Description

The Director of Human Resources is responsible for shaping and implementing comprehensive HR strategies that align with the Kravis Center's mission, vision and culture. This role oversees all aspects of human resource management, including organizational development, employee relations, recruitment, compensation and benefits, training, and compliance.  The Director serves as a strategic partner to leadership, fostering a positive and productive work environment while ensuring legal and regulatory compliance.

ESSENTIAL DUTIES/RESPONSIBILITES

Human Resources Management 

- Collaborates with managers at all levels to promote awareness of human resources best 
practices and support organizational initiatives. 
- Maintain an employee communications strategy to ensure alignment with the Center’s 
mission, vision, and culture to ensure employees feel a strong sense of connection to 
each other as well as the Center. 
- Develop, recommend, and implement Human Resource policies and procedures in 
accordance with relevant laws and regulations. 
- Stay updated on the latest industry trends and best practices in Human Resource 
Management and make recommendations for continuous improvement. 
- Maintain, circulate and provide feedback on the annual Employee Engagement survey.

Recruitment, Retention, and Offboarding 
- Oversee and direct the recruitment and onboarding processes, including recruiting, 
interviewing, and facilitating the hiring of qualified candidates for open positions.
- Work closely with department managers to assess staffing requirements and identify 
essential skills and competencies for each role.
- Supervise the HR Team to ensure all elements of the onboarding process are completed, 
such as reference checks, background checks, drug testing, and coordinating with the 
Finance Department for payroll processing.
- Partner with senior management to develop and implement strategies for workforce 
planning and talent management.
- Provide strategic oversight of the offboarding process, including guidance to supervisors 
on employee transitions, administration of exit interviews, coordination of internal 
notifications, and timely completion of payroll, systems, and benefits offboarding 
activities. 

Compensation and Benefits Administration 
- Collaborate with the CFO to plan and direct the overall design, implementation, and 
administration of the Center’s health and welfare benefits programs. Ensure that the 
programs are current, competitive, cost effective and in compliance with legal 
requirements. 
- Design and implement incentive and recognition initiatives that reward outstanding 
performance and encourage greater employee engagement. 
- Manage the Open Enrollment process by advising employees on benefit eligibility and 
enrollment, clearly explaining available options; assist with claim issues as needed to 
ensure employee concerns are appropriately addressed and resolved. 
- Oversee compliance with Worker’s Compensation administration. 
- Collaborate with the CFO and Executive Leadership team to develop and maintain a 
compensation strategy that incorporates market competitiveness, performance, and 
tenure. Regularly conduct benchmarking to assess market trends and make 
recommendations for adjustments as needed. 

Employee Relations 
- Provide counsel to all levels of management to coach, advise, and facilitate fair, effective 
and consistent solutions for any employee concerns or complaints.
- Develop and assist in the implementation of an annual performance management system 
to drive employee engagement, productivity, and retention.
- Evaluate, develop, and maintain job descriptions.
- Supervise the Human Resources Team, including coaching, training and career 
development.

Training and Development 
- Identify training needs and develop programs to enhance employee skills. Implement 
initiatives to foster a culture of continuous learning and professional growth. 
- Research and help implement training opportunities to ensure employees remain up-to-date on HR related issues - harassment and bullying, ADA compliance and understanding, and team-building. 
- Partner with outside trainers to help employees expand their skill sets and develop a 
deeper understanding of effective interactions with colleagues across the organization.

Legal 
- Ensure the organization remains in compliance with local, state and federal laws and 
regulations; regularly reviews policies and practices to maintain compliance. 
- Complete and submit annual EEOC Component Report; provide annual notification of 
required Medicare Notice as well as Summary Benefits Plans Notices. 
- Ensure consistent compliance with the Center’s Drug-free Workplace Policy in both hiring 
practices and internal employee relations. 
- In partnership with the entire HR Team, ensure employee records are maintained and 
compliant with all applicable legal requirements and internal record- management 
guidelines. 
- Consult the Center’s Labor Attorney on any employment matters that may require legal 
review. 

Requirements

Qualifications/Experience: 
- Bachelor’s degree in Human Resources, Business Administration, or related field. 
- Certification in Human Resources SPHR or PHR preferred. 
- Minimum of 7–10 years of progressive HR experience, including leadership roles. 
- Strong knowledge and understanding of local, state and federal labor laws and Benefits 
Administration – including COBRA, Worker’s Compensation, ERISA, ADA 
- Proven ability to develop and implement HR strategies aligned with organizational goals. 
- Excellent communication, leadership, and interpersonal skills as well as the ability to 
handle confidential information with discretion; solid problem- solving skills. 
- Ability to work effectively with diverse groups of people at all levels of the organization 
- Experience with HRIS systems and proficiency in Microsoft Office Suite. 
____________________________________________________________________________________
As part of your cover letter, please respond to the brief set of questions below. Your responses 
will help us better understand your qualifications and ensure alignment with the needs of this 
role. 
Applications without complete responses may not be considered.

1. Please describe your direct experience relevant to this role.
Include the total years of experience and summarize your key responsibilities in Director-level (or higher) HR leadership positions. 
2. What experience do you have working in nonprofit or mission-driven organizations?
Please include details such as organization size, structure, and the scope of your HR 
responsibilities. 
3. Please describe your experience selecting, implementing, and managing Human 
Resources Information Systems (HRIS).
Include examples of systems you have worked with and how you leveraged HR 
technology to improve organizational efficiency and HR operations. 
4. How do you stay current on HR compliance requirements, employment laws, and 
emerging industry trends?
Describe your process, resources, and any professional networks or certifications you 
rely on. 

Includes full benefits package

Apply via e-mail to jobs@kravis.org or thru our website at https://www.kravis.org/about-us/careers/

Drug-free Workplace/EOE  NO PHONE CALLS PLEASE