Director of Human Resources

GENERAL JOB INFORMATIONTitle:Director of Human Resources Reports To (Title):Chief Executive OfficerJob Type:DirectorDepartment:Central Support ServicesFLSA Classification:Salaried, ExemptSalary Range$95,000.00 to $115,000.00Date Last Reviewed:July 8, 2025JOB SUMMARY

The Director of Human Resources originates and leads human resources practices and objectives that will provide an employee-oriented, high-performance culture, emphasizing quality, productivity, goal attainment and the recruitment, retention, and ongoing development of a superior workforce. Reporting to the Chief Executive Officer, this position is responsible for management and activities related to both strategic and administrative human resource duties for Trident United Way.

The Director of Human Resources is a self-directed and innovative individual who manages core responsibilities in the following functional areas: benefits and compensation administration, employee relations and engagement, recruitment/onboarding, performance management and culture along with policy implementation, training/development, and employment law compliance.

The Director of Human Resources performs operations with an eye for detail and efficiency. As a strong problem-solver and implementer, the Director will lead the overall talent management strategy with the goal of attracting, developing, and retaining the staff required to achieve our bold goal. Providing strategic direction and support around the effective design and delivery of processes including recruiting, onboarding, compensation, benefits, payroll, performance management, learning and development, workforce planning, employee engagement/recognition organizational culture and communications, compliance/recordkeeping, and human resource metrics are essential. Direct reports of the Director of Human Resources are the payroll coordinator and an office manager for our team of approximately 50 employees.

ESSENTIAL FUNCTIONS

JOB COMPETENCIES:

• Optimizes work processes: Identifies and creates the processes necessary to get work done.
• Volunteer engagement: Supports the work of, and is a partner to, the newly formed HR & Governance Committee, in partnership with the CFO and CEO.
• Manages complexity: Asks the right questions to accurately analyze situations. Acquires data from multiple and diverse sources when solving problems. Uncovers root causes to difficult problems. Evaluates pros and cons, risks, and benefits of various solution options.
• Drives results: Has a strong bottom-line orientation. Persists in accomplishing objectives despite obstacles and setbacks. Has a track record of exceeding goals successfully. Pushes self and helps others achieve results.
• Cultivates innovation: Develops useful ideas that are new, better, or unique. Introduces new ways of looking at problems. Can take a creative idea and put it into practice. Encourages diverse thinking to promote and nurture innovation.
• Decision-making: Makes sound decisions, even in the absence of complete information. Relies on a mixture of analysis, wisdom, experience, and judgment when making decisions. Considers all relevant factors and uses appropriate decision-making criteria and principles.
• Interpersonal savvy: Relates comfortably with people across levels, functions, culture, and geography. Acts with diplomacy and tact. Builds rapport in an open, friendly, and accepting way. Builds constructive relationships with people both similar and different to themselves.
• Communicates effectively: Is effective in a variety of communication settings; one-on-one, small and large groups, or among diverse styles and position levels. Attentively listens to others. Adjusts to fit the audience and the message. Provides timely and helpful information to others across the organization. Encourages the open expression of diverse ideas and opinions.
• Instills trust: Follows through on commitments. Is seen as direct and truthful. Keeps confidences. Practices what he/she preaches. Shows consistency between words and actions.
• Models resiliency: Is confident under pressure. Handles and manages challenges effectively. Maintains a positive attitude despite adversity. Bounces back from setbacks. Grows from hardships and negative experiences.
• Collaborates: Works cooperatively with others across the organization to achieve shared objectives, including the leadership team. Practices fairness in all interactions. Partners with others to get work done. Credits others for their contributions and accomplishments. Gains trust and support of others.

ADDITIONAL RESPONSIBILITIES

Compensation and Benefits

• Assist management with annual review, preparation and administration of the organization’s compensation and benefits guidelines.
• Collection, verification and submission of all human resource related information related to payroll administrator biweekly.
• Manage and oversee annual benefit offerings and present any recommended changes to senior management and/or the members of the Compensation & Benefits Committee.
• Manage the administration of benefits. Duties include enrollment, termination and update of our medical, dental, 403(b), Flexible Spending Accounts, Computer Purchase program, and 403(b) Loan benefits as well as reporting for each of those benefits.
• Work with health insurance provider to ensure workplace wellness is a benefit for employees.

