Director, People Operations

The Starting Pay Range ~ 104,500 annually, with the final salary determined by geographic market rate for the selected candidate. We are proud to offer this competitive salary.

This role will work from home (WFH), and can be located in any state within the continental United States where Rise Against Hunger currently operates.

ABOUT THE ROLE

The Director, People Operations is responsible for developing and executing a comprehensive people operations strategy to further the mission of Rise Against Hunger. As part of the People Operations team, the Director leads and directs People Operations professionals (Recruiting and Payroll) in support of achieving optimal levels of productivity, engagement, development and retention of its people. This role is responsible for the creation and delivery of all policies, procedures, employee orientation and onboarding, and development programs.

RESPONSIBILITIES & EXPECTATIONS

30% People Operations Business Partner 

• Partner with all members of the Management/Leadership Teams, ensuring that the People Operations team is a trusted collaborator driven to optimize the work and impact of the mission.
• Serving as a coach, provides insightful, innovative thinking and problem solving on critical staff issues.

• Work alongside the Chief Operating Officer to develop organizational structure and appropriate positions to carry out our mission in the most effective/efficient means.
• In collaboration with Management/Leadership Teams, develop and ensure accurate position descriptions, conduct annual workforce planning, and effectively lead recruiting efforts.
• Collaborates with managers to ensure new employees have and complete a 30-60-90 day new hire plan. 
• Partner with managers and employees on all employee relations matters (leaves, performance, termination, etc.)

15% Policy Management - Responsible for ensuring all employee policies are current, communicated and accessible to employees

• Annually review and update the  Employee Handbook, State Supplements and compliance programs to ensure they remain compliant with relevant laws and regulations.
• Partner with department leaders to provide clear guidance on policy interpretation. Ensure employees receive communication/training on applicable policy changes or updates to relevant laws and regulations.
• Maintain Policy Library on organization’s Intranet.

10% Employee Orientation, Performance Assessment, Training & Development  

• Responsible for ensuring training/development objectives have been identified and met, outsourcing as needed.  Programs include compliance, leadership development, role based training, safety, etc.  
• Maintain LMS (Learning Management System) ensuring course content, delivery, and record keeping. 
• Develop and deliver employee orientation programs maximizing assimilation efforts.  
• Periodically evaluate training/development and orientation effectiveness and modify as needed.

10% Compensation Design & Management

• Manage the organization's pay program to attract, retain talent and ensure equity and consistency in the program's administration.
• Responsible for securing and maintaining benchmarking data, to remain competitive and aligned with the organization's pay philosophy.

• Partner with managers to determine pay at hire, pay increases, promotions etc.  Ensure pay decisions are documented and tracked.

10% Employee Relations & Communication

• Collaborate with the Marketing & Communications team to ensure effective internal communications.  Write articles and present to staff as needed to educate and drive enhanced organizational communication.
• Manage the employee engagement survey, drive the development of improvement initiatives, monitor ongoing and annual progress.
• Address employee complaints; formal complaints may involve a workplace investigation.

10% People Operations Strategy Implementation

• Guide the development of an annual, integrated operational plan to support the achievement of the strategic plan, scope and operating budget for Rise Against Hungers’ salary, benefit, and people operations expense.
• Establish key performance indicators and effectiveness measures for outcomes; guide activity and outcomes reporting for the Executive Team including people metrics and demographics; maintain current dashboard.
• Support ongoing and future development of an electronic people management and self-service automation and best practices in People Operations.