Senior Director of Human Resources

at  Child Trends

Child Trends is a non-profit organization dedicated to improving the lives of children and their families through rigorous research and effective practice. We are seeking a strategic and experienced Senior Director of Human Resources to join our team and support our mission.

POSITION OVERVIEW:

The Senior Director of Human Resources will serve as a key member of the leadership team, overseeing the HR function. This role will focus on ensuring compliance with government contractor regulations, enhancing workplace culture, and implementing HR initiatives that align with organizational goals. The Senior Director will report to the president of the organization.
If you are a rising star in a large govcon nonprofit or a seasoned HR leader at a smaller organization who has a solid foundation in HR management and are looking for a meaningful job in a positive culture with opportunities to test innovative data informed approaches, Child Trends may be the place for you.

Key Responsibilities:

• Strategic Leadership:
• Develop and implement a comprehensive human capital strategy that aligns with mission, values, and long-term goals including:
• Forecasting human capital needs
• Working with leadership on strategic hiring
• Establishing a best-in-class workplace culture
• Set the vision for initiatives to attract, develop, and retain a diverse and talented workforce.
• Management and Oversight:
• Set the vision for the HR department.
• Supervise HR team of 6, fostering a collaborative and high-performing environment.
• Oversee the implementation of HR programs, policies, and procedures.
• Determine HR workforce needs (size of team and consultants, allocation of work, skills gaps) and provide direction, mentorship, and support to staff to meet evolving organization needs.
• Oversee the development and implementation of HR infrastructure, policies, procedures, and programs that align with organizational goals.
• Organizational Diversity & Development:
• Partner with DEI Director to develop & implement the DEI plan.
• Champion DEI initiatives, ensuring that the organization continues to be an inclusive workplace.
• Develop and implement strategies to enhance diversity at all levels of the organization.
• Promote diversity, equity, and inclusion in all HR practices.
• Lead change management initiatives and organizational development projects.
• Utilize data and analytics to drive decision-making and measure the effectiveness of HR initiatives.
• Implement strategies to improve organizational design and structure.
• Employee Relations:
• Act as a trusted advisor to management and employees on HR-related matters.
• Work with Employee Relations Manager to improve systems for reporting, investigating, and tracking outcomes of complaints and performance issues.
• Help incorporate a restorative justice model to systems for addressing workplace grievances.
• Develop and implement employee engagement initiatives to maintain a positive and productive work environment.
• Partner with leadership team to update and modernize processes (such as 360 promotion process that operates year-round in lieu of annual performance reviews) and policies (with special focus to tensions between flexibility and accountability in a fully remote setting).
• Compliance & Reporting:
• Ensure compliance with all federal, state, and local labor laws and regulations. Remote staff work in wide range of locations across U.S. including CA and HI.
• Ensure HR policies and practices are in compliance with government contracting regulations such as the Office of Federal Contract Compliance Programs (OFCCP) regulations and the Service Contract Act (SCA).
• Oversee and review annual reporting such as federal and state AAP, EEO-1, VETS-4212 to ensure timely accurate submission.
• Compensation and Benefits:
• Oversee the administration of competitive and equitable compensation and benefits programs.
• Oversee comp surveys and market analysis, making recommendations for changes to pay ranges.
• Ensure that compensation practices align with organizational goals and industry standards.
• Help conduct regular reviews of benefits offerings and make recommendations for improvements.
• Manage and enhance employee benefits programs, ensuring they are competitive, cost-effective, and aligned with organizational goals.
• Oversee benefit open enrollment and audits to ensure deadlines are met.
• Ensure benefit plans are being operated in compliance with applicable regulations and that all testing, annual reports, mailings are completed on time.
• Talent Acquisition and Development:
• Oversee recruitment process, to ensure team executes a positive, efficient, and effective recruitment process.
• Develop and implement recruitment and talent management strategies that attract, develop, and retain top talent.
• Develop and implement effective data informed recruitment strategies to anticipate and meet organizational staffing needs.
• Oversee performance management, career development, and succession planning initiatives.
• Help identify training needs and develop road maps to prepare existing staff to meet projected needs.

Qualifications:

• Minimum of 10 years of progressive HR experience, with at least 4 years in a senior leadership role.
• Bachelor’s degree in Human Resources, Business Administration, or a related field required, Master’s degree preferred.
• Advanced HR certification (e.g., SHRM-SCP, SPHR) strongly preferred.
• Required: Comprehensive knowledge of HR practices and principles, including benefits administration, recruitment, and employee relations.
• Required: Strong knowledge of federal, state, and local labor laws and regulations, including government contractor compliance.
• Experience in non-profit organizations preferred.
• Experience with union environments is highly desirable.
• Demonstrated strong team management skills.
• Demonstrated ability to think creatively and use data to guide decisions.
• Excellent interpersonal and communication skills.
• Ability to work effectively in a fast-paced, dynamic environment.

