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Senior HR Director – Nonprofit

King & Bishop
November 2, 2020
Boston, MA
Job Type


Our client is revered and well-established non-profit human services organization.

This is your opportunity to exercise your talents and experience in strategic and operational leadership while supporting life-changing programs and services to those in need.  You will lead organizational resources for the great good.


Recruitment and Onboarding

• Manage agency’s hiring practices to ensure staffing needs are optimized and filled in a timely manner

• Develop and implement recruitment strategies to identify diverse talent within and outside the agency for all levels and positions

• Design and maintain the applicant tracking system in a way that optimizes efficiencies

• Ensure all open positions are posted in places that maximize qualified candidates

• Develop job posting and staffing agency programs that minimize recruitment costs

• Develop processes that reduce time to fill metric for open positions

• Exhibit sense of urgency and consideration in responding to hiring needs

• Develop and oversee that onboarding experience for new employees to result in a meaningful and engaging first impression of the agency and clear communication of policies, procedures and benefits

• Serve as main point of contact and liaison for temporary staffing agencies to include:

o Onboarding of temporary staff

o Tracking of assignments and communication to staffing agencies about assignment extensions or conclusions

o Coordinate with program management to ensure approval of time sheets needed

o Coordinate with Heading Home Accounts Payable to resolve any issues with payment to agencies

Compensation and Benefits

• Develop, implement and maintain a meaningful and accurate salary administration process (job descriptions, salary ranges, starting salaries, salary increases, and other incentive programs, etc.) that promotes consistency, internal equity, marketplace competitiveness, and staff recognition.

• Oversee the staff benefits program (staff education, benefits selection, contract renewal, open enrollment, coordination with insurance carriers/broker, recordkeeping, etc.), in close collaboration with the Finance team

• Analyze the effectiveness of current benefit offerings, and research/propose new benefits and programs that meet staff needs, created community and align with organizational goals and priorities

Employee Relations

• Develop, enhance and implement appropriate policies and procedures to effectively manage and support the people resources of the agency, including issues related to employee relations, affirmative action, sexual harassment, employee complaints and performance

• Provide technical advice and guidance to staff, especially supervisors, directors, and senior managers on performance management, compliance with agency policies and procedures, and staff development

• Provide coaching and training to staff and managers to create and maintain a work environment with high morale and productivity

• Continue to enhance and define a positive cultural identity

• Act as a visible and approachable resource to all levels of the agency to resolve employment related issues

• Provide coaching to managers to develop their managerial skills and empower them to increase confidence in resolving common employee related situations independently

• Review corrective action plans

• Oversee and manage employee performance management process

• Oversee an effective, respectful and consistent off-boarding protocol including an exit-interview process that collects meaningful information/data and provides constructive feedback to management

Training and Development

• In partnership with Director of Clinical Services, coordinate training for all staff

• Oversee Office Manager in creating calendar invitations for participants of training programs

• Enroll participants in programs as needed

• Maintain tracking of participants’ attendance at training programs

• Provide in house training and coaching to front line supervisors and managers to empower them to resolve performance management issues and to encourage effective leadership

HR Administration

• Enhance and develop human resource systems that improve overall operation and effectiveness of the organization, managing human resource information software database and necessary reports for critical analyses of the HR function and the people resources of the agency

• Participate as a strategic partner with other organizational leaders in the development of the agency’s plans and programs, operating from the perspective of the impact on staff

• Review HCM system entries for accuracy and run reports as needed

• Keep abreast of HR best practices and all federal, state and local employment laws (including ADA, EEOC, ERISA, FLSA, FMLA, MMLA, etc.), and work with senior staff and others to ensure compliance with labor laws, OSHA standards, etc.

• Assemble, maintain and present records and data as needed

• Respond to unemployment claims by deadlines

• Administer FMLA leaves in accordance with FMLA

• Coordinate with agency employment attorney when needed to resolve employment related matters

• Create and modify job descriptions as needed

• Create and maintain Human Resources related budget related items

• Revise and implement the agency’s personnel policies in collaboration with the Executive team

• Develop measurable HR metrics and analyze trends with the goal of improvement in operational areas

• Supervise and mentor two positions that are included in the HR function: (Payroll and Benefits and Office Manager)

• Perform other duties as directed or as necessary



• Minimum 8+ years of HR managerial experience

• Diverse HR background with broad knowledge of recruiting, compensation, benefits, employee relations, employment law, professional development, and performance management

• Experience working in non profits, preferred

• Experience working specifically with a human services organization, preferred

• Experience working with a diverse, energetic and compassionate community based population

• Experience working with a paraprofessional workforce

• Bachelor’s degree required; relevant Master’s degree helpful

• PHR or SPHR certification preferred

• Proven experience coaching front line managers

• Experience with HCM systems (PayCom experience a plus)

• Deep knowledge of management principles and personnel management

• Excellent analytical capabilities

• Exceptional organizational skills

• Ability to adapt quickly and easily to shifting priorities and multiple tasks

• Strong written and spoken communication skills,

• Ability to interpret and implement federal, state and local employment-related laws

• Strong knowledge of Microsoft Office Suite (Word, Excel, PowerPoint)

• Strong interpersonal skills with the ability to relate effectively to a diverse range of staff

• Effective leadership

• Ability to establish credible and trusted relationships among all levels of staff

• Demonstrated history of functioning with a high level of integrity, confidentiality, and professional composure

• Ability to develop human resources programs and initiatives

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