Newfields
Job Description
Opportunity Title: Director of Human Resources
Reports To: Chief People & Culture Officer
Salary or Hourly: Salaried
Detailed Description
The Director of HR at Newfields plays a critical role in supporting the HR department across multiple functions, including leave administration, employee relations, policy development, reporting, and talent acquisition. The Director of HR will also provide key support in Learning and Development (L&D), Diversity, Equity, Inclusion, and Accessibility (DEIA) initiatives, and work closely with the team to ensure compliance, operational efficiency, and positive employee experience. This role requires a strong balance of strategic vision and hands-on leadership.
Responsibilities Team Leadership:
Manage a team of HR Professionals. Coach and develop them to be strong partners with business leaders and cultivate their impact on the organization they serve. Inspire and lead your team to achieve excellence and operational efficiency. Employee Performance, Experience, Engagement & Rewards:
Oversee and lead the roll out of key programs across the organization, including, but not limited to, Performance and Talent Reviews, Compensation Reviews, Engagement Surveys, Best Place to Work Certifications, Succession Planning, etc. Lead HR Strategy:
Manage the overall HR function and provide HR leadership to the organization, talent management, employee relations, supporting the organization to ensure the proper execution of HR strategy, including some budget planning. Talent Management:
Oversee recruitment, retention, and development programs to ensure the company attracts and retains top talent. This includes managing succession planning and leadership development initiatives. Analyze, evaluate, and update incentive and compensation plans regularly to meet current business needs and retain the workforce. Employee Relations:
Oversee and conduct complex investigations related to employee concerns and complaints, handling each situation with the utmost integrity and brevity. Ensure all complaints and investigations are handled with care and respect. Performance Management:
Implement performance management systems to drive employee engagement and productivity. This includes setting performance standards, conducting evaluations, and providing feedback and coaching. HR Operations:
Ensure efficient HR operations, including payroll, benefits administration, and compliance with all relevant regulations. Streamline HR processes to improve efficiency and effectiveness. Drive enrollment annually, claims utilization, and make recommendations regarding the benefits platform. Policy Development:
Develop and implement HR strategy, policies, and best practices, ensuring all policies and procedures are current and meet legal requirements. Diversity and Inclusion:
Promote diversity and inclusion initiatives to create a welcoming and equitable workplace for all employees. Community Engagement:
Participate in community events and employee engagement initiatives. People Analytics:
Leverage data analytics to drive data-informed decision-making and enhance HR operations. Develop metrics, dashboards, and reports to provide valuable insights on key HR metrics, talent analytics, and workforce trends to enable strategic workforce planning. Use key people metrics to report on and measure performance to proactively highlight areas of risk and opportunity. Employment Law Compliance:
Partner with the Legal team to develop and implement strategies to manage risks associated with employment practices. Stay abreast of legal and regulatory changes impacting the workforce, and ensure that People programs, policies, procedures, and practices are updated accordingly. Collaborate with internal and external legal counsel to navigate complex employment issues, ensuring the organization's operations remain compliant and ethically sound across all areas. Ensure compliance with federal, state, and local legal requirements by monitoring existing and new legislation. Ensure people-related compliance training is being delivered and deployed across the organization in a timely and accurate manner. Other Additional Duties Assigned Required Skills
Proven experience with UKG/UltiPro
(Ultimate Kronos Group) and a strong understanding of HR systems and processes. Excellent written and verbal communication skills, with the ability to create detailed reports and communicate policies clearly. Strong organizational skills with the ability to manage multiple priorities simultaneously. Knowledge of labor laws and HR best practices. Ability to handle sensitive employee information with discretion and adhere to privacy regulations. Education and/or Experience
Bachelor's degree in human resources, Business Administration, or a related field. Minimum of 10 years of progressive HR leadership experience, with at least 5 years at a director or Senior Director level. SHRM-CP, PHR, or other relevant HR certifications preferred. Experience in a nonprofit or arts organization preferred. Professional certifications (e.g., SPHR, SHRM-SCP) are a plus. Strong strategic thinking and business acumen, with a proven successful track record of designing, developing, and aligning HR initiatives with business objectives to support operations.
Physical Demands of the Work Environment
The physical demands and work environment characteristics described here are representative of those that must be met by an employee to successfully perform the essential functions of the job. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions.
Physical demands:
While performing the duties of this job, the employee is occasionally required to stand, walk, use hands to handle, or feel objects, tools, or controls; reach with hands and arms. The employee must occasionally lift and/ or move up to 25 pounds. This position may have prolonged periods of sitting at a desk, using a computer, and managing paperwork.
Work environment:
The work environment for this position is primarily working in a standard office environment with no exterior windows, with a focus on desk-based tasks such as managing files, emails, and HR software. Interaction with various departments requires effective communication and teamwork.
Equal Opportunity Employer This employer is required to notify all applicants of their rights pursuant to federal employment laws. For further information, please review the Know Your Rights notice from the Department of Labor.
