4 Human Resources jobs

Are you interested in joining a dynamic Talent Management team focused on improving the quality of the employee experience? We’re looking for someone to join our team to champion the goal of improved organizational programs for learning and development. Come practice your passion with us. HealthPoint is a community-based, community-supported and community-governed network of non-profit health centers dedicated to providing expert, high-quality care to all who need it, regardless of circumstances. Founded in 1971, we believe that the quality of your health care should not depend on how much money you make, what language you speak or what your health is, because everyone deserves great care . Position Summary: The Director of Talent Pathways and Learning is responsible for the design, development and delivery of all organization-wide learning and development. Champions continual learning and talent management as core competencies and expectations of HealthPoint leadership to further the growth and development of teams that build engagement, enhance retention of top talent and ensure HealthPoint is sustainable to meet the needs of the patients and communities we serve. Your contribution to the team includes: Partners with the VP of Talent Management to design a comprehensive learning and development strategy that includes, but not limited to onboarding, skill enhancement, knowledge transfer, business acumen, compliance training, leadership and emerging leader development, talent assessment, and succession planning and development. Collaborates across organizational boundaries to support and ensure coordination of efforts for technical training and education. Partners with Operations and Clinical Leaders and Talent Management Business Partners to establish lattice and experiential pathways that support internal talent growth and mobility opportunities Partners with Clinical Leadership to support HealthPoint’s Clinical Educational programs and institutions Directs and facilitates leadership and employee development programs including high potential development with the goal of filling the succession pipeline for future leadership roles, with the talent necessary to support growth and enhance operational performance. Plans and manages new employee onboarding to ensure new hires (internal and external) and hiring managers experience a best class onboarding program that assimilates new team members quickly and successfully into the organization and work teams. Explores learning methodologies and platforms to support e-learning, classroom, self-paced learning and reporting. Ensures the appropriate tools, technology and learning methods are used to implement training and creates KPI’s to measure success of training.     Must have’s you’ll need to be successful: A minimum of five (5) years of experience as a proven learning and development professional, demonstrating creativity and technical ability as a practitioner Bachelor's Degree with coursework in training and development, or combination of relevant education, experience and knowledge of best practice learning and development programs required Demonstrated expertise driving innovative learning and development strategies that is commensurate with five (5) or more years leading learning and development teams. Demonstrated progressive and relevant Talent Development experience creating, delivering and facilitating training and development programs that is commensurate with five (5) or more years in a talent development leadership role required. Industry certifications in instructional design, curriculum development, and content-specific certifications as appropriate. Ability to maintain strong knowledge of industry best practices, using professional networks and resources, and incorporate that knowledge to inform program design. Demonstrated operating knowledge of computers. Intermediate level ability with Microsoft Office Suite of tools. Working knowledge of Learning Management Systems (LMS) and learning platforms. Availability to travel as needed.   If you have the following it’s a plus: Senior Professional in Human Resources (SPHR), or SHRM Senior Certified Professional (SHRM-SCP); or a combination of Professional in Human Resources (PHR) or SHRM-CP and relevant work experience preferred.   The Rich Benefits and Perks: Medical Health Insurance and Wellness Program Vision & dental plan Flexible Spending Account – both daycare and healthcare Life Insurance AFLAC supplementary insurance Retirement plans with company match Generous paid time off Growth and development opportunities Recognition Program And much more!   To learn more about HealthPoint, go to www.healthpointchc.org ! It is the policy of HealthPoint to afford equal opportunity for employment to all individuals regardless of race, color, religion, sex (including pregnancy), age, national origin, marital status, military status, sexual orientation, because of sensory, physical, or metal disability, genetic information, gender identity or any other factor protected by local, state or federal law, and to prohibit harassment or retaliation based on any of these factors. 

