Senior Human Resources Director

Overview

As we celebrate our Centennial year, we invite you to join us in shaping the next century of impact! Be a relentless force for a world of longer, healthier lives as we remain devoted to a future of health and hope for everyone, everywhere. At the American Heart Association, your contribution matters, and so does your career.

 

We are hiring a Senior Human Resources Director in Texas. The Sr. Director will act as a strategic business partner for the region along with providing specialized leadership in the areas of employee relations, performance management and culture. You will lead employee relations investigations and ensure resolutions align with organization values. Develop effective strategies and implement processes to champion a positive employee culture including handling the performance management process to enable strong employee performance which supports the region in achieving its business goals. This is a remote position residing in Texas.

 

The Association offers many resources to help you maintain work-life harmonization through your changing needs and life situations. To help you be successful, you will have access to Heart U, our award-winning corporate university, as well as additional training and support, locally.

 

#TheAHALife is our company culture, our way of life, reflecting our diversity, equity & inclusion, our focus on work-life harmonization and our Guiding Values. Discover why you will Be Seen. Be Heard. Be Valued™ at the American Heart Association by following us on LinkedIn, Instagram, Facebook, X (formerly Twitter), and at heart.jobs.

Responsibilities

As the Sr. HR Director, some of your responsibilities will include:

• Lead and ensure timely resolution of employee relations investigations including providing consultation and guidance to leaders and employees and providing recommendations to key business partners in alignment with American Heart Association values and policies and practices.
• Work closely with leaders to provide performance management guidance for areas such as employee coaching, disciplinary action, and performance reviews to ensure relevant feedback is provided to employees to improve performance.
• Responsible for ensuring The Association policies, practices, and programs are consistently applied across the region.
• Assist with administration and use of culture tools such as employee culture survey to assess employee morale and leverage tools to develop appropriate plans and solutions to enable positive culture.
• Design solutions to build morale, enhance engagement, and strengthen employee retention with a focus on diversity, equity, and inclusion.
• Leverage data to identify trends across areas of responsibility and partner with key business partners to formulate solutions and strategies to address root causes which result in positive employee culture and enhancing employee impact.
• Act as a trusted and collaborative partner in providing proactive coaching and thought partnership to leaders in accordance with regional initiatives and team objectives.
• May provide support to the employee onboarding process through conducting new hire touchpoints and leading information sessions with new hires.
• Assess training needs for staff according to areas of responsibility, designing and leading staff educational workshops and training as necessary
• May act as a strategic HR business partner across assigned teams providing guidance on various HR initiatives and functional areas.

 

Want to move your resume to the top so that you can become a “Relentless force for a world of longer, healthier lives?” Here are some of the requirements:

Qualifications

• BS/BA degree in Human Resources Management or a related field required.
• Minimum of 2-5 years’ experience as a human resources business partner with a focus on employee relations.
• At least 2 years’ experience providing employee and leadership coaching.
• Some travel required, approximately 20% -25%.
• Strong working knowledge and depth of human resource subject areas and standard processes (including, but not limited to employee relations and investigations, employee retention and engagement, performance management, compliance, and talent management).
• Working knowledge of employment laws such as FLSA, FMLA, Title VII, and ADA.
• Ability to tailor HR advice to client needs and in support of business needs.
• Excellent communication skills, both verbal and written.
• Process management – experience developing quality processes which deliver the information, resources, and services necessary to enhance employee impact.
• Strong project manager – able to manage multiple competing tasks seamlessly and ensuring projects are completed accord