Deputy Director for Human Resources & Chief Diversity Officer

Deputy Director for Human Resources and Chief Diversity Officer

Salary Range: $200,000.00 To $220,000.00 Annually

Primary Function: The Deputy Director for Human Resources and Chief Diversity Officer is a key member of the leadership team at the Barnes and serves as a trusted advisor and business partner to all levels of staff within the institution. The Deputy Director for Human Resources and Chief Diversity Officer is responsible for overseeing the Human Resources department and the development and implementation of human resources (HR) and diversity, equity, inclusion and accessibility (DEIA) strategies, systems and policies, plans and services, including recruitment, orientation, training, benefits management, succession planning, compensation, employee relations, diversity equity inclusion and accessibility, compliance with state and federal labor laws, employment practices and procedures, conflict resolution and incident documentation, etc. This role provides leadership and coaching needed to enhance the skills and abilities of all leaders to work cohesively and to align HR and DEIA strategies and practices with the institution’s mission, vision, values and strategic plan.  The Deputy Director for Human Resources and Chief Diversity Officer will provide strategic HR and DEIA leadership in coordination with the executive management team.

Education/Training/Experience: 

• Bachelor’s Degree in Business, Management, Human Resources or related field; Master’s degree preferred.
• Ten years of experience in human resources with increasing supervisory responsibilities.
• Experience within an educational, arts & culture, or non-profit organization a plus.
• Demonstrated strong working knowledge of critical human resource functions including strategic business management, workforce planning and employment, compensation and benefits, risk management, employee and labor relations, HR compliance and best practices, and HR technology; preferably with ADP WorkforceNow. 
• Excellent interpersonal skills resulting in a proven track record of developing and maintaining collaborative relationships with all levels of management and staff. 
• Demonstrated financial, budget, and project management experience  
• Demonstrated sound judgment and integrity with the ability to analyze a situation, determine actionable solutions and implement those solutions effectively.  
• Advanced skills in Microsoft Office, Excel, and Power Point
• Leadership, including the interpersonal and professional skills necessary to manage staff and work effectively with all individuals doing business with The Barnes. 
• Excellent organizational skills and attention to detail
• Excellent verbal and written communication skills 
• Demonstrated ability to manage multiple tasks and to prioritize
• Strong analytical, strategic thinking and reasoning skills 
• Licenses/Certifications:   PHR or SHRM-CP required; SPHR or SHRM-SCP preferred.

Physical Demand Analysis:  

• Physical Requirements:  Lifting up to 10 lbs.  80% of day sitting required.
• Visual Requirements:   Extensive computer use.
• Hearing Requirements:  Phone use
• Working Conditions:  Position operates in an environment that is generally free of noise, dust, temperature extremes or other hazards.

Job Specific Competencies:

