Senior Director of Human Resources

CLUES
$110,000 - $125,000 (DOQ) - Full benefits package available in accordance with current CLUES policies-includes medical, dental, vision, critical illness, accident, and life insurance (with AD&D); long term and short-term disability; pre-paid legal service
life insurance, paid time off, paid holidays, retirement plan
United States, Minnesota, St. Paul
Mar 28, 2025
POSITION SUMMARY The Sr. Director of Human Resources will provide strategic leadership for the organization and the Human Resources (HR) and Volunteer Services functions of CLUES. The Sr. Director of HR has responsibility for improving organizational effectiveness, including attracting and managing talent, employee development and relations, compensation and benefits administration, compliance, proactive risk management, and safety. Through dynamic leadership, the Director is responsible for improving and enhancing CLUES' ability to attract, retain, reward, and develop diverse talent to accomplish the goals and objectives of CLUES' Strategic direction. The Sr. Director serves as a strategic HR leader within the senior leadership team and as HR liaison to the Board of Directors. The Sr. Director advises the President and senior leadership about best HR practices and compliance, risk management, organizational effectiveness, and fostering an engaging and inclusive environment for staff. The Director is responsible for optimizing HR support to the employee and volunteer life cycle in alignment with CLUES culture, values, and mission. Department: Administration - Human Resources Reports to: President Primary Location: CLUES St. Paul, MN Office Position Type: Regular Schedule: Full-Time. Generally, Monday - Friday Office hours. Estimated Salary: $110,000 - $125,000. Benefits: Full benefits package available in accordance with current CLUES policies-includes medical, dental, vision, critical illness, accident, and life insurance (with AD&D); long term and short-term disability; pre-paid legal services and ID theft protection; retirement plan; educational assistance; paid holidays; and paid time off. ESSENTIAL DUTIES AND RESPONSIBILITIES Strategic HR Leadership and Management Lead the development, deployment, and evaluation of HR objectives and outcomes in alignment with CLUES strategic direction and business plans to achieve positive, transformational impact. Serve as a strategic HR leader, coach, and advisor to management and the board of directors. Effectively manage HR department finances, including budget and resource allocations, relative to financial targets and department goals. Effectively lead, supervise, train, mentor, evaluate, and support professional development for staff. Direct, delegate, and monitor the work of the HR team ensuring maximum effectiveness and outcomes are achieved. Strive for continuous improvement, ensuring that operational and compliance processes are completed with accuracy and efficacy for improved timelines. Set short and long-term strategic goals and work plans for HR and Volunteer Services Department in alignment with CLUES' strategic direction goals. Build a welcoming, engaging, and inclusive workplace culture. Nurture a healthy, dynamic, and team-based working environment in alignment with CLUES values. Employee Management & Development Support leaders in identifying key talent requirements to successfully execute CLUES' goals and objectives. Oversee talent acquisition, development, reward, and retention strategies that ensure CLUES is staffed appropriately. Conduct planning and gap analysis to inform effective job design and increase employee productivity, engagement, and job satisfaction. Implement equitable recruitment, retention, training and development practices that create an inclusive environment where staff can thrive. Partner with leaders and provide expertise, guidance, and assistance to recruit, interview, select, and hire talent utilizing equitable and inclusive processes and practices. Foster a learning environment and facilitate leadership development for staff. Design and implement learning and development initiatives, onboarding, and training programs, that position the organization to be adaptive to change, by upskilling, reskilling, and providing cross functional training. Develop internal career pathways that support the retention and development of staff, including succession planning for senior management positions. Design, manage and train staff on the annual performance evaluation processes and tools. Ensure HR team effectively guides managers and supervisors through expectations, two-way communication, and performance management including disciplinary actions and skill development. Lead efforts to collect and respond effectively to staff feedback and support staff wellbeing and safety. Coordinate employee engagement surveys, and action plan responses. Support the President and senior leadership in planning growth and contraction, including reductions in force and layoffs as needed. Manage and optimize