Human Resources - Seattle, United States - ACLU of Washington

Description

Job Description

Job Description:

Human Resources & Equity DirectorPosition Open Until FilledFirst Review of Applicants Scheduled for May 10, 2024 Please note: We will not respond to recruiters or phone calls.

All interested candidates should apply through this portal.

The ACLU of Washington (ACLU-WA) advances liberty and justice in the courts, in the legislatures, in the streets, and at the ballot box.

Our work is rooted in belief in a future where everyone in Washington, particularly those who have been historically and systematically denied full enjoyment of their promised civil rights and liberties, are finally free to do so without barriers.

Defending and advancing these fundamental rights and core values relies on the contributions of exceptional staff. We are pleased to invite applications for a full-time Human Resources and Equity Director (HRED).

The HRED will drive the strategic vision for equity, diversity, inclusion and belonging (EDIB), and serve as the custodian of our human resources function in support of a staff of 50.

The HRED position is responsible for effective oversight of all facets of Human Resources (HR) management, overseeing a robust people and systems infrastructure that centers the ACLU-WA's commitment to EDIB and contemporary HR best practices (next practices) while ensuring the organization meets its regulatory obligations.

This position partners with others to ensure equitable and inclusive processes by refining the way we recruit, develop, train, compensate and retain staff.

In addition to HR management, this position will be responsible for developing, articulating, and implementing a vision and strategy for the organization's EDIB work.

This position will have the unique opportunity to build upon and implement programs and systems that bring the ACLU-WA's most important principles to life by working with every leader and department in the organization to ensure that all our teams, managers, leaders, and staff at all levels advance EDIB internally and externally.

The HRED position reports to the Deputy Director and is a member of the People Services Group.

People Services is the backbone of the organization, working to support our staff with the understanding that advancing racial justice starts internally through the vendors we select, the policies we create, and the culture we build.

DUTIES & RESPONSIBILITIESPEOPLE & CULTUREOrganizational Culture:

Model behaviors and provide counsel to peers and staff that reflect the organization's values, including a commitment to ACLU WA's race equity work, and addressing structural implications and the disproportionate impact of policies, activities, and decisions by identifying and implementing changes that can produce more equitable outcomes.

Ensure EDIB values consistently influence our people practices. Alongside other organizational leaders, work to build a culture of consistently inclusive and equitable management. Serve as a knowledgeable resource to senior organization leadership on management and the ongoing nurturance of our organizational culture.


Talent Acquisition and Retention:

Ensure open positions are filled by qualified candidates on a timely basis, and that the onboarding process enhances employees' entry into the organization and sets the tone for their employment experience.

Manage hiring processes to ensure accuracy, clarity, and legal compliance, and use exit interviews as a learning opportunity for the organization, by analyzing and communicating trends to management and using insights to evolve retention and people practices.

Staff Development:
Provide managers and staff with on-going guidance and training to enhance their effectiveness and enable career growth opportunities. Develop improvements to performance evaluation systems, new hire orientation, onboarding and offboarding, and wellness and training programs.


Employee Relations:
Help to develop an atmosphere where employees feel comfortable coming to Human Resources for counsel. Analyze employees' issues and recommend solutions. Support staff in resolving interpersonal conflicts with colleagues, including through mediation, and handling feedback appropriately.


COMPLIANCE, PROCESSES, AND REPORTINGReporting:
Assist in developing and analyzing metrics and reports (such as employee satisfaction surveys, turnover, and exit interviews) and make recommendations as appropriate

Processes and Policies:
Identify, recommend, and implement operational improvements to streamline HR processes and incorporate next practices in management, including updating employee policies and personnel handbook, as necessary

Benefits Administration:
Provide oversight of the annual open-enrollment cycle and billing. Identify and ensure the maximization of a cost-effective benefit program.


