After-School All-Stars
National Human Resources Director
After-School All-Stars, Los Angeles, California, United States, 90079
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After-School All-Stars About The Organization
Founded in 1992, After-School All-Stars is a national non-profit organization which provides free, daily afterschool programs to more than 150,000 children in need at 728 school and community sites in 18 chapters across the U.S. Our goals for our All-Stars are the same we have for our own children: to be healthy and active, to graduate high school and go on to college, to find a job that they love and to give back to their communities. We achieve this by identifying and fueling our students' individual passions, tying their interests to tailored academic support, enrichment and health and fitness programming. Full-time Description
About The Organization
Founded in 1992, After-School All-Stars is a national non-profit organization which provides free, daily afterschool programs to more than 150,000 children in need at 728 school and community sites in 18 chapters across the U.S. Our goals for our All-Stars are the same we have for our own children: to be healthy and active, to graduate high school and go on to college, to find a job that they love and to give back to their communities. We achieve this by identifying and fueling our students' individual passions, tying their interests to tailored academic support, enrichment and health and fitness programming.
About The Department And Role
The HR department’s focus is recruiting and compensation, performance management, culture and retention, national office management, employee benefits and labor relations, workforce amplification, and employee development. The National Director of Human Resources will have 3 direct reports.
The National Director of HR will report to the President, working closely with Chapter Executive Directors, Executive team, and leadership across the organization. The role will develop and execute strategy for the HR department, lead efforts to recruit, develop, and retain high quality staff, and oversee our National headquarters operations, employee benefits, labor relations, compensation and benefits, risk management processes, training and onboarding, and HR systems. ASAS headquarters in LA and have between 100-125 full-time staff with 30 employees. Our part-time staff count fluctuates from 200-350 depending on season.
Location
The National Director of HR will work in-person at National headquarters (6300 Wilshire Blvd. Los Angeles CA 90048) 4 days per week Monday-Thursday with the option of Friday to work remotely.
Responsibilities Include
Human Resources Staff Management and Department Operations
Establish key performance indicators (KPIs) in collaboration with Executive Leadership and other effective indicators to monitor progress of HR’s major functions. Support the growth and evolution of the organization by directly collaborating with the President on key initiatives identified as areas for opportunity and strengthening. Oversee and manage the HR department budget, HR& Talent dashboard, and board book updates. Serve as the eyes and ears for the organization and ensure direct reports maintain daily operations in the headquarters offices. Ensure Paylocity is optimized for ASAS’s needs. Creating the vision for the HR department and setting annual team objectives that align with the organizational vision. Identify areas for continuous improvement throughout the network, such as recommendations for process improvements, team restructuring, etc. Supervise HR team and provide guidance, support, and growth opportunities. Work to ensure that the HR team provides top quality support to departments and the network. Assist with and complete various annual audits. Develop and implement HR strategies that align with the organization’s mission and long-term goals. Ensure compliance with applicable laws in varying areas in the application of employment law. Periodically conduct internal departmental audits to proactively review areas for improvement.
Recruitment and Compensation
Collaborate with Chapters and Departments to understand staffing and recruiting needs. Review and provide feedback on job descriptions and recruitment strategies used around the network. Review and collaborate with Marketing on website presence and recruitment materials. Work with recruiting specialists to contribute to the overall talent acquisition strategy for the organization. Assist in sourcing, screening, and presenting candidates based on position requirements. Identify and build new and creative sourcing tools and recruitment networks. Build and promote processes, protocols, templates, and tools for hiring staff. Ensure the organization has top quality, job candidates by building strong referral and partnership networks and cultivating relationships with potential future candidates. Ensures compliance in recruiting nationwide. Build compensation guidelines and establish fair practices for salary bands and pay increases. Strives to ensure the organization’s pay is equitable.