utilization of the Human Resource Information System (HRIS) and continuously leverage technological updates to improve efficiency. Track and report key HR metrics, such as staff composition and turnover, to inform organizational decision-making. Employee Relations Facilitate conflict resolution by advising and coaching managers and staff. Support management and staff in the resolution of job performance issues and/or employee grievances. Respond timely, effectively, and collaboratively to seek positive resolution of employee concerns. Create effective systems for optimizing HR support for the employee and volunteer life cycle. Maintain ethical, respectful, open communication with staff while honoring confidentiality to the extent possible. Compensation and Benefits Administration Design and administer strategic compensation, rewards, and benefits programs to enable the organization to attract and retain top talent. Lead efforts to collect and analyze market data on compensation and benefits practices, salary levels, and trends to ensure CLUES' compensation and benefits structure, philosophy, and practices are appropriately competitive and cost effective. Support the Board of Directors with the annual executive compensation review for President/CEO. Monitor and report upon compensation and benefits systems to promote equity while ensuring best practice and compliance with non-discrimination requirements. Lead HR team's internal support to recommend compensation rates for all positions that align with CLUES' compensation structure, internal equity, budget, and market. Collaborate with accounting to effectively execute and audit payroll processes. Manage renewals of employee benefits. Work with contracted benefits consultants in evaluating and selecting health and other benefit products and services. Oversee the full lifecycle of the annual open enrollment process. Ensure benefits programs are operated in compliance with ERISA, Affordable Care Act, and other applicable regulations. Maintain up-to-date plan documents and ensure timely audit completion and filing of notices and tax forms (such as 1094-C and 1095-C, 5500, PCORI tax, etc.) Compliance in HR Policies, Procedures, and Systems Maintain up-to-date knowledge of employment law. Develop, maintain, and oversee personnel policies, procedures, and systems for CLUES in compliance with local, state, and federal employment laws and regulations. Recommend and implement policy revisions according to new or changing legislation and environmental dynamics. Ensure department maintains HR records confidentiality and in audit ready condition, including personnel records for employees and volunteers. Designate and follow appropriate document retention procedures. Manage and comply with HR-related government and tax reporting requirements for AA/EEO, EEO-1, OSHA, DOL, BLS, ERISA, ACA, work comp, etc. Respond effectively to regulatory agencies and auditors. Ensure employee accommodation and leave of absences processes are administered in compliance with applicable laws and regulations, such as the Family and Medical Leave Act (FMLA) and Americans with Disabilities Act (ADA), and CLUES' internal policies. Conduct investigations and respond appropriately to sensitive employment law matters and lawsuits, following best practice. Consult with President and legal counsel when appropriate. Proactive Institutional Risk Management and Safety Partner with senior leadership to continuously monitor, assess, and report any risk and make mitigating recommendations to the President. Develop and implement safety policies, procedures, and training (including general safety as well as pandemic preparedness and response). Lead the internal staff Safety Committee. Provide support for contract compliance and other legal matters to minimize risk exposure for the organization. Ensure HR team investigates accidents and injuries and prepares necessary reports for insurance carriers, such as worker's compensation, and follows OSHA recordkeeping requirements. General Duties Promote and represent the mission, operating values, and services of CLUES. Ensure client confidentiality is maintained in accordance with HIPAA, agency policies and other applicable laws, regulations and ethical standards while ensuring staff do the same. Carry out all other duties as assigned by supervisor. To perform this job successfully, an individual must be able to perform each essential duty satisfactorily. Other duties or tasks may be assigned as required. Management may modify, change or add to the duties of this description at any time. Reasonable accommodation may be made to enable individuals with disabilities to perform the essential functions. SUPERVISORY RELATIONSHIPS This position is responsible for supervising employees, interns, and volunteers within the Human Resources and Volunteer Services Department. QUALIFICATION REQUIREMENTS Education, Experience, and Key Abilities* Bachelor's degree in human resources (HR), organizational development (OD), business administration, or related field required. Master's degree in HR or OD, MBA, or law degree preferred. Society for Human Resource Management - Senior Certified Professional (SHRM-SCP) or Senior Professional in Human Resources (SPHR) certification preferred. 