Director of Human Resources

Description

About Operation Food Search:

Founded in 1981, Operation Food Search is a hunger relief organization that provides food, nutrition education, and innovative programs in order to reduce food insecurity and increase equitable access to food. We serve 200,000 people every month through a network of more than 330 partners in 25 counties in Missouri and Illinois. We use a combination of immediate food assistance and supportive services, while also working on long-term solutions and systemic changes to help solve the problem of hunger. 

Our Mission is to heal hunger with innovative and collaborative solutions that provide food today and help create a hunger-free tomorrow.

Our Vision is a region where everyone has equitable access to the food they need to lead healthy lives.

Our Goals are to:

1. Meet the immediate need for food for children, individuals, and families by providing high-quality nutrition through our distribution network.
2. Empower long-term skills through nutrition education and by teaching how to shop and prepare healthy food on a budget.
3. Champion change through advocacy and innovative programs and by addressing systemic inequities.

For more information about OFS, please visit our website at www.operationfoodsearch.org. 

Position Summary:

The Director of Human Resources (HR Director) is the senior leader responsible for both the strategic and operational execution of all people, culture, and human resources functions at Operation Food Search.

This role is a player-coach role, combining people strategy and leadership capacity with hands-on HR operations, including recruiting, onboarding, employee relations, performance management, compensation and benefits administration, compliance, and DEI initiatives. 

The HR Director serves as a trusted advisor to the President & CEO and a key partner to the Senior Leadership Team while also personally owning day-to-day HR execution.

The ideal candidate is a high-drive, highly competent HR leader who brings a positive attitude, strong attention to detail, and the willingness to both design the strategy and do the work.

Essential Functions:

Strategic People & Culture Leadership

• Lead and execute OFS’s people, culture, and talent strategy in alignment with organizational mission, values, and strategic goals.
• Serve as a strategic advisor to the President & CEO and Senior Leadership Team on organizational design, workforce planning, leadership effectiveness, and culture.
• Champion OFS’s values and ensure they are embedded into policies, practices, leadership behaviors, and decision-making.
• Lead organizational change initiatives, including new policies, systems, and culture practices.
• Act as the organization’s senior HR leader while remaining directly involved in execution.

Talent Acquisition, Workforce Planning & Development

• Own the full lifecycle of recruiting, hiring, and onboarding for all positions.
• Partner with department leaders to identify workforce needs, required competencies, and hiring strategies.
• Build and maintain a strong employer brand to attract diverse, mission-aligned talent.
• Lead succession planning and leadership development efforts.
• Promote continuous learning, performance improvement, and career development across the organization.

Employee Relations & Performance Management

• Serve as the primary point of contact for employee relations, including coaching, conflict resolution, investigations, disciplinary action, and terminations.
• Ensure fair, consistent, and legally compliant application of HR policies.
• Oversee and administer the performance management process, ensuring timely reviews, feedback, and accountability.
• Support managers in effective people leadership through coaching, training, and guidance.
• Conduct exit interviews and analyze trends to improve retention and engagement.

Diversity, Equity & Inclusion (DEI)

• Lead and implement OFS’s DEI strategy in partnership with leadership and the DEI Committee.
• Integrate DEI principles into recruiting, onboarding, performance management, leadership development, and culture practices.
• Collect, analyze, and report workforce data to assess progress and inform decisions.
• Ensure ongoing education and compliance related to equity, inclusion, and anti-harassment.

Compensation, Benefits & Wellness

• Lead compensation strategy, benchmarking, and administration in alignment with OFS’s compensation philosophy