Legal Compliance:
Ensure the organization complies with all state and federal labor laws and that Human Resources policies and procedures are applied consistently throughout the organization; policies and practices are in place to ensure a safe work environment; and any changes are documented and communicated in a timely manner

LEADERSHIP, COLLABORATION AND PROGRAMSOrganizational Leadership:
Serve as a member of the senior leadership team of the ACLU-WA and lead efforts to establish a vision and strategy for the organization's work that is aligned with the ACLU-WA's overall strategic priorities and direction, its culture, mission, vision, and values

EDIB:

Draw from academic and professional literature, research, and next practices on EDIB to continuously advance the ACLU-WA's EDIB work.

In collaboration with others, sets the organization's comprehensive EDIB strategy, next practices and vision and develop all aspects of critical EDIB commitments and investments across every corner of the organization.

Lead the work of operationalizing the EDIB strategy and vision at ACLU-WA, including partnering closely with other senior leaders. Collect, monitor, and report on data regarding diversity, equity, inclusion goals as well as recruitment, hiring, and attrition trends.

Serve as an internal and external ambassador for EDIB principles and practices, which may include serving as a public spokesperson.

Represent the EDIB strategy in all-staff spaces, including but not limited to leadership roundtables, and all-staff meetings.


Collaboration & Guidance:

Partner closely with senior leadership of every department to develop a specific EDIB plan for their department including annual equity audits and coach and counselor senior leaders and managers on matters of EDIB.

Facilitate cross-departmental collaboration and forums through which staff members can have authentic conversations, strategize around EDIB issues, and share their thoughts, hopes and concerns with the organization.

Programs:

Develop, direct, and lead the ACLU-WA's internal Restorative Inclusion Practice, designed to build a culture of equity-centered conflict resolution at an organizational level.

Lead the ACLU-WA's EDIB training program by continually developing relevant content, conducting and coordinating learning spaces, and evaluating and debriefing sessions.

Lead internal community building spaces including but not limited to reflection and grief spaces, and heritage celebrations.


DIRECT REPORTS & TEAM MANAGEMENT:

Direct Report:
Manages HR ManagerLeads, supervises, trains, motivates, coaches, supports, and partners with direct report to ensure that performance standards, job goals and professional development objectives are met


Department:
Manages and supports Human Resources.

Creates a team in which all members take responsibility for team successes and understand their roles in achieving team goals.

Creates a trusting team culture that supports giving and receiving honest feedback, regularly assesses team performance, questions if we can do better, destigmatizes mistakes, and is open to new ideas and approaches.

Leads the team in continuously striving to make people support efforts increasingly anti-racist by consistently addressing structural implications and racially disproportionate impacts of policies, activities, and decisions by identifying and implementing changes that can produce more equitable outcomes.

Budget:
Manages the EDIB & HR budgets


OTHER:
Handle special projects and other duties as assigned. EXPERIENCE & QUALIFICATIONSBachelor's Degree required with focus in Human Resources or business-related field preferred.

Successful completion of HR certification, i.e., PHR, SPHR, SHRM-CP or SHRM-SCP.7+ years relevant HR experience, including demonstrated expertise in policy and benefits administration, strong knowledge HR best practices, employee relations, coaching, staffing and recruitment, compensation/salary administration, training, performance management, leadership/management development, compensation/salary administration and performance management.

2+ year of HR department leadership.5+ years of leadership experience strategizing and advancing diversity, equity, inclusion and belonging practices within an organization, identifying, and addressing racial and/or ethnic disparities/barriers through use of an equity lens, disaggregated data, or other approaches.3+ years of people management, including hiring, training, supervising, measuring performance, and supporting professional development.

Demonstrated and proven leadership experience operating successfully in an organization with a federated structure and coalition partners in diverse communities a plus.

Familiarity with employment laws, particularly for Washington state.
Demonstrated ability to analyze and effectively communicate significant amounts of information across the organization. Exceptional oral and written communication, critical thinking and problem-solving skills are essential.

Experience working with a trauma informed lens and ability to negotiate conflict and maintain constructive working relationships with people at all levels within and outside of the organization.

