams, build a strong talent acquisition function, design and execute CAFB's benefits and wellness programs, and lead critical cross-functional projects, with an emphasis on HR technology and performance management.

The successful Human Resources Director will help lead a collaborative and high-performing team, provide exceptional customer service, bring laser focus to process improvement, and advocate for human resource and talent-related systems and policies that support the CAFB's strategic goals, all through a lens of diversity, equity and inclusion.

Essential Functions:

Talent Acquisition & Total Reward Strategy - 30%

Develops and implements a strong talent acquisition strategy, including recruiting, college partnerships, outreach and pipeline building, and onboarding, to ensure the CAFB is seen as a talent destination in our labor market.
Develops and implements talent acquisition support strategies and practices to support hiring managers at the CAFB, including structured interview guides, standardized interview training, and intake meetings. Ensures hiring managers are supported throughout the process.
Manage administration and communication of total rewards programs, including open enrollment, employee education, and benefits guidebooks, develop and maintain vendor relationships, and manage federal and state compliance requirements

Supervisory Responsibilities 40%

Directly supervises an HR Generalist and the Head of Talent Management and carries out supervisory responsibilities in accordance with the organization's policies and applicable laws and sets expectations and monitors performance on an ongoing basis and through formal yearend reviews.
Identifies professional development resources to support team and individual growth.
Supports staff in effectively managing their workloads by planning and prioritizing work activities and helps with tasks whenever support is needed.
Encourages staff to be their own advocates, helping to guide their professional path.
Ensures team is actively collaborating within team and across the organization.

Project Management - 30%

Manages and oversees a variety of projects throughout the year, ensuring crossfunctional representation where applicable, with a strong focus on collaboration, change management, and effective communication.
Oversees the performance management process, ensuring timelines and completion dates are met, generates reports for the Executive Leadership Team, and swiftly resolves any issues.
Collaborates with the CHRO to revamp the performance management process for the coming year, including competency development, evaluation criteria, connectivity with learning and development, and training.
Serves as HR lead on HR technology projects, including HRIS/PEO review, applicant tracking system implementation, performance management software, and integrations.
Serves as main liaison to external vendor partners for benefits administration, benefits renewal and open enrollment.

Requirements:

57 years talent acquisition, total rewards and general human resources experience, with 3 years management experience required.
Experience with various HRIS systems is strongly preferred.
Demonstrated project management experience is preferred.

Other Skills, Abilities:

Highest ethical standards and strong focus on diversity, equity and inclusion.
Ability to build effective working relationships with a broad range of styles at all levels in th