Senior Director of Staff Development and Human Resources
General Summary: The Senior Director of Staff Development and Human Resources provides overall direction to the Zoo on personnel matters and talent strategy in a manner consistent with the Zoo’s mission. As leader of the Staff Development and Human Resources team, the Senior Director is focused on attracting, developing, nurturing, and retaining qualified employees. The Senior Director oversees the development and implementation of human resources policies and services, including recruitment, selection, retention, legal compliance, employee benefits, 401k plan management, employee relations, employee well-being, employment practices, employee communications, and employee events.
Recruit, interview, hire, and train new staff in the department;
Oversee the daily workflow of the department;
Manage the schedule of the department staff to ensure appropriate coverage;
Provide constructive and timely performance evaluations to members of team; and
Handle discipline and termination of department employees.
Provide counsel to Zoo management team, supervisors, and employees on personnel issues;
Foster a workplace environment consistent with the values and mission outlined by the leadership of the Zoo;
Facilitate professional development and training of employees, while managing talent in a nurturing and supportive manner;
Provide tools and resources to enhance employee well-being;
Provide leadership in recruitment by developing creative and cost-effective ways of generating high-quality candidates. Develop long-term relationships with organizations and individuals who will enhance the talent pipeline flow toward the Zoo. Working with supervisors and Zoo recruiters, recruit, interview, and recommend qualified employee candidates who can best contribute to the success and growth of the Zoo;
Monitor and ensure the organization’s compliance with federal, state and local laws related to employee benefits, compensation, employment, and training. Remain current with changes in human resource and employment law and manage Zoo relationships with state and local regulatory agencies;
Provide training and advice to managers in conducting annual employee performance appraisals and related record-keeping;
Oversee employee benefit programs including medical, dental, life, and disability insurance, supplemental medical, 401(k) plan, EAP, Personal Time Off (PTO) and sick leave processing, and unemployment compensation;
Advise and support managers who are handling employee performance review, discipline, and terminations;
Assist management in responding to disputes relating to or arising out of human resources;
Develop and implement a highly effective supervisory training program that emphasizes the critical importance and value of the role that the Zoo’s supervisors play in fostering and supporting the Zoo’s culture (with emphasis on Zoo mission and policies);
Provide input on wages and salaries, with particular emphasis on compliance with annual salary budget;
Oversee personnel record-keeping related to all personnel matters including new hires, employee reviews, promotions, transfers, separations, and exit interviews;
Establish specific job requirements of individual jobs within each department for the creation and oversight of job descriptions;
Work as team player to support the needs of other departments; and
Perform other duties as assigned.
Communication (Internal and External):
Represent Zoo management in a wide variety of personnel matters with sensitivity and total confidentiality;
Mediate meetings regarding employee performance, interpersonal conflicts, and other aspects of human relations;
Maintain strong working relationships with Human Resource vendors; and,
Represent the department internally and externally, including interactions with the Board of Trustees.
Management of Resources (financial, human resources, facilities):
Complete special projects or other duties as assigned;
Plan and coordinate many projects simultaneously;
Contribute to decision-making affecting corporate strategy; and
Assist in the development of the annual department budget.
Education and/or Experience.
• Bachelor’s degree in Business Administration, Human Resources, or related field; or
• Ten (10) years of human resources or related experience.
Valid Driver’s License.
Ability to use PC and widely used software packages, e.g. Google Workplace, spreadsheets (Excel) and other Microsoft Office Suite tools, HRIS/database.
SHRM-CP or SHRM-SCP professional credentials;
Excellent judgment in choosing appropriate management response to a wide variety of personnel issues;
Understanding of the unique needs of individuals;
Being creativity in adopting approaches to staff attraction, development, and retention;
Excellent written and oral communication skills in English;
Ability to meet deadline and accomplish work in order of priority;
Ability to maintain professional composure and effectiveness under pressure and changing conditions;
Strong organizational skills;
Ability to perform well in a team environment;
Ability to learn new duties and adjust to new situations encountered on the job within a reasonable amount of time;
Ability to negotiate conflict and maintain constructive working relationships with people at all levels of the organization (both inside and outside the Zoo); and
Ability to work with a wide variety of individuals from diverse demographic backgrounds.
Ability to operate a variety of machines and equipment including computer, telephone, radio, and vehicles.
Ability to sit at desk and work on computer for prolonged periods;
Ability to travel throughout the Zoo as needed;
Ability to lift up to 35 pounds;
Ability to work in a satellite office facility such as a customized modular trailer; and
Ability to work eight-hour workday; variations in work volume sometimes require extended working hours, approximately (but not limited to) one to five days a week.
The statements above are intended to describe the general nature and level of work being performed by employees assigned to this classification. They are not intended to be construed as an exhaustive list of all responsibilities, duties and/or skills required of all personnel so classified. Therefore, management reserves the right to revise the job or to require that other or different tasks be performed when circumstances change.
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