Employee Development
Create and execute on a vision for talent development that fosters a strong culture of engagement and development to achieve organizational outcomes. Partner with the Executive team and managers across the organization to develop powerful, consistent on-boarding tools and techniques for new team members. Ensure applicants have interviews, onboarding and first 3-week welcome experiences that are high quality and reflective of the organization's culture. Working collaboratively to manage competency-based staff training and build structures to support staff professional development. Lead planning and development of high-impact professional development opportunities across the organization. Suggest professional development opportunities to invest in key leaders and managers, while allocating staff professional development program and budget. Analyze data regularly to make metric-based decisions. Cultivate internal professional development opportunities for learning and cultivating key leaders in the organization, such as the RISE fellowship program.
Performance Management
Create and administer annual talent/succession planning cycle, including objective talent identification tools to identify internal skills and areas of improvement. Manage staff evaluation and feedback cycles to develop and execute strategies that leverage managers and leaders to build a strong organizational culture. Review current performance feedback and processes to continuously improve the process of capturing performance data. Implement the 60- and 90-day survey process to help identify performance issues early in the employee life cycle and make recommendations to supervisors for continued improvement.
Culture and Retention
Develop and execute a people and culture strategy to attract, retain, develop, and scale the organization’s talent through equitable practices for full-time and part-time employees. Act as an internal consultant to the Executive team on topics such as leadership development performance management, culture building, and hiring practices. Strives to create a culture of belonging for employees. Manage annual updates to the Employee Handbook to ensure transparency in workplace expectations and legal requirements. Proactively and effectively improve workplace culture to foster organizational and individual effectiveness in a manner consistent with the organization’s values. Ensure the Executive team and managers have the expertise and tools necessary to foster organizational effectiveness in an environment that is varied across the United States. Foster a culture of accountability, trust, recognition, and results among staff at all levels consistent with the short and long-term objectives of the organization.
Employee Benefits and Labor Relations
Manages and maintains the organization’s employee benefits offerings through our partner, Alliant. Manage relationship with outside benefits vendors, especially Alliant, to evaluate and maximize services. Evaluate and manage ASAS’s Best Place to Work philosophies and employee benefits/wellness practices. Build and promote processes, protocols, templates, and tools for ensuring that ASAS aligns to all applicable employment laws and is approaching labor compliance with a high standard of excellence. Stays current on changing laws and requirements and adjusts ASAS policies as needed. Advise on federal, state, and local regulations and policies. Adjusts and manages the complaint and grievance process and protocol, including but not limited to, dispute resolution. Work with leaders across the organization to address labor or compliance related issues when they arise. Oversee the risk management processes for the organization, including emergency preparedness.
Requirements
Candidate Profile
The National Director of HR should embody ASAS’s core values: accountable, collaborative, transparent, proactive, and entrepreneurial, and demonstrate a commitment to the mission of helping kids succeed in school and in life.
The Ideal Candidate Will Demonstrate
A bachelor’s or advanced degree and a minimum of seven years of progressively responsible human resources generalist experience. Experience managing human resources staff. Non-profit experience with both full-time and part-time workforce. SHRM-SCP, or SPHR is strongly preferred. Strong integrity, ethics and professionalism and a commitment to advancing the organization’s mission. Ability to develop trusted relationships across all levels of the ASAS team, built on professionalism, follow-up, and accurate communication. Influence and coalition building skills with an ability to communicate and work effectively with a variety of internal and external stakeholders; able to achieve consensus amongst differing opinions. Possesses an executive presence and emotional intelligence. Strong verbal and written communication skills, including interpersonal, organizational, and project management skills. Adept, consultative approach and demonstrated ability to act as an internal advisor to the President, Executive team, Chapter Executive Directors, and leadership across the organization. Strong computer skills. Knowledge of Microsoft Office Suite. Experience overseeing and managing data from a HR platform is required; with proficiency in Paylocity or another contemporary HRIS is strongly preferred. As the organization’s ambassador for organizational culture, acts as a role model, leading and contributes to the organization’s culture initiatives. Advanced interview skills, sharp discernment, and ability to execute good judgment. A strategic thinker and manager who maintains a strong balance between creative vision and project management skills, which many times require one to actively roll up their sleeves to bring great ideas to life. A strong sense of ownership and the ability to work efficiently in a fast-paced environment. Dedication to continual learning and development. Ability to work independently as well as part of a team, including with remote colleagues and ASAS staff at all levels of the organization. Flexible and able to adapt to changing position demands and shifting organizational priorities.