• Serve as a resource to senior management on organizational strategy development as it relates to the workforce at the institution
• Demonstrate a commitment to equity, excellence and high expectations for all staff, volunteers, and contractors by creating organizational policies and structures that remove barriers and foster inclusion for everyone
• Design and execute effective strategies to fulfill the Barnes’s commitment to diversity, equity, and inclusion   
• Collaborate with departments and senior leadership across the institution to ensure the Barnes provides a workplace environment that is welcoming, supportive and inclusive for all staff and a visitor experience that reflects best practice in diversity, equity, and inclusion 
• Develops robust policy and communicates the value of diversity, equity, and inclusion to employees, volunteers, contractors, and external stakeholders
• Ensures the institution develops a high-performing, mission-driven culture by strategically gauging staff morale, addressing organizational issues while providing HR solutions and increasing institutional effectiveness and health 
• Participates in strategic planning for the institution. Provides leadership and consulting support to senior leadership and management on matters of reinforcing culture, setting goals, developing policy, and implementing strategic objectives. Aligns organizational structure, roles, and responsibilities to achieve goals
• Collaborate with all levels of management to foster a diverse workforce and inclusive culture through recruitment, programming and employee activities that bring staff together
• Manage the human resources function consisting of the Director of Human Resources and Human Resources Manager to ensure that all projects, initiatives, and day to day tasks are performed in a compliant, timely, accurate and efficient manner
• Provide professional development to human resources staff to increase the team member’s value within the institution
• Provide guidance to management with relationship to workforce planning and organizational structure. This includes determining actionable solutions for restructuring if needed and implementing any identified additions or reductions to staff in an efficient, timely and compliant manner
• Foster excellent relationships with managers to serve as a proactive partner by providing coaching and facilitating discussions related to performance management, employee relations and policy interpretation
• Promptly address any employee complaints by conducting a thorough investigation, making appropriate recommendations to senior leadership and following through with all employees involved
• Maintain all levels of employment related compliance within the institution. This includes but is not limited to the employee handbook and related employment policies, labor law postings, reporting (OSHA, EEO, internal), risk management, health and welfare benefits, retirement plan, employee files and documentation and any other required employee communications.  Serve as a member of the Safety Committee.
• Oversees compensation and benefit programs, including job description and classification, salary structure and salary adjustments. Assesses the competitiveness of human resources programs and practices against the relevant markets and makes recommendations for improvements and changes. Oversee benefit plan communication, enrollment, administration, and changes
• Works with the Executive Director, General Counsel and the Foundation’s Board of Trustees to review executive compensation, facilitate Executive Director annual review, and propose recommendations for institutional salary increases including senior leadership
• Strategizes talent management, including staff training and leadership development, retention, recognition, employee communication and career development. Supervises employee training programs that address, assess, and evaluate the training and staff development needs of the institution and increase the skills of employees. This includes developing/implementing management training to help department managers lead a diverse workforce
• Maintain communication resources for employees that are easily accessible and provide employees with information that will help them to perform their jobs and achieve positive job satisfaction.
• Serve as a role model of ethical behavior by consistently conforming to the highest ethical standards and practices.
• All other duties as assigned

Managerial Competencies: 

• Demonstrates the ability to monitor, supervise and hold accountable all employees in the areas of attendance, completion of documentation, ADP and implementation of all company policies, procedures and protocols. 
• Supervises and meets regularly with all direct reports to review operational metrics and provide ongoing guidance; documents constructive feedback regarding job specific functions, responsibilities and competencies.  
• Maintains written documentation of supervision for oversight and review by other parties as appropriate.
• Maintains a stable, productive team environment through effective communication, staff appreciation and other activities that yield a high level of employee engagement to support and preserve the employee’s interest in working for The Barnes Foundation.

Organization-Wide Competencies:

• Effective Resource Use: Develops strategies and makes decisions that use time and resources wisely, manages resources effectively.
• Customer Focus: Demonstrates desire to help or serve others; identifies, anticipates and addresses internal and external needs; does what is necessary to ensure satisfaction.
• Problem-solving: Identifies problems and/or challenges.  Weights pros and cons of all possible solutions.  Involves other in developing creative solutions to problems.  Makes innovative use of computers and other information technology to contribute to problem solving.  Produces practical solutions after carefully considering risks and alternatives.  Willingly incorporates new and different information as it becomes available.        
• Relationship building:  Effectively builds and maintains harmonious, professional, respectful and productive relationships within The Barnes Foundation, professional field and community. Effectively works in a team setting.  Communicates honestly and directly; shows diplomacy and tact.  Uses appropriate channels of communication.
• Professional Presentation:  Complies with organization policy and procedure.  Demonstrates self-awareness and understanding of others; listens well; perceives emotions, concerns and interests accurately, and uses these skills to advance The Barnes Foundation mission; creates a healthy work environment; shows composure; and respects people of different cultures, ages and genders.
• Active Learning:  Demonstrates curiosity and initiative to seek information; seeks to understand The Barnes Foundation business and outside factors that impact it; learns from best practices and generates fresh approaches; learns from experience and others; acquires skills; seeks feedback and advice resulting in improvement.
• Initiative: Takes calculated risks and does things that are new, different, or out of the box when necessary to reach goals, speaks up, asserts oneself, makes tough decisions in a timely manner; takes responsibility for outcomes.
• Ethics:  Demonstrates ethical business practices; demonstrates and conducts oneself in a manner consistent with the organization’s mission statement and core values.
• Promotes the continuous growth of the Barnes Foundation.
• Interacts and communicates with fellow employees in a manner that promotes a harmonious and cooperative working environment in accordance with our Core Values.