The Human Resources Director will plan, direct, develop, and coordinate the organization’s policies and processes, legal compliance, and performance management process. In addition, they will also oversee recruitment and selection, employee onboarding and offboarding processes, employee engagement and retention initiatives, compensation strategy development and implementation, as well as management of DE’s training and development needs. By creating an inclusive and equitable organizational culture, the Human Resources Director will lead the organization in continuing to foster a sense of belonging and collaboration among all DE employees.

Minimum Qualifications

• Bachelor’s Degree in Human Resources, Business Administration, or related field required

• Master’s Degree preferred

• At least five years of human resources management experience required

• SHRM-CP or SHRM-SCP highly preferred

• Must have a valid driver’s license

• Must be able to commute to and from all DE business offices

Key drivers: The ideal candidate has excellent verbal, nonverbal, and written communication skills, with ability to take on assignments and move them energetically and thoughtfully through to completion. Meticulous attention to detail and strong coordination skills are expected, as is the poise and maturity to perform calmly under multiple fast-paced deadlines. As a Human Resources professional, confidentiality is of the utmost importance to the organization. This candidate must show high skill in maintaining friendly, respectful, professional, and courteous attitude with all internal and external stakeholders, Board members, clients, and vendors. Must model superior customer service behavior by maintaining positive relationships with all stakeholders. Must contribute as a positive and effective team member; working effectively with all individuals in the organization to accomplish organizational goals.

Responsibilities

Organizational Strategy

• Collaborates with senior leadership to understand the organization’s goals and strategy related to staffing, recruiting, and retention
• Identifies staffing and recruiting needs; develops and executes best practices for hiring and talent management.
• Maintains knowledge of trends, best practices, regulatory changes, and new technologies in human resources, talent management, and employment law; applies this knowledge to communicate changes in policy, practice, and resources to upper management.
• Serves as coach/mentor to all levels of the organization.

Functional Human Resources

• Administers or oversees the administration of human resource programs including, but not limited to, compensation, HR guidelines and compliance, policies, assist in performing employee evaluations, benefits administration, and leave; disciplinary matters; disputes and investigations; performance and talent management; productivity, recognition, and morale; occupational health and safety; HR technology; and training and development, payroll administration
• Plans, leads, develops, coordinates, creates and implements policies, processes, training, initiatives, and surveys to support the organization’s human resource compliance and strategy needs.
• Developing/updating job descriptions for all employees

Compliance

• Monitors and ensures the organization’s compliance with federal, state, and local employment laws and regulations, and recommends best practices; reviews and modifies policies and practices to maintain compliance
• Communication
• Collaborates with Company Principals on all company-wide communication.
• Communicates effectively and timely on all aspects of Human Resources matters.

Training + Development

• Developing/updating supervisor evaluation forms
• Developing/updating employee self-evaluation forms
• Facilities professional development, training and certification activities for employees alongside organizational and development training consultant

Project Management

• Leads or collaborates on HR-related projects, ensuring that project goals, timelines, and deliverables are clearly defined and achieved.
• Coordinates cross-departmental HR projects, utilizing project management tools and methodologies to enhance efficiency and accountability.
• Develops HR project management processes, tracking systems, and performance metrics.