AT YOUTHCARE: YouthCare envisions a community where no young person experiences homelessness, all young people have the opportunity to thrive, and the systems that oppress them are dismantled. YouthCare serves young people of many racial and ethnic backgrounds, abilities, sexual orientations, gender identities, and religious beliefs, and we seek a workforce that reflects that diversity. ABOUT YOUTHCARE: YouthCare works to end youth homelessness and to ensure that young people are valued for who they are and empowered to achieve their potential. Founded in 1974, YouthCare was one of the first programs to serve runaway and homeless youth on the West Coast. The goal was to help young people find safety today and build a future for tomorrow. Over four decades, we’ve defined best practices and developed programs that are a national standard for excellence. Using a youth-centered approach, we ensure that young people experiencing homelessness ages 12-24 have the hope, skills, and confidence to gain long-term stability. POSITION SUMMARY:  Under the supervision of the Human Resources Officer, the Human Resources Manager drives and oversees various projects and programs associated with the execution of the HR talent management strategy. The HR Manager will oversee the day-to-day human resources operations ensuring compliance with all applicable laws and ordinances. They ensure that the HR programs and projects for which they are responsible are oriented around developing a high-performance culture and an engaged and empowered workforce that represents the intersecting identities of the young people we serve. This is a leadership position with responsibility for co-leading the evolution of YouthCare’s culture toward creating a destination workplace. This is an exciting time to join YouthCare. We’ve completed an 18-month strategic planning process and are focused on a new mission, vision, values centering social justice in our approach to our work internally and within the broader community. ESSENTIAL RESPONSIBILITIES: ·         Supervise and coach the HR Specialist ·         Design and implement a progressive employee relations programs that strengthens employee and manager relationships cultivating an environment of fair treatment effective communication between teams, employees and managers. ·         Serve as the lead resource for all employee relations issues ensure that employee concerns and reporting processes are in place and handled appropriately. Keeps senior management informed of any potential escalating HR issues to ensure appropriate follow-through and mitigate risk. Advises managers ensuring they have the skills to handle various employee work scenarios. ·         Apply best practices to all employee relations matters through good communication, documentation, consultation, and alignment with organizational values ensuring that both managers and employees act with fairness, accountability and respect and that the interests of all parties are protected.  ·         Develops and reinforces policies that determine how all staff agree to conduct themselves in the workplace and which support a culture of transparency, accountability, mutual positive regard and a supportive atmosphere in the workplace.  ·         Partners with the HR Specialist to ensure that benefit planning and open enrollments happen in a structured and smooth way, ensures that employee benefit plans are serving the staff as well as the agency in a fiscally-responsible way. ·         Ensure agency compliance with Equal Employment Opportunity, FMLA, FLSA and Americans with Disabilities Act, OSHA, as well as other state and federal personnel laws. ·         Thought partner and leader in HR’s strategic initiatives including Recruitment, Wage Equity, Retention and Talent Management.  Department Operations: ·         Participate in developing department goals, objectives, processes and systems. ·         Evaluates reports, decisions and results of department in relation to established goals.  Recommends new approaches, policies and procedures to effect continual improvements in efficiency of department and services performed.  This job description is not intended to cover every aspect of your job at YouthCare. We are a team that works together to meet the needs of our clients and every member of the team is expected to pitch in and help even beyond the specific responsibilities listed in this description.                 MINIMUM REQUIREMENTS:       B.A Degree in Human Resources, Business Administration or similar field. 5 or more years of progressively responsible Human Resources experience preferably with non-profit, forward thinking, and diverse organizations. Broad knowledge of federal, state and local labor laws, practices and procedures, and current best practice pertaining to personnel administration and development. Strong Interpersonal skills including collaboration, adaptability, and emotional awareness Ability to analyze and evaluate policies and operations and formulate recommendations. Ability to investigate complex human resources management problems. Strong proficiency in MS Office, particularly Word and Excel, and experience administering and managing HRIS systems. Must have previous experience working independently or with minimal supervision and managing multiple tasks and deadlines. Strong attention to detail and follow-through required. Proven ability to communicate effectively, both verbally and in writing. Ability to establish and build effective working relationships with leadership, co-workers, and the general public. ·         Experience and credentials must comply with program contract requirements including but not limited to DSHS background check and must be at least 21 years of age. PREFERRED REQUIREMENTS: ·         Proficiency in using the ADP Workforce Now HRIS software. ·         Professional in Human Resources (PHR) certification is strongly preferred. CONDITIONS OF EMPLOYMENT: ·         Valid state identification or passport. Current TB Test. Successful completion of pre-service training as may be required by contracting agency. Training will include: New Employee Orientation, CPR & First Aid, HIV & AIDS, CSEC and Right Response. Computer software skills including Windows, Microsoft outlook, Microsoft Word and Microsoft Excel Strong oral and written communication skills with good quality spelling, grammar and punctuation High integrity when dealing with a broad array of cultures and restricted and/or confidential information. Ability to accurately maintain and produce files, records, logs and reports. Ability to maintain professional boundaries with staff while building trust and respect. May be required to assume responsibilities or duties within the agency not specifically delineated in this job description for short periods of time or on an infrequent basis. Commitment to YouthCare’s initiative to build cultural proficiency across the agency. Acceptance of a variety of lifestyles, behaviors, and cultural and spiritual practices. PHYSICAL REQUIREMENTS: Ability to perform range of physical motions, exerting up to 50 pounds. Lifting and carrying up to 50 pounds; standing, walking, sitting for long periods of time, kneeling, squatting, and stooping; running for brief periods of time; and go up and down stairs.           

