Nonprofit HR was retained by the National Association of Social Workers (NASW), the largest membership organization of professional social workers in the world, with more than 120,000 members to conduct the search for the Director of Human Resources. NASW works to enhance the professional growth and development of its members, to create and maintain professional standards, and to advance sound social policies.
The Director of Human Resources is responsible for overseeing the Human Resources (HR) functions for the Association, including the national office and chapters. As such, is responsible for formulating the Human Resource strategies of the Association and ensuring successful implementation. Directs the daily operation of the Office of Human Resources, including the areas of compensation and benefits, performance management, labor and employee relations, recruitment and retention and diversity planning, organizational development and training, and personnel systems/records management. This position plays a key role in managing labor relations for NASW. Is responsible for representing the Association in meetings with and correspondence to the union staff members’ collective bargaining agent. Develops, plans, and formulates policies relevant to labor management negotiations including contract proposals, recommendations for economic and non-economic items, and implementing procedures. Represents management in contract negotiations and at appropriate step(s) in grievance procedures as referenced in the current agreement with the collective bargaining unit.
ESSENTIAL EXPERIENCE, SKILLS AND COMPETENCIES
EDUCATION, SKILLS AND EXPERIENCE
- Bachelor’s degree required; Master’s degree in Human Resources highly preferred. Additional HR certifications highly desired.
- A minimum of 10 years prior related work experience required. Experience in a non-profit setting preferred. Experience at an association or non-profit with a multi-state chapter structure highly preferred.
- Comprehensive knowledge of Human Resources required, with in-depth experience in the following disciplines: 1) Compensation and Benefits; 2) Employee Relations and Performance Management; 3) Recruitment and Retention; 4) Organizational Development and Training; and 5) Personnel Records/Human Resource Information Systems.
- Solid experience managing in a union environment required, including leading or participating in a key role in negotiations with union representatives and officials.
- In-depth knowledge of personnel policies and practices, as well as applicable governmental laws and regulations.
- Demonstrated strong analytical and administrative skills, including budget preparation and operational monitoring of contracts and services.
- Excellent verbal and written communications skills; must be highly skilled at executive-level communications.
- Demonstrated strong interpersonal skills, including experience driving and managing successful strategic organizational change initiatives.
- Experience developing and implementing performance management systems highly desired.
- Experience developing and delivering training programs (including e-learning initiatives and web-based training, team-building methodologies, etc.) highly desired.
- Ability to effectively manage conflict, to skillfully and effectively coach all levels of employees, and to effectively negotiate on an individual or a group basis.
- Strong project management skills; must be able to design, implement, and direct multiple projects, setting deadlines, and ensuring timely execution and accountability.
- Excellent problem solving skills with solid judgment required for complex or sensitive communications or subject matter.
- Demonstrated ability to take ownership for issues and follow through to resolution.
Results driven: Sees the big picture, develops and monitors key performance metrics, and takes appropriate risks so as to produce the desired results. Is not content with simply maintaining the status quo.
Strong business acumen: Sees opportunities and emerging trends, and is knowledgeable about the operations, unique needs, and goals specific to member-driven, not-for-profit organizations. Sets priorities wisely and knows how to make tough resource allocation decisions, always finding a way to forward strategic initiatives. Knows how to translate strategy into action and enjoys solving tactical and process problems to meet strategic goals. Has strong common sense and good business judgment.
Firm, fair and inclusive leadership style: Is able to work with a wide range of staff, colleagues, and members, employing a firm, fair, and flexible leadership style that both complements the efforts and supports the needs of others.
Partnership: Able to build trust internally and externally and must be viewed as highly professional, discreet, and accountable.
Organizational agility:Has a thoughtful, respectful communication style that fosters an open environment, enabling thought-provoking discussions and collaborative decision making; able to effectively manage conflict and change in the organization.
Perceptive: Is creative and intuitively recognizes opportunities and takes appropriate action.
For immediate consideration, please send cover letter and resume to the attention of Yvonne Rivera, Director, Talent Acquisition, Nonprofit HR, via email: email@example.com.