The salary for this position is commensurate with qualifications and experience of the individual candidate with a range of $120-$140K. ASAS promotes a healthy work/life blend and offers a competitive benefits package, including medical, dental, vision, 403b match, paid time off, and 25 paid holidays.
ASAS is proud to be an equal opportunity employer. All qualified applicants will receive consideration for employment without regard to race, color, religion/creed, sex, national origin, disability, genetic information, pregnancy, veteran or active military status, alienage or citizenship status, arrest or conviction record, credit history, salary history, caregiver status, sexual orientation, gender identity, marital or partnership status, familial status, unemployment status, status as a victim of domestic violence, sexual violence or any other status protected by applicable law. Seniority level
Seniority level Executive Employment type
Employment type Part-time Job function
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National Human Resources Director
role at
After-School All-Stars 1 day ago Be among the first 25 applicants Join to apply for the
National Human Resources Director
role at
After-School All-Stars About The Organization
Founded in 1992, After-School All-Stars is a national non-profit organization which provides free, daily afterschool programs to more than 150,000 children in need at 728 school and community sites in 18 chapters across the U.S. Our goals for our All-Stars are the same we have for our own children: to be healthy and active, to graduate high school and go on to college, to find a job that they love and to give back to their communities. We achieve this by identifying and fueling our students' individual passions, tying their interests to tailored academic support, enrichment and health and fitness programming. Full-time Description
About The Organization
Founded in 1992, After-School All-Stars is a national non-profit organization which provides free, daily afterschool programs to more than 150,000 children in need at 728 school and community sites in 18 chapters across the U.S. Our goals for our All-Stars are the same we have for our own children: to be healthy and active, to graduate high school and go on to college, to find a job that they love and to give back to their communities. We achieve this by identifying and fueling our students' individual passions, tying their interests to tailored academic support, enrichment and health and fitness programming.
About The Department And Role
The HR department’s focus is recruiting and compensation, performance management, culture and retention, national office management, employee benefits and labor relations, workforce amplification, and employee development. The National Director of Human Resources will have 3 direct reports.
The National Director of HR will report to the President, working closely with Chapter Executive Directors, Executive team, and leadership across the organization. The role will develop and execute strategy for the HR department, lead efforts to recruit, develop, and retain high quality staff, and oversee our National headquarters operations, employee benefits, labor relations, compensation and benefits, risk management processes, training and onboarding, and HR systems. ASAS headquarters in LA and have between 100-125 full-time staff with 30 employees. Our part-time staff count fluctuates from 200-350 depending on season.
Location
The National Director of HR will work in-person at National headquarters (6300 Wilshire Blvd. Los Angeles CA 90048) 4 days per week Monday-Thursday with the option of Friday to work remotely.
Responsibilities Include
Human Resources Staff Management and Department Operations
Establish key performance indicators (KPIs) in collaboration with Executive Leadership and other effective indicators to monitor progress of HR’s major functions. Support the growth and evolution of the organization by directly collaborating with the President on key initiatives identified as areas for opportunity and strengthening. Oversee and manage the HR department budget, HR& Talent dashboard, and board book updates. Serve as the eyes and ears for the organization and ensure direct reports maintain daily operations in the headquarters offices. Ensure Paylocity is optimized for ASAS’s needs. Creating the vision for the HR department and setting annual team objectives that align with the organizational vision. Identify areas for continuous improvement throughout the network, such as recommendations for process improvements, team restructuring, etc. Supervise HR team and provide guidance, support, and growth opportunities. Work to ensure that the HR team provides top quality support to departments and the network. Assist with and complete various annual audits. Develop and implement HR strategies that align with the organization’s mission and long-term goals. Ensure compliance with applicable laws in varying areas in the application of employment law. Periodically conduct internal departmental audits to proactively review areas for improvement.