5+ years of broad management-level human resources experience required, including HR strategy, organization design and talent management, organization and employee development, employee relations, compensation and benefits administration, employment law compliance, risk management, and safety. Must have strong knowledge and senior level experience of all key HR functions. Experience leading a department and serving as HR advisor to the C-suite preferred. Experience in benefits plan design and cost management required. Senior level business and financial acumen required. Experience in the nonprofit sector preferred. Knowledge of employment law and state/federal compliance requirements required. Must be able to work at all levels of HR - strategic, operational, and tactical. Senior level experience supervising and leading successful teams. Exceptional supervisory skills with strong coaching, communications, and conflict resolution abilities required. Experience utilizing HRIS systems (such as Paycom, UKG, ADP, etc.) required. Experience with HRIS implementation and process optimization through leveraging technology preferred. Strong interpersonal communication and presentation skills required. Experience building welcoming and positive workplace cultures and advancing inclusion and belonging required. Track record of leading efficiency and process improvements required. Demonstrated ability to work collaboratively and influence outcomes across departments required. Adept at collaborative decision-making and problem-solving required. Ability to exercise confidentiality, tact, and discretion required. Ability to respond to multiple and competing demands in a fast-paced environment required. Excellent organizational skills and ability to motivate teams to produce quality outputs within tight timeframes and manage several projects simultaneously. Cultural sensitivity and awareness required. Must possess an understanding of Latinx culture/values. The ideal candidate is rooted in the Latino community's experience, culture, and traditions and can navigate mainstream systems and experience to make relevant cross-cultural connections. *Equivalent combination of education and experience may be accepted. Language Skills Effective communication in English, both verbally and in writing, required. Bilingual in Spanish/English preferred. Ability to read, analyze, and interpret written materials, including reports, contracts, and proposals. Experienced in writing recommendations, ideas, and executive level reports. Ability to maintain accurate documentation and respond appropriately to questions from clients, co-workers, management and external parties. Transportation Must have access to use a reliable motor vehicle for independent transportation, valid driver's license, proof of automotive insurance, and maintain a good driving record. Must submit to and pass annual recertification of compliance with CLUES Automobile and Transportation Policy and driving record check. Computer Skills Proficient working knowledge of email software, the Internet, databases, and common Windows-based programs, including Microsoft Office Word, Excel and PowerPoint required. Must be willing to attend training to advance technical skills and maintain appropriate skill levels to perform job duties. WORKING CONDITIONS Background check Must pass a criminal background check, DHS background study, and driving record check. As a condition of continued employment, staff may be required to submit to periodic re-verification of these and other background checks. ABOUT US Comunidades Latinas Unidas En Servicio (CLUES) is a non-profit leader in behavioral health and human services. The organization was founded in 1981 with a vision for improving the quality of life of the Latino population in Minnesota. Today, CLUES is Minnesota's largest Latino agency. Our mission is to advance social and economic equity and wellbeing for Latinos by building upon our strengths and cultures, uplifting our community, and activating leadership for systemic change. Although our services focus on the Latino family, our experience and capabilities enable us to serve individuals and families from all walks of life including new immigrants and low-income families who dream of a better future. Our programs and services encompass a holistic approach to addressing the complex and interrelated barriers our community faces, including programming that advances Community Wellness, Community Leadership, and Community Prosperity. Our services uphold and celebrate cultural richness and community assets as we connect individuals and families to resources, skills, institutions, and opportunities. We employ a diverse, multi-cultural staff to ensure our services are linguistically and culturally relevant.