Why Child Trends?

• Join a mission-driven organization dedicated to making a positive impact on the lives of children and families.
• Be part of a collaborative and supportive leadership team.
• Competitive salary and comprehensive benefits package.
• Opportunities for professional growth and development.
• Work for an organization consistently recognized as a Great Place to Work.

Locations: Flexible Remote Work; Child Trends’ offices are based in Rockville, MD; Chapel Hill, NC; Minneapolis, MN. Many Child Trends staff work remotely, and while we are set up to hire remote staff in many states, we are not yet operating everywhere in the US and do not have any overseas operations. We are currently approved to hire full-time staff in AK, AL, AZ, CA, CO, CT, DC, DE, FL, GA, IL, IN, MA, MD, ME, MI, MN, MO, MT, NC, NH, NJ, NM, NY, OK, OR, PA, TN, TX, VA, WI, and WV. The organization will require time to assess additional set up requirements (e.g., employment and tax law) for locations outside of areas where we are currently approved to hire. Individuals who would like to work from areas outside of the currently approved states, if offered the position, should indicate this preference as early as possible in the application process.

• Strategic Leadership:
• Develop and implement a comprehensive human capital strategy that aligns with mission, values, and long-term goals including:
• Forecasting human capital needs
• Working with leadership on strategic hiring
• Establishing a best-in-class workplace culture
• Set the vision for initiatives to attract, develop, and retain a diverse and talented workforce.
• Management and Oversight:
• Set the vision for the HR department.
• Supervise HR team of 6, fostering a collaborative and high-performing environment.
• Oversee the implementation of HR programs, policies, and procedures.
• Determine HR workforce needs (size of team and consultants, allocation of work, skills gaps) and provide direction, mentorship, and support to staff to meet evolving organization needs.
• Oversee the development and implementation of HR infrastructure, policies, procedures, and programs that align with organizational goals.
• Organizational Diversity & Development:
• Partner with DEI Director to develop & implement the DEI plan.
• Champion DEI initiatives, ensuring that the organization continues to be an inclusive workplace.
• Develop and implement strategies to enhance diversity at all levels of the organization.
• Promote diversity, equity, and inclusion in all HR practices.
• Lead change management initiatives and organizational development projects.
• Utilize data and analytics to drive decision-making and measure the effectiveness of HR initiatives.
• Implement strategies to improve organizational design and structure.
• Employee Relations:
• Act as a trusted advisor to management and employees on HR-related matters.
• Work with Employee Relations Manager to improve systems for reporting, investigating, and tracking outcomes of complaints and performance issues.
• Help incorporate a restorative justice model to systems for addressing workplace grievances.
• Develop and implement employee engagement initiatives to maintain a positive and productive work environment.
• Partner with leadership team to update and modernize processes (such as 360 promotion process that operates year-round in lieu of annual performance reviews) and policies (with special focus to tensions between flexibility and accountability in a fully remote setting).
• Compliance & Reporting:
• Ensure compliance with all federal, state, and local labor laws and regulations. Remote staff work in wide range of locations across U.S. including CA and HI.
• Ensure HR policies and practices are in compliance with government contracting regulations such as the Office of Federal Contract Compliance Programs (OFCCP) regulations and the Service Contract Act (SCA).
• Oversee and review annual reporting such as federal and state AAP, EEO-1, VETS-4212 to ensure timely accurate submission.
• Compensation and Benefits:
• Oversee the administration of competitive and equitable compensation and benefits programs.
• Oversee comp surveys and market analysis, making recommendations for changes to pay ranges.
• Ensure that compensation practices align with organizational goals and industry standards.
• Help conduct regular reviews of benefits offerings and make recommendations for improvements.
• Manage and enhance employee benefits programs, ensuring they are competitive, cost-effective, and aligned with organizational goals.
• Oversee benefit open enrollment and audits to ensure deadlines are met.
• Ensure benefit plans are being operated in compliance with applicable regulations and that all testing, annual reports, mailings are completed on time.
• Talent Acquisition and Development:
• Oversee recruitment process, to ensure team executes a positive, efficient, and effective recruitment process.
• Develop and implement recruitment and talent management strategies that attract, develop, and retain top talent.
• Develop and implement effective data informed recruitment strategies to anticipate and meet organizational staffing needs.
• Oversee performance management, career development, and succession planning initiatives.
• Help identify training needs and develop road maps to prepare existing staff to meet projected needs