Recruitment and Compensation
Collaborate with Chapters and Departments to understand staffing and recruiting needs. Review and provide feedback on job descriptions and recruitment strategies used around the network. Review and collaborate with Marketing on website presence and recruitment materials. Work with recruiting specialists to contribute to the overall talent acquisition strategy for the organization. Assist in sourcing, screening, and presenting candidates based on position requirements. Identify and build new and creative sourcing tools and recruitment networks. Build and promote processes, protocols, templates, and tools for hiring staff. Ensure the organization has top quality, job candidates by building strong referral and partnership networks and cultivating relationships with potential future candidates. Ensures compliance in recruiting nationwide. Build compensation guidelines and establish fair practices for salary bands and pay increases. Strives to ensure the organization’s pay is equitable.
Employee Development
Create and execute on a vision for talent development that fosters a strong culture of engagement and development to achieve organizational outcomes. Partner with the Executive team and managers across the organization to develop powerful, consistent on-boarding tools and techniques for new team members. Ensure applicants have interviews, onboarding and first 3-week welcome experiences that are high quality and reflective of the organization's culture. Working collaboratively to manage competency-based staff training and build structures to support staff professional development. Lead planning and development of high-impact professional development opportunities across the organization. Suggest professional development opportunities to invest in key leaders and managers, while allocating staff professional development program and budget. Analyze data regularly to make metric-based decisions. Cultivate internal professional development opportunities for learning and cultivating key leaders in the organization, such as the RISE fellowship program.
Performance Management
Create and administer annual talent/succession planning cycle, including objective talent identification tools to identify internal skills and areas of improvement. Manage staff evaluation and feedback cycles to develop and execute strategies that leverage managers and leaders to build a strong organizational culture. Review current performance feedback and processes to continuously improve the process of capturing performance data. Implement the 60- and 90-day survey process to help identify performance issues early in the employee life cycle and make recommendations to supervisors for continued improvement.
Culture and Retention
Develop and execute a people and culture strategy to attract, retain, develop, and scale the organization’s talent through equitable practices for full-time and part-time employees. Act as an internal consultant to the Executive team on topics such as leadership development performance management, culture building, and hiring practices. Strives to create a culture of belonging for employees. Manage annual updates to the Employee Handbook to ensure transparency in workplace expectations and legal requirements. Proactively and effectively improve workplace culture to foster organizational and individual effectiveness in a manner consistent with the organization’s values. Ensure the Executive team and managers have the expertise and tools necessary to foster organizational effectiveness in an environment that is varied across the United States. Foster a culture of accountability, trust, recognition, and results among staff at all levels consistent with the short and long-term objectives of the organization.
Employee Benefits and Labor Relations
Manages and maintains the organization’s employee benefits offerings through our partner, Alliant. Manage relationship with outside benefits vendors, especially Alliant, to evaluate and maximize services. Evaluate and manage ASAS’s Best Place to Work philosophies and employee benefits/wellness practices. Build and promote processes, protocols, templates, and tools for ensuring that ASAS aligns to all applicable employment laws and is approaching labor compliance with a high standard of excellence. Stays current on changing laws and requirements and adjusts ASAS policies as needed. Advise on federal, state, and local regulations and policies. Adjusts and manages the complaint and grievance process and protocol, including but not limited to, dispute resolution. Work with leaders across the organization to address labor or compliance related issues when they arise. Oversee the risk management processes for the organization, including emergency preparedness.
