Reporting to the Executive Director/Chief Executive Officer (CEO), the Human Resources Director is responsible for providing leadership in developing and executing human resources strategy in support of the organization’s mission and strategic plan, specifically in the areas of workforce management, performance management, training and skills development, and compensation and benefits. She or he serves as an adviser to the CEO and assists the Senior Management Team on personnel matters.
- Strategic Management – Establish and implement HR efforts that effectively communicate and support the association’s strategic plan. Lead the coordination, administration and implementation of existing HR programs in a timely, accurate and consistent manner. Research and analyze HR policies and programs, seeking best practices and continuous improvement in HR activities. Interpret policy and provide professional advice and guidance to staff and senior management.
- Employee Relations - Formulate and administer personnel policies, procedures, and association standards as approved by the CEO. Ensure employees' adherence to policies and procedures. Evaluate the HR policies and procedures for recommendation to the CEO for changes and/or updates. Serve as a resource for management on best business practices as they relate to managing employees. Provide employee counseling on personnel matters and/or serve as a mediator for employee relation matters. Facilitate conflict resolution and conduct investigations of all HR claims.
- Workforce Management - Work with the CEO and Senior Management Team to ensure appropriate workforce and structure to accomplish organization-wide strategic and operational goals. Oversee the recruiting process, working with outsourced recruiting agency and internal staff to direct efforts to fill all open positions. Coordinate internal transitions as necessary. Conduct and analyze exit interviews; provide feedback and recommendations to senior management and managers. Work with the CEO and Senior Management Team to identify key employees. Continue transition to HRIS—set up additional units as scheduled. Regularly review current system and upgrades as necessary. Manage employee records (retain necessary documents in a secure and confidential fashion, discard and destroy as necessary).
- Training and Development – Work with the Senior Management Team to identify, develop, and conduct employee-training programs. Coordinate and implement all training initiatives for staff in support of needs identified by the Senior Management Team.
- Performance Management - Oversee the annual performance appraisal process of all employees, analyze evaluation scores, and formulate salary increase budgets, in coordination with the Senior Management Team.
- Compensation/Job Evaluations - Ensure compensation and job information is current and appropriate to the needs of the organization through consultation with third-party compensation firm, participation in various salary and wage surveys, publications, training or other means of sharing/networking; determine the optimal application in accordance with NAFSA’s compensation philosophy. Establish measures to ensure fairness and consistency in classification, compensation and job descriptions including analysis and specifications, organizational structure as well as various related issues to above.
- Supervision – Directly manage the Human Resources Associate.
- Benefits – Supervise the administration of the association's benefits program. Periodically perform comparative studies of costs associated with the various plans and propose changes as needed.
- Compliance - Oversee the administration of and ensure compliance with NAFSA’s policies and federal, state, and local employment laws.
- Legal - Serve as primary liaison with corporate attorneys on employee-related matters.
- Other duties as assigned.
Nature and Purpose of Contact with Others
- Internal - Work in conjunction with other members of the Senior Management Team. Provide consultation to and serve as subject-matter expert to CEO and Management Team regarding HR-related issues. Provide guidance and assistance to staff at all levels regarding HR issues.
- External – Work closely with outside consultants and vendors for delivery of HR-related programs.
Required Education and Experience
- Bachelor’s degree from an accredited college or university.
- Minimum of 8-10 years of HR management experience, preferably in an organization of over 50 people.
Preferred Education and Experience
- Master’s degree in human resources or related field.
- SPHR, SHRM-SCP.
- Strong knowledge of all HR functions.
- Strong knowledge of federal/state legislation on HR issues.
- Strong knowledge of compensation and benefits practices.
- Demonstrated technical proficiency with HRIS and other technical systems.
- Demonstrated ability to analyze, synthesize, evaluate, formulate, and implement decisions; make difficult decisions when necessary and to make sound decisions.
- Demonstrated effectiveness in interpersonal oral and written communications.
- Proven ability to foster teamwork, cooperation, consensus, and facilitation of open communication.
- Demonstrated strategic orientation and ability to link long-range visions and concepts to daily work and how to plan actions to fit strategies.
- Demonstrated ability to foster the learning and development of others, accurately access their strengths and areas of development and provide appropriate feedback and avenues for developmental activities.
- Demonstrated ability to hold self and others accountable for following procedures, guidelines, and policies and addressing performance and behavior issues in a timely manner.
About NAFSA: Association of International Educators
With more than 10,000 members, NAFSA: Association of International Educators is the largest association of professionals committed exclusively to advancing international higher education. Led by a board of directors and driven by a strategic plan, the Washington, DC-based staff works with volunteer member leaders and others in higher education to provide high-priority programs and services for the field of international education.
NAFSA believes that international education advances learning and scholarship, fosters understanding and respect among people of diverse backgrounds and perspectives, is essential for developing globally competent individuals, and builds leadership for the global community. We believe that international education lies at the core of an interconnected world characterized by peace, security, and well-being for all. Learn more about NAFSA at www.nafsa.org
Work is performed in a typical office environment involving sitting for extended periods of time. Sits, stands, bends, and lifts intermittently through the workday. Involves constant use of computer keyboard and monitor and telephone.
Workday is generally 9:00 am-5:00 pm. Between Memorial Day and Labor Day, it is 8:30 am-5:30 pm Monday through Thursday and 9:00 am-12:00 pm on Friday.
Participation in the NAFSA annual conference the week of Memorial Day, including the holiday itself, is a job requirement. The annual conference is held in varying cities in the U.S.
Honoring Diversity and Inclusion: NAFSA affirms its commitment to diversity and inclusion as principles that enrich not only individuals but also organizations and society as a whole.
NAFSA is an Equal Opportunity Employer.