CAREERS

---

The Director will work closely with the COO on organizational long-term strategies to create a best practices remote culture to attract and keep talent. Some of their individual portfolio tasks include:

Culture and Employee Relations:

• Be aware of staff morale, needs and concerns - facilitate regular staff surveys and analyze findings to share with the Leadership Team; be available to advise and consult with staff. Flag any concerns to COO and develop solutions to be presented to leadership
• Advance a healthy culture, including collaboration, diversity, equity and inclusion among staff
• Implement Best Practices by keeping policies, procedures, methods, and guidelines updated and communicating and enforcing organizational values
• Ensure compliance with all local, national and international regulations and keep leadership informed of any changes
• Provide staff development and advancement opportunities by developing and participating in staff retreats, leading retention strategies and employee morale efforts, bringing in training when needed, or conducting training when appropriate
• Ensure a respectful workplace - oversees employee relations, and facilitates conflict resolution, working with the leadership team, managers, and employees as necessary
• Be the Culture Leader - serves as a strategic advisor and “cheerleader” to company leadership for all things people-related
• Confidential Guide - acts as a trusted confidant to all employees, proactively addressing difficult employee related issues towards resolution
• Network with HR peers - develops relationships with a network of other human resource professionals to leverage and learn from their approaches, resources, and methods for developing talent and advancing cultural improvement
• Advances internal communication - manages internal company communications in a proactive, timely manner to increase employee engagement, understanding, and trust
• Builds rapport with all staff and increases a sense of trust in the People and Culture aspect of MNM

Compensation and Benefits:

• Manages payroll with Finance Director, being specifically responsible for the accuracy of benefit activity and deductions
• Plans, develops and implements new and revised compensation programs, policies and procedures, working closely with the COO to balance budget parameters with People and Culture goal
• Provides advice to senior leadership concerning compensation practices
• Conducts periodic pay surveys and gathers competitive market salary data to ensure that MNM can attract and retain talent; in partnership with COO and external resources determines the best affordable compensation package
• Plans, develops and implements benefit programs and policies to have best benefits within budget framework; works closely with benefit brokers during open enrollment and subsequent changes in platforms
• Educates employees on benefit programs to assist them in maximizing the use of their compensation package; because most employees work remotely, ensure that everyone is reached during Open Enrollment
• Utilizes payroll and benefits systems to accurately maintain employee records and use that data to create feedback for managers

DEI, Recruitment and Talent Acquisition:

• Serves as a resource and project coordinator for certain organizational DEI activities, including supporting implementation of Gender, Equity, Diversity, and Inclusion policies and initiatives
• Directs all employment and recruitment activities, including establishing related policies and procedures
• Develops and maintains standardized People and Culture processes for hiring, training, onboarding, departures, and evaluation processes
• Oversees all employee recruitment activities, including interviewing, testing, selection, and onboarding with a focus on diversity, equity and inclusion with the goals of minimizing churn and increasing retention
• Works with peers to find best recruitment platforms and outreach methods

Required Knowledge and Skills:

• Bachelor’s degree in human resources management, business administration, or a related field is required and an advanced decree is a plus
• Minimum of 10 years of experience with a track record of increasing responsibility in human resources roles, ideally with a nonprofit with US and international programs
• SHRM, PHR or SPHR certification preferred
• Proven experience as both a strong team player with peers and as a creative team builder with staff
• Demonstrated experience managing benefits and claims: 401(k), medical, dental, STD, LTD, state level leave benefits, Life and Worker's Compensation
• Demonstrated experience managing payroll administration
• Demonstrated experience incorporating and managing a culture of diversity, equity and inclusion, including staff training in anti-harassment and DEI best practices
• Proficiency in Microsoft Suite of programs and experience with payroll and finance software; knowledge of Prism software is a plus
• Ability to ensure a respectful and healthy workplace and to resolve employee conflicts and differences by interpreting verbal/ non-verbal behavior, detecting perceptions and needs of employees, understanding and valuing employee differences
• Strong interpersonal and verbal and written communications skills
• Proven track record of excellent judgment, respect for confidentiality and high ethical standards
• Excellent with attention to detail, and ability to prioritize tasks and manage time efficiently in a fast paced and complex, multi-time zone environment