Requirements
Candidate Profile
The National Director of HR should embody ASAS’s core values: accountable, collaborative, transparent, proactive, and entrepreneurial, and demonstrate a commitment to the mission of helping kids succeed in school and in life.
The Ideal Candidate Will Demonstrate
A bachelor’s or advanced degree and a minimum of seven years of progressively responsible human resources generalist experience. Experience managing human resources staff. Non-profit experience with both full-time and part-time workforce. SHRM-SCP, or SPHR is strongly preferred. Strong integrity, ethics and professionalism and a commitment to advancing the organization’s mission. Ability to develop trusted relationships across all levels of the ASAS team, built on professionalism, follow-up, and accurate communication. Influence and coalition building skills with an ability to communicate and work effectively with a variety of internal and external stakeholders; able to achieve consensus amongst differing opinions. Possesses an executive presence and emotional intelligence. Strong verbal and written communication skills, including interpersonal, organizational, and project management skills. Adept, consultative approach and demonstrated ability to act as an internal advisor to the President, Executive team, Chapter Executive Directors, and leadership across the organization. Strong computer skills. Knowledge of Microsoft Office Suite. Experience overseeing and managing data from a HR platform is required; with proficiency in Paylocity or another contemporary HRIS is strongly preferred. As the organization’s ambassador for organizational culture, acts as a role model, leading and contributes to the organization’s culture initiatives. Advanced interview skills, sharp discernment, and ability to execute good judgment. A strategic thinker and manager who maintains a strong balance between creative vision and project management skills, which many times require one to actively roll up their sleeves to bring great ideas to life. A strong sense of ownership and the ability to work efficiently in a fast-paced environment. Dedication to continual learning and development. Ability to work independently as well as part of a team, including with remote colleagues and ASAS staff at all levels of the organization. Flexible and able to adapt to changing position demands and shifting organizational priorities.
The salary for this position is commensurate with qualifications and experience of the individual candidate with a range of $120-$140K. ASAS promotes a healthy work/life blend and offers a competitive benefits package, including medical, dental, vision, 403b match, paid time off, and 25 paid holidays.
ASAS is proud to be an equal opportunity employer. All qualified applicants will receive consideration for employment without regard to race, color, religion/creed, sex, national origin, disability, genetic information, pregnancy, veteran or active military status, alienage or citizenship status, arrest or conviction record, credit history, salary history, caregiver status, sexual orientation, gender identity, marital or partnership status, familial status, unemployment status, status as a victim of domestic violence, sexual violence or any other status protected by applicable law. Seniority level
Seniority level Executive Employment type
Employment type Part-time Job function
Job function Human Resources Industries Non-profit Organizations Referrals increase your chances of interviewing at After-School All-Stars by 2x Get notified about new National Director Human Resources jobs in
Los Angeles, CA . Los Angeles, CA $130,000.00-$155,000.00 15 hours ago Los Angeles, CA $175,000.00-$200,000.00 3 weeks ago Los Angeles, CA $200,000.00-$280,000.00 3 weeks ago Regional Human Resources Director - Southwest
Arcadia, CA $185,000.00-$250,000.00 2 weeks ago Santa Monica, CA $221,000.00-$286,000.00 1 week ago Vice President, Talent & Organizational Culture
Long Beach, CA $275,000.00-$300,000.00 5 days ago Long Beach, CA $120,000.00-$125,000.00 1 week ago Senior Director, HR Business Partner (Market)
Huntington Park, CA $185,000.00-$195,000.00 4 days ago Executive Director Human Resources, Hospitality
Culver City, CA $105,000.00-$140,000.00 1 month ago Executive Director, Human Resources Operations
Long Beach, CA $212,352.00-$237,804.00 1 month ago Director of Staffing (Start up business)
Los Angeles Metropolitan Area 8 hours ago Los Angeles, CA $200,000.00-$350,000.00 16 hours ago We’re unlocking community knowledge in a new way. Experts add insights directly into each article, started with the help of AI.
#J-18808-Ljbffr