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Innity · 5 days ago

Human Resources Director

Santa Fe, NM

Full-time

Onsite

Director/Executive

7+ years exp

Innity is seeking a Human Resources Director responsible for managing all HR functions and services at the Institute of American Indian Arts (IAIA) and the IAIA Museum of Contemporary Native Arts. The HR Director will oversee HR strategies, manage the HR department's budget and staff, and serve as a consultant to senior leadership on various HR and compliance issues.

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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

HR ManagementEmployment Law KnowledgeStrategic Workforce PlanningHRIS ManagementEmployee RelationsCultural EffectivenessCoaching SkillsCommunication SkillsLeadership Skills

Required

BA in HR or a related field

at least seven (7) years of direct experience in HR at the senior-level

HR expertise with a demonstrated management background of an HR department for a complex organization with 50+ employees

Extensive and in-depth knowledge of the principles, techniques, and theories of human HR management and public HR administration

Extensive and in-depth knowledge and background of all public and legal employment laws, regulations, and requirements

Adhere to appropriate standards of conduct as to impartiality and ethics, including confidentiality, integrity, and honesty

Must be an excellent and effective communicator who uses facilitative and collaborative approaches in leading cohesive and systematic change

Must be an assertive champion for fair, reasonable, and equitable treatment of faculty, staff, and students

An effective and empathetic coach capable of guiding management on how to improve the performance of employees as well as internal work processes

Ability to work with minimum supervision, to begin projects independently (or as assigned), and to bring projects (or assignments) to conclusion in an accurate and timely manner