Nonprofit HR on behalf of The Walters Art Museum is conducting a search for the Director of Human Resources who will serve as a key advisor to the Senior Leadership Team in creating a perpetually dynamic organization by leading strategic workforce design and improving organizational structure.

The Walters Art Museum has completed and launched an ambitious strategic plan which will expand the organization’s ability to recruit, hire, train and engage the “best in field” by focusing on hiring and performance management, professional development, and employee relations. S/he will have a solid knowledge base to drive human resources best practices in a range of areas including performance, benefits, compensation, and labor/employment compliance.

Bringing passion to the role, s/he will be a strong coach, facilitator, and problem solver. As a diplomatic change agent with expertise in understanding organizational dynamics, s/he will create the right structures and processes to attain goals and address the challenges inherent in a high functioning and diverse staff.

As a close advisor to the Senior Management Team and a member of the HR Committee of the Board of Trustees, s/he will help build and refine the museum’s workforce, using skills and expertise in core human resource functions with a deep commitment to our mission.

Reporting directly to the Chief Operating Officer and working closely with all museum departments, s/he will manage, coach, and mentor a human resources team, empowering this team to be highly effective in their respective areas of responsibility.

Role and Responsibilities

Employee Engagement

• Establish and lead a professional process leading to the recruitment and hiring of an experienced, knowledgeable, diverse and engaged workforce.
• Identify, recommend, and implement employee relations practices necessary to establish a positive employer-employee relationship and promote a high level of employee morale and motivation. Conduct periodic surveys to measure employee satisfaction and employee engagement.
• Manage employee communication and feedback through such avenues as staff meetings, suggestion programs, employee satisfaction surveys, newsletters, employee focus groups, one-on-one meetings and intranet communication.

Organizational Development

• Design, direct, and manage a museum-wide process of organization development that addresses issues such as succession planning, superior workforce development, key employee retention, organization design, and change management.
• Manage a process of organizational planning that evaluates organizational structure, job design, and personnel forecasting throughout the museum. Evaluate plans and changes to plans making recommendations for improvement to senior leadership.

Performance Management and Training

• Develop, implement and monitor a performance management program to include job descriptions, goal-setting, and evaluation, to ensure a fair and equitable measurement of the strengths and weaknesses of the museum’s workforce.
• Coach and train managers in their communication, feedback, recognition, and interaction responsibilities with the employees who report to them.
• Through the performance management program, evaluate and recommend staffing adjustments including, but not limited to, salary adjustments, promotions, restructuring, and performance improvement plans to support the efforts of management and the strategic goals of the museum.
• Establish an in-house training initiative that addresses museum training needs including needs assessments, customer service, diversity and inclusion, new employee on-boarding and orientation, and management development.
• Maintain employee training records.
• Conduct investigations when employee complaints or concerns are brought forth.
• Monitor and advise managers in the progressive discipline system of the organization.
• Monitor the implementation of a performance improvement process with under-performing employees.
• Review, guide, recommend, and support decisions regarding employee terminations.

Employee Performance, Metrics, and Measures

• Develop and implement processes and metrics that lead to the success of the organization’s strategic goals.
• Conduct a continuous study of all personnel policies, programs, and practices to keep management informed of new developments.
• Establish the museum’s wage and salary structure, pay policies, and oversee the variable pay activities within the organization including bonuses and raises.
• Lead competitive market research to establish pay practices and pay bands that help to recruit and retain superior staff.
• Monitor best practices in compensation and benefits through research of up-to-date approaches.

Employee Compensation & Benefits

• Analyze, classify, and recommend compensation for all employees to achieve an equitable and comparable pay structure within museum professional standards.
• Build a robust wellness initiative and cultivate staff buy-in to the program.
• Liaise with the Baltimore City Human Resources division on the retirement and benefits programs and have oversight on communication of all benefits to staff.
• Work collaboratively with the museum’s Director of Finance to ensure payroll and benefits related activity is consistent and in sync.
• Evaluate and recommend improvements to the current benefit program (beyond the Baltimore City provided benefits), especially new benefits aimed at employee satisfaction and retention.
• In cooperation with the Director of Finance, research cost effective, employee-centric benefits.

Human Resources Policy, Procedures & Compliance

• In combination with the Senior Leadership Team and Management Team, develop and administer programs, procedures, and guidelines to help align the workforce with the strategic goals of the museum.
• Lead organization-wide compliance with all existing governmental and legal reporting requirements including, but not limited to, Equal Employment Opportunity, Americans With Disabilities Act, Family and Medical Leave Act, Employee Retirement Income Security Act, the Department of Labor, worker compensation, the Occupational Safety and Health Administration.
• Direct the preparation of information requested or required for compliance with laws.
• Approve all information submitted. Serve as the primary contact with the museum’s employment law attorney and outside government agencies.

Departmental Responsibilities

• Supervise human resources staff to ensure the department effectively supports employees and personnel related activity of the museum.
• Prepare, administer, and monitor the annual operating budget for the Human Resources Department to achieve goals while maintaining expenses within budget
• Analyze and interface with the Finance Department in preparing personnel/payroll budget for the annual operating budget by verifying and providing current and accurate data on each employee.
• Lead the development of department goals and objectives.
• Provide leadership for strategic planning.

Job Requirements

• Knowledge and experience in employment law, compensation, organizational planning, recruitment, organization development, employee relations, safety, employee engagement, and employee development.
• Outstanding interpersonal relationship building and employee coaching skills.
• Demonstrated ability to lead and develop human resources department staff members.
• Demonstrated ability to serve as a knowledgeable resource to the senior leadership team that provides overall museum leadership and direction.
• Ability to coach managers at a high level of confidentiality.
• Better than average written and spoken communication skills.
• Excellent computer skills in a Microsoft Windows environment. Must include knowledge of Excel and skills in Human Resources Information Systems.
• General knowledge of various employment laws and practices and experience working with a corporate employment law attorney.
• Experience in the administration of benefits and compensation programs and other Human Resources recognition and engagement programs and processes.
• Excellent organizational management skills.

Education & Experience Required

• Minimum of a Bachelor’s degree or equivalent in Human Resources, Business, or Organization Development.
• A minimum of seven years of progressive leadership experience in Human Resources positions.
• Specialized training in employment law, compensation, organizational planning, organization development, employee relations, safety, and training, preferred.
• Active affiliation with appropriate Human Resources networks and organizations, preferred.

For consideration, please send your resume and cover letter to: Yvonne Rivera, Director, Talent Acquisition, [email protected].