Institute of American Indian Arts · 1 week ago
Human Resources Director
Santa Fe, NM
Full-time
Onsite
Director/ExecutiveThe Institute of American Indian Arts is seeking a Human Resources Director to manage all HR functions, services, policies, and programs. This role requires a senior-level professional who will serve as a strategic consultant to leadership on various HR matters and oversee the HR department's operations.
Higher Education
Responsibilities
Manage, direct, and oversee the HR department’s budget, staff, and services
Prepare, monitor, and manage the HR budget
Hire, train, supervise, coach, and motivate the HR staff and IAIA staff as needed
Implement HR strategies by establishing department accountabilities, including talent acquisition, staffing, employment processing, compensation, health and welfare benefits, training and development, records management, employee relations and retention, and Equal Employment Opportunity (EEO) compliance
Manage, direct, and lead all of HR’s key functions of security and management of records, onboarding, creation of a standardized performance management program, compensation, and benefits administration
Recruitment and staffing of talent in collaboration with hiring departments
Works closely with supervisors to create and update job descriptions. Performs job analysis as required
Implement IAIA’s onboarding and orientation process
Assist and/or collaborate with management in staff development and training
Monitor, track, and report on staff compensation issues and internal equity
Oversee the administration of IAIA’s benefit programs. Conducts negotiations with medical benefits carrier(s) as required
Monitor, review, formulate, recommend, and implement HR policies, procedures, and programs, in collaboration with the VPO and appropriate policy committees
Accomplish special project results by identifying and clarifying issues and priorities; communicating and coordinating requirements; expediting fulfillment; evaluating milestone accomplishments; evaluating optional courses of action; changing assumptions and direction
Support management by providing HR advice, counsel, and decisions; analyzing information, relevant legal factors, and historical precedents
Guide management and employee actions by researching, developing, writing, and updating policies, procedures, methods, and guidelines; communicating and applying IAIA’s core values
Participate in Strategic Workforce Planning (including succession planning and organizational management)
Manage Human Resources Information Systems (HRIS) to ensure data integrity and work collaboratively with Information Technology (IT) on system upgrades
Supports IAIA’s mission and commitment to Native preference in hiring
Develop, deliver, or identify supervisory leadership training which may include performance management, corrective action, and compliance
Develop, maintain, and analyze compensation structures and market comparisons to ensure internal equity and competitiveness
Develop and track relevant HR metrics (turnover, time to hire, and vacancy rates). Conducts exit interviews as required. Communicate all findings to the VPO and the President’s Cabinet
Serves as HR lead for emergency preparedness and crisis response
Ensure IAIA’s compliance with federal, state, and local legal requirements by studying existing and new legislation; anticipating legislation; enforcing adherence to regulatory requirements; advising management on needed actions, which include but are not limited to:
Americans with Disabilities Act of 1990 (ADA)
Background Checks
Consolidated Omnibus Budget Reconciliation Act (COBRA)
Equal Employment Opportunity (EEO)
Fair Labor Standards Act (FLSA)
Family and Medical Leave Act (FMLA)
Federal Employees’ Compensation Act (FECA)
Record Retention Guidelines
New Mexico State Unemployment Insurance Guidelines
Sexual Harassment
Wage and Hour Guidelines (Santa Fe County, New Mexico, and Federal)
Whistleblower and Retaliation Protection
Update job knowledge by participating in conferences and educational opportunities; reading professional publications; maintaining personal networks; participating in professional organizations
Accept ownership for accomplishing new and/or challenging requests and explore opportunities to add value to job accomplishments
Provide effective, clear and concise employee communications on relevant HR-related topics
Originate and lead HR practices and objectives that will foster an employee-oriented culture that emphasizes quality, best practices, approachability, and achieving strategic goals
Qualification
Required
In-depth knowledge of principles, practices, and functions of effective HR Management
Understand and apply information to contribute to IAIA's strategic goals
Provide high-level guidance to IAIA's key stakeholders
Effective exchange of information with key IAIA stakeholders
Interpret a wide range of information to make organizational decisions or recommendations
Direct and contribute to initiatives and processes within IAIA
Manage interactions to provide effective HR support and services to IAIA