Opportunity Title: Director of Human Resources
Reports To: Chief People & Culture Officer
Salary or Hourly: Salaried
Detailed Description
The Director of HR at Newfields plays a critical role in supporting the HR department across multiple functions, including leave administration, employee relations, policy development, reporting, and talent acquisition. The Director of HR will also provide key support in Learning and Development (L&D), Diversity, Equity, Inclusion, and Accessibility (DEIA) initiatives, and work closely with the team to ensure compliance, operational efficiency, and positive employee experience. This role requires a strong balance of strategic vision and hands-on leadership.
Responsibilities Team Leadership:
Manage a team of HR Professionals. Coach and develop them to be strong partners with business leaders and cultivate their impact on the organization they serve. Inspire and lead your team to achieve excellence and operational efficiency. Employee Performance, Experience, Engagement & Rewards:
Oversee and lead the roll out of key programs across the organization, including, but not limited to, Performance and Talent Reviews, Compensation Reviews, Engagement Surveys, Best Place to Work Certifications, Succession Planning, etc. Lead HR Strategy:
Manage the overall HR function and provide HR leadership to the organization, talent management, employee relations, supporting the organization to ensure the proper execution of HR strategy, including some budget planning. Talent Management:
Oversee recruitment, retention, and development programs to ensure the company attracts and retains top talent. This includes managing succession planning and leadership development initiatives. Analyze, evaluate, and update incentive and compensation plans regularly to meet current business needs and retain the workforce. Employee Relations:
Oversee and conduct complex investigations related to employee concerns and complaints, handling each situation with the utmost integrity and brevity. Ensure all complaints and investigations are handled with care and respect. Performance Management:
Implement performance management systems to drive employee engagement and productivity. This includes setting performance standards, conducting evaluations, and providing feedback and coaching. HR Operations:
Ensure efficient HR operations, including payroll, benefits administration, and compliance with all relevant regulations. Streamline HR processes to improve efficiency and effectiveness. Drive enrollment annually, claims utilization, and make recommendations regarding the benefits platform. Policy Development:
Develop and implement HR strategy, policies, and best practices, ensuring all policies and procedures are current and meet legal requirements. Diversity and Inclusion:
Promote diversity and inclusion initiatives to create a welcoming and equitable workplace for all employees. Community Engagement:
Participate in community events and employee engagement initiatives. People Analytics:
Leverage data analytics to drive data-informed decision-making and enhance HR operations. Develop metrics, dashboards, and reports to provide valuable insights on key HR metrics, talent analytics, and workforce trends to enable strategic workforce planning. Use key people metrics to report on and measure performance to proactively highlight areas of risk and opportunity. Employment Law Compliance:
Partner with the Legal team to develop and implement strategies to manage risks associated with employment practices. Stay abreast of legal and regulatory changes impacting the workforce, and ensure that People programs, policies, procedures, and practices are updated accordingly. Collaborate with internal and external legal counsel to navigate complex employment issues, ensuring the organization's operations remain compliant and ethically sound across all areas. Ensure compliance with federal, state, and local legal requirements by monitoring existing and new legislation. Ensure people-related compliance training is being delivered and deployed across the organization in a timely and accurate manner. Other Additional Duties Assigned Required Skills
Proven experience with UKG/UltiPro
(Ultimate Kronos Group) and a strong understanding of HR systems and processes. Excellent written and verbal communication skills, with the ability to create detailed reports and communicate policies clearly. Strong organizational skills with the ability to manage multiple priorities simultaneously. Knowledge of labor laws and HR best practices. Ability to handle sensitive employee information with discretion and adhere to privacy regulations. Education and/or Experience
Bachelor's degree in human resources, Business Administration, or a related field. Minimum of 10 years of progressive HR leadership experience, with at least 5 years at a director or Senior Director level. SHRM-CP, PHR, or other relevant HR certifications preferred. Experience in a nonprofit or arts organization preferred. Professional certifications (e.g., SPHR, SHRM-SCP) are a plus. Strong strategic thinking and business acumen, with a proven successful track record of designing, developing, and aligning HR initiatives with business objectives to support operations.
Physical Demands of the Work Environment
The physical demands and work environment characteristics described here are representative of those that must be met by an employee to successfully perform the essential functions of the job. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions.
Physical demands:
While performing the duties of this job, the employee is occasionally required to stand, walk, use hands to handle, or feel objects, tools, or controls; reach with hands and arms. The employee must occasionally lift and/ or move up to 25 pounds. This position may have prolonged periods of sitting at a desk, using a computer, and managing paperwork.
Work environment:
The work environment for this position is primarily working in a standard office environment with no exterior windows, with a focus on desk-based tasks such as managing files, emails, and HR software. Interaction with various departments requires effective communication and teamwork.
Equal Opportunity Employer This employer is required to notify all applicants of their rights pursuant to federal employment laws. For further information, please review the Know Your Rights notice from the Department of Labor.