Third Sector is a nonprofit consulting organization that works with communities across the country to explore and develop outcomes-oriented contracts in issue areas such as economic opportunity, strengthening families, and data-driven justice. We are taking the technical idea of procurement reform and using that concept to explore transformational change within government, helping government to better manage its portfolio of programs and be a more effective steward of taxpayer dollars. We believe that we can best achieve our mission--to accelerate America’s transition to a performance-driven social sector--by working with government partners to refocus the billions of dollars of public funding dedicated to social services on measurable outcomes for the most vulnerable individuals. Our team of more than 45 people works out of offices in San Francisco, Boston, Chicago, and Washington, D.C. OUR COMMITMENT TO DIVERSITY, EQUITY, AND INCLUSION At Third Sector, we believe that in order to uphold our core values - Respect, Rigor, Results, Resourcefulness, and Reflection - we must have a deep commitment to diversity, equity, and inclusion, in both the way we operate as an organization internally and how we approach our client work. Today’s societal challenges are rooted in systemic discrimination and disproportionately affect racial, ethnic, and socioeconomic subpopulations. Under the leadership and support of our Board, CEO, and management team, we work alongside communities to address these challenges such as multigenerational poverty, housing stability, workforce and economic mobility, and physical and mental health, as well as the systems that prevent equitable access. In order to positively impact these complex issues, we must seek out and elevate diverse local perspectives, foster an inclusive environment where those voices are deliberately heard, and embrace an equity-centered approach that adapts to meet the needs of marginalized and historically underserved populations. For more information on our commitment to Diversity, Equity, and Inclusion, please reference the following: https://www.thirdsectorcap.org/dei-affirmation/ https://www.thirdsectorcap.org/blog/committing-to-a-diversity-equity-and-inclusion-lens-in-our-work/ THE ROLE We are looking for a highly driven, entrepreneurial, and experienced leader to join our executive team. The Managing Director of Talent and Equity position is an exciting opportunity for a mission-driven, action-oriented individual to shape and ensure the development of Third Sector’s most valuable asset: our team members. You will have the opportunity to own our talent, diversity, and equity efforts, driving positive outcomes that will enable each Third Sector team member to bring their best self to work in the service of our mission. Your primary role will be to ensure that Third Sector recruits, develops, and retains a diverse and high performing team. Responsibilities include, and are not limited to, championing, designing, improving, and overseeing: recruitment and onboarding; mentorship efforts; management and all-staff training; all staff retreats; performance management; promotions and compensation; Third Sector culture; and team satisfaction and retention. You will set talent, diversity, and equity goals in consultation with the CEO and our Board of Directors, identifying internal systems that need improvement to reach those goals. You will work closely with the CEO, Directors, Managers, and Associates to design and implement those improvements across Third Sector. YOUR RESPONSIBILITIES Your passion for people and management of our talent, diversity, and equity initiatives will help to drive the growth of our team and the collective impact of our work with communities.  As you execute the below responsibilities, you will need to: Have a deep commitment to the principles of diversity, equity, and inclusion, Actively listen with an empathetic, open mind, and Have a foundation of self-awareness that provides space for continuous learning and growth.   Specific responsibilities include, but are not limited to: Recruitment : Identify and attract diverse, mission-oriented talent by designing and overseeing recruitment initiatives. Onboarding and Orientation : Ensure new team members have a seamless transition into Third Sector, from final offer acceptance to their first weeks at work. Learning and Growth: Drive team member growth, inclusion, and continuous learning by designing and executing a professional development program, overseeing our annual staff learning retreat, and administering and improving the annual all staff Performance Management: Support team member performance by overseeing and improving our career management and mentorship system focused on real-time, 360-degree feedback and experiential growth. Culture : Champion Third Sector’s values and culture, designing and implementing organization-wide initiatives that embed our identity and commitment to diversity, equity, and inclusion in our organization and work. Offboarding & Alumni Network : Ensure a seamless offboarding process and build and cultivate our alumni network. You will manage the following team members who will support you in delivering on talent, diversity, and equity functions: 40% of a client-facing Director’s time to act as a strategic partner and provide oversight on talent components including project staff recruiting and professional development 50% of the Director of Operations’ time Two junior operational support staff overseen by the Director of Operations In addition to with working closely with a client-facing Director, you will periodically shadow our client-facing project teams to ensure that our talent, diversity, and equity initiatives continue to advance our organizational mission and commitment to professional development. EXPERIENCE 10+ years of experience in professional services that include: Talent & Diversity Experience Proven ability to design and implement a diversity, equity, and inclusion -focused recruitment strategy and to recruit top-quality candidates to build diverse teams. Experience defining, running and overseeing impactful management training and learning and growth programs for professional services teams. Success in mentoring and coaching team members, fueling their professional growth and