Integrate IAIA's core values, integrity, and accountability throughout IAIA and its practices
Value and consider the perspectives, backgrounds, and cultural practices of all parties at IAIA
Significant independence, self-sufficiency, and initiative
Deliver results from the most basic transactional issues to substantially complex matters, with accuracy, confidentiality, and with a sense of urgency
Serve as the HR consultant to Senior Leadership and the management team on a diverse range of employment regulations, legal matters, employee relations issues, and compliance requirements
Collaboration with the Vice President of Operations (VPO) to respond proactively to the changing medical insurance environment, competition for talent, application of technology to enhance HR functions, adaptation to changes in the constantly evolving legal landscape, and expertise in management of a multigenerational and multicultural workforce
Manage, direct, and oversee the HR department's budget, staff, and services
Prepare, monitor, and manage the HR budget
Hire, train, supervise, coach, and motivate the HR staff and IAIA staff as needed
Implement HR strategies by establishing department accountabilities, including talent acquisition, staffing, employment processing, compensation, health and welfare benefits, training and development, records management, employee relations and retention, and Equal Employment Opportunity (EEO) compliance
Manage, direct, and lead all of HR's key functions of security and management of records, onboarding, creation of a standardized performance management program, compensation, and benefits administration
Recruitment and staffing of talent in collaboration with hiring departments
Work closely with supervisors to create and update job descriptions. Perform job analysis as required
Implement IAIA's onboarding and orientation process
Assist and/or collaborate with management in staff development and training
Monitor, track, and report on staff compensation issues and internal equity
Oversee the administration of IAIA's benefit programs. Conduct negotiations with medical benefits carrier(s) as required
Monitor, review, formulate, recommend, and implement HR policies, procedures, and programs, in collaboration with the VPO and appropriate policy committees
Accomplish special project results by identifying and clarifying issues and priorities; communicating and coordinating requirements; expediting fulfillment; evaluating milestone accomplishments; evaluating optional courses of action; changing assumptions and direction
Support management by providing HR advice, counsel, and decisions; analyzing information, relevant legal factors, and historical precedents
Guide management and employee actions by researching, developing, writing, and updating policies, procedures, methods, and guidelines; communicating and applying IAIA's core values
Participate in Strategic Workforce Planning (including succession planning and organizational management)
Manage Human Resources Information Systems (HRIS) to ensure data integrity and work collaboratively with Information Technology (IT) on system upgrades
Support IAIA's mission and commitment to Native preference in hiring
Develop, deliver, or identify supervisory leadership training which may include performance management, corrective action, and compliance
Develop, maintain, and analyze compensation structures and market comparisons to ensure internal equity and competitiveness
Develop and track relevant HR metrics (turnover, time to hire, and vacancy rates). Conduct exit interviews as required. Communicate all findings to the VPO and the President's Cabinet
Serve as HR lead for emergency preparedness and crisis response
Ensure IAIA's compliance with federal, state, and local legal requirements by studying existing and new legislation; anticipating legislation; enforcing adherence to regulatory requirements; advising management on needed actions
Update job knowledge by participating in conferences and educational opportunities; reading professional publications; maintaining personal networks; participating in professional organizations
Accept ownership for accomplishing new and/or challenging requests and explore opportunities to add value to job accomplishments
Provide effective, clear and concise employee communications on relevant HR-related topics
Originate and lead HR practices and objectives that will foster an employee-oriented culture that emphasizes quality, best practices, approachability, and achieving strategic goals
Company
Institute of American Indian Arts
The Institute of American Indian Arts (IAIA) offers undergraduate degrees in Studio Arts, Creative Writing, Cinematic Arts and Technology, Indigenous Liberal Studies, and Museum Studies—a minor in Performing Arts, an MFA in Creative Writing, along with certificates in Business and Entrepreneurship, Museum Studies, and Native American Art History.
Founded in 1962
51-200 employees
Funding
Current Stage
Growth StageCompany data provided by crunchbase