Description

THE ROLE

The Director of Human Resources is the strategist for building and running the people infrastructure Child Bridge needs to scale its mission. This role is primarily responsible for leading how Child Bridge attracts, develops, compensates, and retains a statewide, missionally driven team. This role will refine and uplevel what exists, designs what does not, and turn practices into systems that scale.

THE DAY TO DAY

Your essential duties and responsibilities:

Strategic HR Partnership

• Serve as a thought partner to senior leadership and department directors on people decisions that shape organizational direction.
• Clearly frame risks and tradeoffs so that leadership can make informed decisions.
• Build policy and process that enables, sizing to where the organization is and is going.
• Represent the people dimension in all conversations and decisions.

Organizational Design and Workforce Planning

• Partner with leadership on organizational design and growth including but not limited to roles, reporting structures, spans of control, and career paths.
• Lead workforce planning including but not limited to forecasting hiring, sequencing roles against organizational priorities, and right sizing the team for greatest impact.
• Shape a compensation approach and structure that attracts and retains the right people and reflects Child Bridge's stewardship of donor dollars.
• Build a career development framework that lets people grow inside the mission.

Talent Development and Retention

• Build the systems and processes for reading employee engagement and acting on what employees say.
• Partner with managers on how they lead, coach, and hold accountability.
• Design and refine retention practices across the full employee lifecycle.

Culture, Employee Experience, and Faith Integration

• Steward Child Bridge's faith-informed culture in how work happens.
• Administer and steward Child Bridge’s faith-informed policies and conduct standards with consistency and care.
• Build a felt experience for employees that embodies the vision, mission, and values.
• Design and evolve Child Bridge's culture and approach as an organizational strategy, not a policy statement.
• Ensure practices reflect Christ-honoring care for staff at every stage of their tenure.
• Ensure all operations reflect empathy, respect, and trauma-informed principles.

Change Management and Organizational Risk

• Lead change management for organizational shifts including but not limited to reorganizations, policy changes, technology transitions, and expansion into new areas.
• Assess and communicate people risk clearly across legal, cultural, operational, and reputational dimensions.
• Partner with legal counsel, insurance, and external HR partners.

Hands-on HR Operations and Execution

• Carry the work above the administrative layer including but not limited to employee relations, workplace investigations, accommodations and the interactive process, and leave decisions.
• Support managers through performance management coaching, establishing performance improvement plans set up to succeed rather than to document, and executing terminations with care and sound process.
• Own recruiting outcomes by defining roles, sourcing and closing leadership hires, and coaching hiring managers through the rest.
• Own payroll and benefits accuracy and controls including but not limited to approval of payroll files, approval of rate and status changes.
• Own HR compliance, employment law posture, and the integrity of the HR system.
• Deliver onboarding so new hires reach full contribution quickly.

Team Leadership

• Grow the HR function as the organization scales.
• Build the operating rhythms of the department including but not limited to planning cycles, sprint reviews, and decision forums that keep the work visible and moving.
• Provide direct leadership to HR team to ensure alignment with strategic objectives, fostering a collaborative and high-performing team.
• Regularly participate in team prayer and spiritual formation classes.
• Inspire a working environment that passionately lives out the mission, vision, and values of Child Bridge.

TO BE SUCCESSFUL

Your knowledge, skills, and abilities:

• Builds and operates at once: You are energized by both designing systems and processes and doing the work.
• Turns activity into outcomes: You can run day-to-day activities without becoming transactional taking recurring work and turning it into systems. You measure on outcomes, not task volume.
• Holds short-term and long-term at once: You can triage today's issue and build for the future without dropping either.
• Strategic HR thinking: You can see the whole system and hold multiple parts of it in view at once. You can build people infrastructure that anticipates where the organization is going, not just where it is today.
• Change management in ambiguity: You work well in the gray. Every decision carries risk, and you can assess, prioritize, and communicate that risk clearly.
• Risk framing as a capability, not a posture: You can name the tradeoffs, weigh stakeholder interests, and help leadership make decisions.
• Stakeholder management and managing up: You can partner with and influence a fast-moving leadership team, speaking with confidence, and knowing when to pause to make sure the right conversation is happening.
• Highly efficient in time and project management: You are self-disciplined and forward-thinking, providing deliverables in a quality and timely manner.
• Comfortable with iteration: You can build, learn, and adjust; progress over perfection is a working principle for you, not a tolerated compromise.
• Coaching and Leadership: You can develop, coach, and empower a team to achieve organizational goals and initiatives, driving innovation and managing change effectively.
• Analytical Thinking: You can offer creative solutions based on the analysis. You can effectively deal with complex variables in situations where limited standardization exists.
• Resource Management: You can manage both fiscal and people resources in executing a strategic plan.
• Sound perception in conversations, observation, judgment, and decision making: You know how to listen both to the said and unsaid, you know how to ask questions to gather more information, and you know how to take the next right step.
• Warm and relational verbal, written, and interpersonal communication skills: You can connect with a variety of people in a range of settings such as small gatherings, large groups, individual meetings, virtual meetings, over the phone, etc.
• Confidentiality: You can maintain confidentiality under a range of circumstances.
• Collaboration: You enjoy fostering teamwork and partnerships.
• Receptive to feedback: You value constructive feedback and seek opportunities to improve your work.
• Active learner: You are willing to collaborate with others and embrace new ideas. You enjoy growing in knowledge and skill along the journey.
• Proficient in Microsoft office suite: Outlook, Word, Excel, PowerPoint, Teams, OneDrive, and SharePoint.
• Capable of working with a variety of technology: Customer Relationship Management systems, cloud-based applications, Apple products, etc.

Requirements

APPLICATION PROCESS

To apply for the Director of Human Resources position, email a cover letter, resume, and three professional references to careers@childbridgemontana.org. In your cover letter, please detail your interest in our mission and how you see yourself making an impact in this role. For the full job description, visit https://www.childbridgemontana.org/careers.

Your education, certification, experience and/or other requirements:

• Bachelor's degree in human resources, business, or a related field. Equivalent education and experience will be considered.
• At least 7 years of HR experience with progressive responsibility.
• At least 3 years at Director level or equivalent scope, with demonstrated ownership of strategic HR decisions and hands-on execution.
• Track record of building or scaling HR in a growing organization. Experience taking an informal or distributed HR function and professionalizing it, or serving as a first dedicated HR leader, is highly valued.
• Experience partnering directly with executive-level leadership on people strategy.
• Familiarity with nonprofit context is a plus, not a requirement.
• Comfort in and alignment with a faith-based work environment.
• Must have a valid driver's license, active and up-to-date liability coverage, and a dependable vehicle.

Physical Demands

• 3/4 of the time be able to: stand; sit; walk; use close vision (20 inches or less) for computer work; reach with hands and arms.
• 3/4 of the time be able to: consistently use hands; talk and hear.