designing and running mentorship programs. Independently designing and implementing complex talent systems and processes from scratch--or improving existing ones-that have endured and been successfully adopted by stakeholders. Is recognized by peers, leadership, and teams as having superior active listening, stakeholder engagement, and communication abilities. SKILLS AND COMPETENCIES The following skills and competencies reflect the nature of our work, which is analytical, collaborative, and challenging. A successful Managing Director of Talent & Equity is a first-rate manager who: can design and implement solutions for a wide variety of challenges; leads by example by delivering excellence while exhibiting poise, humility, and a learning mindset; and skillfully and empathetically teaches and coaches others. We believe that a successful Managing Director of Talent & Equity possesses the following skills and competencies:   Stakeholder Engagement and Relationship Management: Skilled at managing and engaging a wide variety of stakeholders. A Managing Director: Is comfortable conversing with, presenting to, and leading teams of diverse stakeholders. Enjoys building and maintaining enduring relationships that can advance our mission. Exhibits mindfulness and discernment when holding challenging conversations and making difficult decisions. Designs value propositions for different audiences and adapts messaging appropriately. Inspires others at Third Sector who do not have a formal reporting relationship to them to seek out opportunities to work with them. Earns the respect of team members and stakeholders at all levels.   Research, Data Gathering, and Critical Thinking: Ability to independently design and conduct talent-, equity-, and diversity-related research, gather data, structure quantitative and qualitative analyses, and draw actionable recommendations. A Managing Director: Guides and connects teams to relevant data sources and resources. Exhibits leadership in critical thinking by developing and leveraging analytical techniques for complex problems and decision-making. Sets the standard for balancing rigor with an appropriate level of effort.   Work Quality and Written and Verbal Communication : Ownership in developing Third Sector's talent, diversity, and equity messaging pitch for different audiences; excellent written and verbal communication skills; a willingness and ability to roll up their sleeves and create excellent original content and deliver verbal presentations in multiple settings. A Managing Director: Sets the standard of quality for deliverable or task execution. Distills highly complex ideas into concise and persuasive analysis in various formats—spreadsheets, written briefs and reports, visual presentations, and verbal communications. Sets and models standards for effective written and verbal communications. Defines and clearly articulates our talent, equity, and diversity messaging, ensuring alignment with Third Sector’s strategy and vision. Draws on experience and knowledge to help others improve their work products. Excels at influencing others through oral and written storytelling.   Ownership and Project Management: Supports team members on initiative execution while cultivating the ability to manage own workflow and designated tasks independently. A Managing Director: Designs and executes on talent, equity, and diversity initiatives in alignment with Third Sector’s strategy and goals. Is willing and able to switch gracefully between acting as an individual contributor and overseeing large initiatives (and their budgets) as needed. Establishes teams with the right mix of skills and experience to deliver on initiative execution. Sets priorities and allocates resources for internal systems and managing talent, diversity, and equity initiative’s finances according to Third Sector’s budget.   Resourcefulness, Creativity, Initiative, and Thought Leadership : Is excited about building equitable talent systems in an entrepreneurial environment on a limited budget and expanding Third Sector’s and the industry’s talent, diversity, and equity knowledge base.  A Managing Director: Sets the standard for and holds others accountable for the prudent use of Third Sector’s resources, balancing the triple constraints of time, budget, and quality effectively. Is recognized for creativity in designing solutions and driving innovation that enables the professional growth of our team members. Creates new partnerships and allows others to leverage existing partnerships.   CULTURE Our core values of Respect, Rigor, Resourcefulness, Results, and Reflection form the foundation of our culture. Third Sector’s leadership is deeply committed to building an equitable and inclusive culture that delivers professional growth through challenging work, honest and direct 360-degree feedback, and a diverse, equitable, and inclusive workplace. This culture is underpinned by a deep and shared passion for improving the lives of vulnerable people through systems change and a commitment to diversity and racial equity. All successful team members are naturally aligned with our core values and mission and possess these skills and competencies: Active Listening and Inclusion: An ability to listen with an open mind and a deep commitment to including and respecting diverse viewpoints. A successful team member: Actively listens to multiple Translates learnings into solutions for teams, Third Sector, and the industry. Creates a culture that embraces diversity, equity, and inclusion.   Learning Mindset: A desire for continuous improvement and a foundation of self-awareness that provides space for learning and growth. A successful team member: Possesses an entrepreneurial and proactive outlook in seeking out professional development opportunities for one’s self and others. Embraces setbacks, seeing them as learning opportunities. Models and helps others embrace a culture of learning and continuous improvement by actively seeking and providing feedback. Exhibits a proactive, passionate, and collaborative attitude.   Third Sector is an equal opportunity employer. We celebrate diversity and are committed to creating an inclusive environment for all employees. For more information about this position, please contact Nicole Ferrer at nicole@diversityrecruiters.com.