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About the job

ALA Value Statement

At ALA we achieve great things together! We are nimble and act with a sense of urgency to exceed member expectations and contribute to their success. Through candid, honest communications, with a quest to understand, we create a collaborative and engaging workplace. We are accountable to each other, encouraging and respecting everyone’s opinion, to successfully achieve the goals of the Association.

ALA Core Values

· Work with a Sense of Urgency. We act promptly and efficiently to exceed the expectations of our members and constituents.

· Embrace Diversity and Demonstrate Inclusion. We celebrate our diversity as individuals and recognize its power to strengthen the organization through the collaboration of our talents, skills, and experiences.

· Act with Integrity. We build trust through open and honest communication based on mutual respect; speak thoughtfully, encourage and value diversity of opinion, be authentic.

· Be Accountable. We take ownership for the quality of our individual work, but also take pride in what we deliver as a team. We are committed to personal excellence and self-improvement.

· Be Creative. We use our imagination to drive the innovation of new services, products, and processes, while enjoying an atmosphere where we can have fun and still get our work done.

GENERAL SUMMARY: The Human Resources Director is a strategic leader who will develop, oversee, coordinate, and implement the policies, initiatives, staff, and vendors that support the Human Resource (HR) department, ensuring legal compliance and implementation of the organization’s mission and strategy. Collaborates with senior leadership to understand and execute the organization’s needs, goals and strategy on all matters related to talent management. Helps to foster a culture that enables all staff to represent the core values.

ESSENTIAL DUTIES AND RESPONSIBILITIES:

1. Plans, leads, recommends, and implements policies, processes, training, initiatives, and data collection to support the organization’s human resource compliance and strategy needs.

2. Oversees the administration of human resource programs and policies including, but not limited to compensation, benefits and leave, disciplinary matters, disputes and investigations, performance and talent management, recognition and morale, occupational health and safety, and training and development.

3. Leads efforts to identify and align employees’ goals and performance relative to diversity, equity, inclusion, and accessibility (DEIA). Ensures progression toward achieving meaningful and measurable results.

4. Oversees the administration of the employee 401(k) retirement plan including enrollments and terminations; ensures timely contributions to participants’ accounts in accordance with current regulations. Assists third-party administrator with annual administration of the plan.

5. Leads performance evaluation process as well as compensation reviews and analysis. Trains managers on providing feedback and documenting performance.

6. Conducts research and analysis of organizational trends including review of reports and metrics using the organization's human resource information system (HRIS) and talent management system.

7. Monitors and ensures the organization's compliance with federal, state, and local employment laws and regulations; reviews and modifies policies and practices to maintain compliance.

8. Manages and administers the association’s risk management insurance including Commercial Liability, Umbrella, Workers’ Compensation, Cyber Liability, and Directors & Officers Liability/Employment Practices Liability /Commercial Crime/Fiduciary Liability policies.

9. Maintains knowledge of trends, best practices, regulatory changes, and new technologies in human resources, talent management, and employment law; applies this knowledge to communicate changes in policy, practice, and resources to senior management.

10. Manages contracting of third-party HR services providers and ensures that they are performing all contractual obligations.

11. Develops and implements departmental budget.

12. Facilitates professional development, education, training, and certification opportunities for staff.

13. Performs other duties as required.

KNOWLEDGE, SKILLS, AND ABILITIES REQUIRED:

1. Knowledge and expertise in the core functions of human resources. Competencies include analytical and problem-solving skills, excellent verbal and written communication skills, time management, excellent supervisory and coaching skills necessary to lead, build relationships with and motivate work teams.

2. Ability to develop and analyze benefit plans, assess training needs, and manage performance management processes.

3. Comprehensive knowledge and understanding of insurance regulations, plan designs and third-party recordkeeping/administration required. Familiarity with COBRA, ERISA, and related state and federal regulations.

4. Working knowledge of budget development, preparation, and analysis.

5. Interpersonal skills (empathy, compassion, emotional intelligence) necessary to deal effectively with confidential, disciplinary, and uncomfortable situations. Facilitating, negotiating, and mediation skills required. Able to handle internal conflicts with diplomacy, while remaining impartial and objective.

6. Writing skills necessary to prepare HR documents, proposals, and other items for internal and external distribution. Advanced proficiency with MS Office 365, Teams, and SharePoint.

7. Well-organized and self-directed individual able to manage multiple projects simultaneously with tight deadlines.

PREFERRED EXPERIENCE:

1. Executive-level experience in critical decision-making and strategic management.

2. Experience working within an association/non-profit environment.

EDUCATION AND/OR TRAINING:

1. A broad-based background of education as evidenced by a bachelor’s degree in Business Administration or Human Resources required or a combination of experience and knowledge acquired in comparable positions in comparable organizations.

2. Minimum of seven years progressively responsible senior management experience in human resources, training, and development, as well as equal employment opportunity, and DEIA programs required.

3. Advanced degree such as MBA and/or SHRM/SPHR/PHR certification preferred.

SUPERVISORY RESPONSIBILITIES:

Third-party service provider(s). Potential for internal direct reports.

WORKING CONDITIONS:

1. Normal office environment with little exposure to excessive noise, dust, temperature, and the like.

2. Ability to retrieve and distribute files, written documents or office supplies weighing up to 40 lbs. and to retrieve and replace objects from shelves of up to eight feet high.

3. Intermittent, and on occasion prolonged, physical activity including standing, walking, bending, reaching and prolonged periods of sitting.

4. Work occasionally requires more than 37.5 hours per week to perform the essential duties of the position.

5. Occasional travel required.

Equal Employment Opportunity

ALA maintains a strong commitment to creating and preserving equal employment opportunity for all employees and applicants. Out equal employment opportunity philosophy applies to all aspects of employment with ALA, including job benefits, social activities, hiring, recruiting, training, promotion, compensation, and other personnel matters. All employment-related decisions are made without regard to race, color, religion, gender (or sex), sexual identity, national origin, age, ancestry, citizenship, marital status, sexual orientation, physical or mental disability, military or veteran status, pregnancy, arrest record, unfavorable discharge from military service, or any other legally protected status. Compliance with this policy is required of all employees. Violations of this policy should be immediately reported to the Director of Human Resources, the Executive Director or your manager.