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Senior Human Resources Manager

Department: Administration
Location: Washington, DC

TITLE: Senior Human Resources Manager
ORGANIZATION: National Governors Association
LOCATION: Washington, DC (onsite)
DURATION: Full Time
POSITION STATUS: Exempt
COMPENSATION: A competitive compensation package will be made to the qualified candidate
REPORTS TO: Director, Administration

ORGANIZATION BACKGROUND
Founded in 1908, the National Governors Association is the bipartisan organization of Governors from the 55 states, territories and commonwealths. NGAís mission is to share best practices, address issues of national and state interest, and drive innovative solutions that improve state government and support the principles of federalism.

NGAís Center for Best Practices is the policy and research arm that helps Governors develop and implement solutions to public policy challenges. NGAís Government Relations group assists in ensuring the voice of Governors are heard in Congress, and the Executive Branch and NGAís Communications team collaborates with Governorsí offices to amplify bipartisan messaging and strategy.

Throughout the year, NGA convenes Governors and senior advisors for meaningful discourse, problem-solving and thought leadership.

KEY RESPONSIBILITIES OF THE SENIOR HUMAN RESOURCES MANAGER
The Senior Human Resources Manager will manage and coordinate organization-wide talent management and human resources including policies, hiring, retaining, on/offboarding, workforce performance review, confidential personnel management and staff development. This role has heavy emphasis on recruitment, retention and development of a highly motivated and world class team. This role will require the individual to maintain business literacy regarding the organizationís strategic vision and implement HR initiatives.

Other important responsibilities of the Senior Human Resources Manager include:

Recruitment/On and Offboarding

  • Act as the primary point of contact for all job postings for full-time, temporary, and intern personnel;
  • Manage full life cycle recruitment (post, source, prescreen, schedule, background, references, offer, etc.);
  • Partner with staff hiring leads to develop effective sourcing and recruitment strategies that result in top tier candidates using social media platforms, job sharing community network, and utilizing current staff to curate employee referrals;
  • Define roles and responsibilities (position descriptions) and coordinate with outside vendor platforms and staffing firms if necessary;
  • Develop and implement creative and innovative sourcing strategies and techniques to build a diverse pipeline of qualified candidates;
  • Respond to all job inquiries in a respectful and timely manner;
  • Monitor hiring trends and compensation;
  • Develop and maintain weekly recruitment reports that exhibits the strategic efforts utilized to garner a strong applicant pool and pinpoints the pulse on each open requisition and candidate touchpoint in Clear Company, NGAís applicant tracking system and available job boards;
  • Manage employee onboarding activities; including creating employee e-file, internal file updates, onboarding initiation through Paylocity, creating a staff announcement, and ensuring cross-collaboration of effective onboarding with other departments/divisions; and
  • Conduct I-9 check within first 72 hours of hire and update employee file with, background and reference check.

Performance Management/Employee Relations

  • Provide professional expertise and support in the design, development and implementation of the talent review process that is required to achieve business goals and results in the creation of an internal bench of top talent; assess internal skills and identify gaps, if any;
  • Manage the maintenance and execution of the performance management system, including current position descriptions, standards of performance and evaluation instruments;
  • Support performance management training programs that focus on enabling the workforce to achieve improvements with priority organizational concerns;
  • Ensure that organization-wide talent management and performance management initiatives are focused and aligned on improving operational and program efficiencies and effectiveness consistent with organizational strategy and vision;
  • Foster healthy employee relations and maintain long-term employee relations;
  • Develop, recommend, implement, and monitor employee relations practices and policies that establish a positive employer-employee relationship and promotes a high level of engagement;
  • Provide coaching, counseling, and performance guidance to managers on effective staff management practices Conduct and provide detailed documentation on performance and employee relations;
  • Manage offboarding process interfacing as primary point of contact, including exit interviews; and
  • Analyze HR analytics and analyze trends and metrics in partnership with the HR team to develop solutions, programs, and policies.

Compliance/Professional Development

  • Maintain in-depth knowledge of legal requirements for day-to-day management of employees, HR policies and procedures ensuring compliance with all federal, state, and local laws and regulations;
  • Educate department and division heads on organization-wide policies and compliance requirements;
  • Ensure human resources plans and programs are properly administered and adhered by all staff;
  • Develop, initiate and maintain effective programs for workforce retention, promotion and succession planning;
  • In consultation with leadership, assists and executes in cultivating a supportive and inclusive work environment;
  • Collect and coordinate aggregate data for talent pool and translate those data points into insight through data analysis that drives deliberate action plans at the appropriate levels;
  • Identify organization-wide and individual employee training needs;
  • Track and monitor training budget and number and type of requests;
  • Participates in evaluation and monitoring of training programs to ensure success.
  • Work with leadership to create a workforce that has interchangeable talent that can evolve with changing business demands;
  • Demonstrating a commitment to NGAís mission and goals to constructively serve the needs of all Governors; and
  • And other duties as assigned by the Director of Administration.

QUALIFICATIONS
Candidates should have a bachelorís degree preferable in human resources or related field, with PHR, SPHR or SHRM-CP, SHRM-SCP credential preferred. Minimum five plus years working in areas of broad HR including talent recruitment, development and performance management. Experience working with Governors, working in federal or state agencies or a non-profit membership organization is preferred.

The ideal candidate will have demonstrated ability to:

  • Experience crafting, implementing, and maintaining organization-wide talent management programs that cover recruitment, performance management, talent development, coaching, succession planning, data analytics, and relationship management;
  • Experience recruiting in multiple discipline areas and levels, including hiring for nonexempt, exempt, and leadership positions;
  • Proven ability to design and implement full-cycle performance management programs to meet organizational goals and objectives;
  • Proficient using HR software, including applicant tracking systems and learning management systems;
  • Produce employment reports capturing data analytics and metrics;
  • Excellent interpersonal, counseling, and negotiation skills;
  • Strong business acumen, analytical and critical thinking skills;
  • Collaborate with leadership to develop strategic HR initiatives;
  • Handle or process information of a highly sensitive and critical nature;
  • Sound knowledge of labor laws and regulations;
  • Execute multiple high-level projects through excellent organizational, prioritization and time management skills;
  • Have excellent verbal and written communication skills.
  • Excellent leadership, presentation, and project management skills; and
  • Proficient with Microsoft Office Suite and web tools.

HOW TO APPLY

Interested candidates should apply online through NGAís career site. NGA uses Clear Company, and all information is kept strictly confidential. An application is considered when all required fields are completed. Please include:

  • Your resume highlighting your education, experience, and direct transferable skills
  • A portfolio of your best work (attach to your candidate profile via Clear Company)

PHYSICAL AND SENSORY DEMANDS
Reasonable accommodations may be made to enable individuals with disabilities to perform essential functions. NGA is committed to providing a productive and safe environment. To achieve that goal, we conduct background and reference check investigations for all final applicants being considered for employment.

WORKING AT THE NATIONAL GOVERNORS ASSOCIATION
NGA staff proudly serve our nationís Governors daily, and itís our mission to ensure we offer a comprehensive, competitive benefits package designed to support the needs of NGA employees.

NGA is an Equal Opportunity Employer (M/D/F/V). NGA is committed to fostering an energetic, collaborative, diverse and inclusive workforce. We promote diversity and provide equal employment opportunities without regard to race, color, religion, sex, national origin, protected veteran status, disability status, age, sexual orientation, gender identity and expression, marital status, or any other legally protected factor. We encourage individuals of all backgrounds to apply.

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