Senior Manager, Human Resources

Vacancy Announcement – November 15, 2012


Position Location:            Baltimore, MD                                                     
Travel:                                  Minimal                                                                  
Reports to:                          Vice President, Human Resources              
Availability:                       Position will be available to be filled 1/2/2013

Summary:

Founded in 1909, the NAACP is the nation's oldest and largest civil rights organization. Its members throughout the United States and the world are the premier advocates for civil rights in their communities, conducting voter mobilization and monitoring equal opportunity in the public and private sectors.

Position Summary:

Incumbent will be responsible for contributing to the success of all functions within the Human Resources department and will have significant responsibilities in all areas with primary initial focus on recruitment, training, and performance management.  Employee will also be expected to occasionally provide direction to the Manager, Human Resources and serve as back up to the Manager and the Vice President positions, as needed, and vice versa.  Incumbent will be expected to have some experience and competency in all of the areas described below.

Recruitment

  • Manage recruitment functions from start to end, including information gathering session with hiring manager, development of approval documents, advertising, sourcing candidates, reviewing resumes, assisting hiring managers with identification of top candidates, background check, hiring recommendations, etc.
  • Develop training program for managers to ensure hiring practices that are compliant with federal, state, and local employment laws
  • Identify report and analyze staffing metrics (i.e. offer status, source effectiveness, time to fill, cost to hire, new hire quality, etc.)
  • Maintain and provide reports on employee and applicant demographic data and well as employee headcount and turnover


New Employee Orientation

  • In partnership with the Human Resources Manager, revamp and implement new employee orientation program in coordination with other applicable staff members (operations, finance, IT, security, legal, programmatic, etc.)
  • Collaborate with department representatives to determine effectiveness of orientation program and amend as necessary
  • Design and develop tool to evaluate program’s effectiveness

Training and Development

  • Partner with Vice President to develop and administer training and development programs
  • Work in a collaborative and strategic manner to identify and implement learning plans that meet the needs of individuals and the organization as a whole
  • Identify needs for training by conducting needs analyses on organization, tasks/jobs, and individuals; through results of needs analyses, develop tructional objectives

Employee Retention

  • Monitor effectiveness of new employee orientation, introductory performance review period, and on-going feedback tools to assess employee satisfaction
  • Oversee employee satisfaction and/or engagement surveys and implement action plans to address results of such tools in partnership with Vice President, Human Resources
  • Performance Management
  • In partnership with VP, conduct needs assessment to identify performance management tools to best meet the needs of the organization; implement new system and provide training to users
  • Oversee annual review process and provide guidance to employees and supervisors on effective feedback and goal setting to obtain optimal staff performance
  • HRIS
  • Lead transition of HRIS functions and employee self-service programs
  • In partnership with HR Manager, conduct initial training and on-going training for new employees/users
  • Identify and implements business process improvement solutions utilizing self-service & HRIS tools to HR team members, employees, and management
  • Serve as liaison with Finance department in maintenance of system and processing of employee changes

Compensation & Benefits Administration
Through partnership with Manager and VP, contribute to the management of compensation and benefits programs including:

  • Work with insurance carriers and service providers to ensure that plans are in legal compliance
  • Manage annual open enrollment process
  • FMLA, STD, and other leave programs
  • Provide regular employee educational tools related to benefit plans, including on-site visits from providers
  • Ensure competitive compensation structure through participation in salary surveys; and analyze survey output, market trends, competitive pay position, and survey benchmarks

The above describes the essential job duties and responsibilities.  It is not a complete listing of job duties and responsibilities may change as the department’s needs evolve.  Incumbent may be required to perform additional tasks related to these duties.

Qualifications:
The ideal candidate for this position will possess many, if not all, of the following professional qualifications, competencies and personal qualities:

  • Minimum of seven years’ relevant experience in human resources or a related field
  • Bachelor’s degree in human resources or related field or equivalent experience preferred
  • SPHR, PHR, CBP, and/or CPP certification preferred
  • Excellent written and oral communication skills
  • Experience in multi-state and collective bargaining unit environments preferred
  • Extremely proficient with technology  (Word, Excel, PowerPoint, Outlook, ADP (or similar) products
  • Strong self-starter, continually seeking process improvement opportunities
  • Creative, intelligent thinker, able to design and develop HR programs from a blank slate
  • Must be process oriented, extremely detailed oriented, very analytical and possess a very low tolerance for errors
  • Possess excellent, independent judgment
  • Commitment to civil rights matters
  • Ability to work non-standard hours, as necessary

Nondiscrimination:

It is the continuing policy of the NAACP to take affirmative action to assure equal opportunity for all current and prospective employees without regard to race, color, national origin, ancestry, age, gender, gender identity or expression, sexual orientation, personal appearance, marital status, familial status, family responsibility, pregnancy or other pregnancy-related conditions, childbirth, disability, military/veteran status, citizenship status, religion or political affiliation, past convictions or incarceration, prior psychiatric treatment, or any other status protected by federal or state law, local ordinance or Executive Orders. The NAACP is an Equal Opportunity Employer.

To Apply:  Resume, cover letter, and salary requirements should be sent to NAACP:
Email: hresources@naacpnet.org (preferred method)
Mail: NAACP – Human Resources, 4805 Mt. Hope Drive, Baltimore, MD 21215
Fax:  (410) 580-5735