HR Compliance

• Maintains knowledge of industry trends and employment legislation and ensures organizations compliance with Federal and State government, and United Way Worldwide rules and regulations.
• Communicate any and all changes to policies and procedures and ensure proper compliance if followed.
• Provide all necessary documentation to outside organization for completion of annual affirmative action plan.
• Responsible for the set up and maintenance of all employee records.

Talent Performance Management and Training

• Plan, develop, and implement use of our integrated performance management system for staff making recommendations to senior management when appropriate. Provide direction and guidance to managers on annual review, objective setting, check in meetings and talent development.
• Plan, develop, and implement strategies related to recruitment, on boarding, staff training, engagement, and coaching.
• Conduct exit interviews to determine reason behind separations and turnover trends.
• Provide support to management in posting positions, reviewing resumes, selecting qualified candidate, reference checking, and offering jobs.
• Work directly with managers to assist them in carrying out their responsibilities on personnel matters.
• Consults with legal counsel as appropriate, or as directed by the Chair of the HR & Governance Committee and/or CEO on personnel matters.

Internal Support Teams and Committees

• Provide coaching and support to management team.
• Provides recommendations on, and may lead, efforts to shape staff culture.
• Plan internal staff events and assist with planning and implementation retreats.
• Participates on teams and committees as necessary.

Other Duties as Assigned

QUALIFICATIONSEducation & Experience

• Bachelor’s Degree preferred and/or equivalent experience.
• 3-5 years experience as a Human Resources Generalist.
• 3-5 years experience as a benefits administrator.
• Experience with building a high performing team that values the individual for who they are
• Proficient in Microsoft Office, strong proficiency in Excel required.
• High level of time management, organization and prioritization skills.
• Demonstrated ability to work within a team-based environment.
• Demonstrated analytical and problem-solving skills.
• Strong conflict resolution, verbal and written communication skills.
• Paycor HR System experience helpful.
• SHRM certification preferred

Skills

• Demonstrated leadership ability, team management, and interpersonal skills
• Excellent analytical and abstract reasoning skills
• Ability to anticipate and recognize hurdles/obstacles and to broker collaborative problem-solving and issue resolution
• Excellent oral and written communication skills
• Strong computer skills including Microsoft Office (Excel, Word, PowerPoint, Outlook, etc.)
• Data-driven decision-making style
• Flexibility with change and ability to navigate ambiguity
• Intellectual curiosity and commitment to continuous learning and improvement
• Ability to work in a fast-paced performance management culture
• Ability to work in a cross-functional and cross-divisional work environment
• Strong project management skills
• Ability to apply broad knowledge of employment law, regulations human resource management principles and practices, benefits and compensation programs including health and 401(k) plans, organizational planning and development concepts

PHYSICAL DEMANDS OF JOB

• This job requires exerting up to 20 pounds of force frequently, and/or a negligible amount of force constantly to move objects
• Worker must frequently use typical office equipment (telephone, copier, printer, fax, etc.)
• Worker sits most of the time
• Worker communicates with constituents, clients, and/or partners by phone and in person
• Routinely required to walk and occasionally travel by car

WORK ENVIRONMENTPrimarily works in climate controlled office-based setting. Hours are generally 8:30 AM to 5:00 PM, but position should expect to work outside regular business hours when necessary. Hybrid option is possible at the discretion of supervisor.

Please Note: Requirements, skills, and abilities described above are representative of those that must be met by an employee to successfully perform the essential functions of this position with or without reasonable accommodation. In no instance, however, should the duties, responsibilities, and requirements be interpreted as all-inclusive. Additional functions and requirements may be assigned by supervisors as deemed appropriate. Duties, responsibilities and activities may change at any time with or without notice.

Title VI: NO PERSON in the United States shall, on the ground of race, color, or national origin, be excluded from participating in, be denied the benefits of, or be subjected to discrimination under any program or activity receiving Federal financial assistance.