Classified Ad Title:
Director of People, Culture & Diversity

Post Date
4/6/2021

Expiration Date
4/16/2021

Details:
SUMMARY:
United Way of Central New Mexico’s Director of People, Culture & Diversity provides tactical leadership in the development and implementation of the organization’s human capital practices and policies. She/he understands the role of helping the organization build its capacity to find, motivate and support talent in a high-performance culture that emphasizes empowerment, collaboration, diversity, inclusiveness, teamwork, and excellence. She/he will internalize the organization’s mission, vision and strategic objectives and will work across divisions and departments to build and manage a best-in-class human resource function known for its commitment to excellence, diversity, and inclusion.

ESSENTIAL FUNCTIONS:

Essential Function 1:
Human Resources Operations
Stays abreast of best practices, employment legislation, industry trends, and human capital market conditions generally, and diversity and inclusion specifically, and infuses learning into human resource functions.
Administers, develops, implements and continually strengthens human resource functions, including hiring procedures, personnel policies, file and data maintenance, benefits administration, etc., to advance organizational goals.
Serves as main contact for all new hire compliance requirements (I9, E-Verify, State level reporting, etc.),
Coordinates new hire onboarding.
Provides support, guidance, education, and as appropriate, direction to various levels of management on human resource-related matters.
In collaboration with key senior team members, develops, implements, evaluates, and improves organization’s goal setting and evaluation practices and procedures.
In collaboration with key senior team members, develops, implements, evaluates, improves, and communicates guidelines, procedures, and handbook policies.
Serves as lead in disability, worker’s compensation, unemployment, and other insurance claims, as well as in employment verification requests.
Stays abreast of and maintains federal and state regulatory compliance for all human resource matters and advises key senior team members as to relevant business impacts and risk.

Essential Function 2:
Diversity, Equity & Inclusion Lead
Implement and monitor programs that promote diversity and equity within the company.
Responsible for developing training and initiatives to create and foster an open and inclusive environment.
Translate strategy into a tactical plan with clear actions, accountability, and goals to promote best in class equitable D&I practices.
Partner with Senior Management to integrate diversity and inclusion into core decisions through recruitment, performance management, leadership development, employee engagement and retention.
Develop training opportunities to educate employees and managers on how to recognize, accommodate and appreciate individual differences and how these can be bridged back to assist in meeting organizational goals.
Research and develop metrics for measuring the effectiveness of diversity initiatives implemented and prepare quarterly reports to senior management on the value of the initiatives.
Oversee external partnerships, memberships, and networking relationships. Responsible for outreach relationships with diversity related organizations.

Essential Function 3:
Employee Lifecycle Management
Develops, implements, and continually strengthens best practice and inclusive recruitment, orientation, and onboarding processes to source highly diverse and competent candidate pools and to retain a highly talented, engaged and committed team of employees.
Creates and oversees all general new employee orientation, role-specific onboarding processes and continuously enhances the development and maintenance of the United Way learning systems.
Develops, implements, and analyzes new employee satisfaction and commitment surveys.
Recommends data-driven practice adjustments to senior team and management.
Facilitates development of and evaluates job descriptions to include position classification specifications in line with the approved compensation program.
Facilitates development and oversees execution of employee development and organizational training plan in coordination with the senior team and supervisors.

Essential Function 4:
Compensation and Benefits Administration
Manages and administers third-party human resource vendor contracts and relationships.
In conjunction with CEO and CFO oversees the administration and review of an attractive employee benefits and compensation program within budget parameters.

Essential Function 5:
Human Resources Consultative Resource
Consultative resource to all employees providing coaching, mediation, professional development recommendations or other appropriate support, as necessary.
Consultative resource to supervisors regarding personnel matters (development, performance improvement, etc.) to support accomplishment of organizational goals while minimizing organizational risk.
Responds to and facilitates resolution to employee relations issues such as employee complaints, harassment allegations, and civil rights complaints.


ADDITIONAL RESPONSIBILITIES:

Insurance – Responsible for assessing insurance needs and working with broker to ensure the timeliness of insurance renewal for general liability, workers compensation, and Directors and Officers insurance.
Other duties as assigned.

MINIMUM REQUIREMENTS [EDUCATION]:
Bachelor’s degree required. Master’s Degree preferred.

MINIMUM REQUIREMENTS [EXPERIENCE]:
Five years of experience in Talent Management, Including experience with Diversity, Equity & Inclusion. Excellent communication and presentation skills. Must be able to meet deadlines and be flexible. Requires the ability to work in a fast-paced environment high level of organizational skills and interpersonal skills.

EQUIPMENT USED:
Standard PC based office equipment.


Contact:
William J Newell

Work Phone:
5052451739

Email:
bill.newell@uwcnm.org

Website:
www.uwcnm.org