Compassion & Choices is seeking a Director of Human Resources to help advance our advocacy, medical outreach and education efforts across the country.

This position is a strategic and dynamic leader responsible for the overall administration, coordination, and evaluation of the human resources functions and for helping us to realize our cultures of diversity, equity, inclusion & belonging; leadership excellence; philanthropy; gratitude and innovation. This position manages a Human Resources Manager and maintains a contract with a professional employment organization (PEO). The ideal candidate will be a proactive communicator who is adept at managing a wide range of HR activities, including organizational development; policy development; employee relations; performance coaching and professional development; hiring and recruitment support; compensation analysis;; onboarding and offboarding; DEIB best practices; and compliance with state and federal employment laws.

This is a full-time, remotely-located, paid position reporting to the Chief People & Culture Officer. Compensation offered will be commensurate with experience. We offer excellent benefits including employer-shared medical and dental insurance premiums, employer-paid short- and long-term disability, life and accidental death & dismemberment insurance, flexible spending account for medical and child care, commuter pre-tax benefit, eligibility to participate in 401K with generous 5% employer match and 100% vested at time of eligibility, 12 paid holidays, 17 PTO days first year, and personal days.

This position will primarily be responsible for:

General Operations

• In coordination with the CPCO, develop and implement HR strategies, initiatives, goals and systems aligned with the overall business strategy of the organization.
• Develop and administer human resources policies and procedures for all personnel.
• Evaluate decisions and results of department initiatives in relation to established goals. Recommend new approaches, policies and procedures to impact continual improvements.
• Direct systems for maintaining department and personnel records and reports.
• Provide decision support through HR metrics and data analysis.
• Ensure compliance with all federal, state and local employment laws — mitigating risks and ensuring adherence to regulations.
• Bridge management and employee relations by addressing demands, grievances, or other issues.

Benefits Administration

• Oversee the contract with the professional employment organization (PEO), ensuring services are utilized effectively and align with organizational needs.
• Perform benefits administration, including working with the PEO and COO to annually re-evaluate plans, determine plans and assess contributions for the annual benefit year to ensure comprehensive benefits.

Hiring and Compensation

• Direct the recruitment and selection process to attract, retain, and develop a high-performing workforce with diversity, equity and inclusion at the forefront. Includes writing and placing postings; working with hiring managers to screen and interview candidates; conducting reference checking; assisting hiring managers with offer details; preparing offer letters; and extending job offers in manager’s absence.
• Annually re-evaluate the compensation program to ensure competitive compensation structures. Includes writing job descriptions as necessary; performing job audits; conducting annual salary surveys and developing ranges for positions; and analyzing compensation for equity.

Onboarding and Offboarding

• Direct the onboarding process. Includes such tasks as sending new employee onboarding forms/information; conducting criminal background checks; setting employees up in HR database; and other tasks as needed.
• Direct the organization-wide new-employee orientation sessions.
• Direct termination and offboarding process, including initiating termination paperwork/process, ensuring procedures for the capture of institutional knowledge are followed, and other tasks as needed.

Performance Coaching and Professional Development

• Direct a performance evaluation program that drives high performance and supports career development.
• Conduct skills assessment of organizational positions to assist managers with creating career development plans for their employees.
• Assess training needs and direct training programs to ensure they are aligned with the organization's goals.

Diversity, Equity, Inclusion, & Belonging

• Collaborate with management and staff to foster a supportive and inclusive work environment, promoting the organization's values and culture.
• Contribute to C&C’s diversity, equity, inclusion, & belonging by working across the organization to ensure staff are approaching their hiring and management with DEIB best practices front and center.
• Brings diversity, equity, inclusion, & belonging issues to the appropriate individuals with recommendations on how to address or resolve.

Additional Responsibilities

• Support of all C&C efforts as requested; including, but not limited to, activities such as identifying prospects, briefing donors, alerting staff of fundraising opportunities, reaching out to donors, participating in phone-athons, etc.
• Timely and accurate completion of related reports (such as company credit card statements, performance reviews, time cards, etc.).
• Demonstrates commitment to and active support of C&C’s Diversity & Inclusion program.
• Other duties as required.

Required Qualifications (You will be a good fit if you have the following):

Education and Experience:

• Bachelor’s degree and 10 years of human resources experience (preferably at a manager level), or 10 years of human resources experience in progressively responsible levels, or equivalent combination.
• Active SHRM Senior Certified Professional (SHRM-SCP) and/or SPHR credential.
• In-depth knowledge of labor laws, human resources best practices, and current trends in human resources.
• Managing human resource functions in an organization with at least 100 employees.
• Working for a non-profit and within a department-of-one.
• Broad knowledge of human resources strategies, systems, and procedures.
• Analyzing, improving, and implementing processes, policies and procedures.
• Building systems and supporting staff in a fast-growing organization.
• Competence in building and effectively managing interpersonal relationships at all levels of the organization.
• Using HR software and HR metrics to generate reports, and analyze and interpret the data, and present findings.
• Developing a diverse and inclusive culture and workforce.
• Using diplomacy and tact to build strong relationships and motivate staff.
• Working with cross-functional teams.

Skills:

• Mathematical Skills: Ability to set up and manage spreadsheets using basic mathematical calculations.
• Reasoning Ability: Ability to define problems, inductive and deductive reasoning, collect data, establish facts, and draw valid conclusions. Ability to interpret an extensive variety of technical instructions in mathematical or diagram form and deal with several abstract and concrete variables.
• Computer Skills: Working knowledge of document, spreadsheet, presentation software (e.g., Google Cloud,; HR software, Internet software).

Other Qualifications:

• Certificates, Licenses, Registrations: SPHR and/or SHRM-SCP (or equivalency)
• Travel: Minimal travel (5%). Possibility of over-night; would include travel to another C&C office, conference, retreat, or other meeting.

Values: Must be energized by the idea of working at an organization with the following values:

• Compassionate in our conviction that dying patients should be free of unwanted treatment, suffering or outside interference.
• Respectful of the autonomy of individuals to decide what end-of-life options are best for them and their family.
• Courageous in our willingness to confront the toughest end-of-life health challenges, disrupt the broken status quo and protect an individual’s right to self-determination.
• Credible in all our education, advocacy and partnerships — our efforts are grounded in objective research and demonstrable facts.
• Resilient in our capacity to respond to opportunities and threats in the movement so that we can achieve our vision as quickly as possible.

About Compassion & Choices

Across the nation, Compassion & Choices works to create a society that affirms life and accepts the inevitability of death, embraces expanded options for compassionate dying, and empowers everyone to choose end-of-life care that reflects their values, priorities and beliefs. To make this vision a reality, we improve care, expand options and empower everyone to chart their end-of-life journey.

Compassion & Choices is committed to building a staff that reflects the diverse communities that make up our country. We are an Equal Opportunity Employer and recruit, hire, train, promote, and administer any and all personnel actions without regard to age, color, creed, disability, economic status, ethnic identity, gender identity, national origin race, religion, sex, sexual orientation, veterans status, or any other basis prohibited by applicable law.