Track record of success maintaining private and sensitive information, demonstrated by experience exercising excellent judgment, discretion and upholding the highest level of confidentiality.

Strong attention to detail and excellent organizational skills with the ability to create systems and juggle multiple priorities and projects.

Demonstrated ability to identify potential issues, research new areas, develop new expertise and tap internal and external resources to identify solutions across an array of issues.

Demonstrated track record of success in leading and driving organizational change and results, building, and managing teams of people, facilitating strategic decision making, developing and managing complex projects, and managing vendor relationships and budgets.

An experienced strategist who is adept at planning, prioritizing, organizing, and following through. Ability to use benchmarking and metrics to drive organizational change and accountability.
Working knowledge and experience with HRIS systems and tracking Human Resources metrics.
Openness to a multi-faceted range of viewpoints; ability to engage with tough questions in a thoughtful and respectful manner. Ability to take risks, see opportunities and pivot when called for by circumstances. Ability to manage internal and external as they arise. Highest ethical standards and unimpeachable integrity.

Dedication to and understanding of the ACLU-WA's complex and multi-faceted civil liberties mission, including its nonpartisan nature, vision, and values.

FUTURE ACLU'ERS WILLBe committed to advancing the mission, vision and values of the ACLUCenter and embed the principles of equity, inclusion and belonging in their work by demonstrating commitment to diversity with an approach that respects and values multiple perspectivesBe committed to work collaboratively and respectfully toward resolving obstacles and conflictsLOCATION:
Seattle, Washington


CLASSIFICATION:
This job description provides a general but not comprehensive list of the essential responsibilities and qualifications required. The ACLU-WA reserves the right to change the content of this posting at any time without advance notice.

This position is "exempt" under the Fair Labor Standards Act and approved up to one (1) fulltime equivalent (FTE) with a part-time minimum of .75 FTE at the successful candidate's election.

WORKING CONDITIONS:

The position requires maintaining some physical file records and word processing and is expected to observe an in-person hybrid workstyle.

This position is required to work in the office a minimum of two (2) days per week.


MENTAL DEMAND:
Decision-making, high emotional intelligence, giving and receiving feedback and building trusting relationships. The nature of this work can be emotionally demanding and requires thoughtful and clear communication and resilience.


WORK ENVIRONMENT:

The ACLU-WA observes a hybrid workstyle, with some staff working primarily remotely while others work in the office several days a week.

Our office is generally open between the hours of 9 a.m. and 5 p.m. and is located in downtown Seattle.

The physical demands and work environment described below represent those required and encountered by an employee to perform the essential functions of this job.

Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions.
Able to input information into a computer for long periods of time. Able to assess information communicated through a computer.
Able to work some evenings, weekends, and holidays.
Able to periodically work long and extended hours.
Able to travel locally/regionally/across the state as needed.


TOTAL COMPENSATION:

The ACLU-WA seeks to provide equitable and competitive compensation for attracting and retaining staff with the skill, judgment, and perseverance to confront challenges to civil rights and civil liberties and build a state where all people live with dignity and equity, enjoying freedoms unimpeded by racial and economic injustice and other forms of oppression.

We provide a mix of compensation for staff that is intended to address today's needs and allow planning for tomorrow and into retirement.

As such, the ACLU-WA has adopted a salary scale for measuring how to best compensate its employees.

The salary for this position is $164,201 to $196,670 for 1 FTE or $123,151 to $147,503 for a .75 FTE.

A range indicates the intention to accommodate those with varying years of relevant experience, as determined by the salary scale.

BENEFITS:

Generous benefits include three weeks of vacation, thirteen sick days with an additional ten days given in 2024, fifteen holidays, employer-paid professional development, fully paid employee medical, dental, vision, and disability insurance, an employer contributed retirement plan, student loan reimbursement, family care and adoption assistance, life insurance, and an ORCA card, the regional transportation pass.

ACLU-WA provides laptops, home office supplies, certa