Employment Opportunities

 

Director of Human Resources

Posted: June 17, 2016
Location: New York, NY
Availability: June 17, 2016

About the Roosevelt Institute

Until economic and social rules work for all Americans, they’re not working. Inspired by the legacy of Franklin and Eleanor, the Roosevelt Institute reimagines the rules to create a nation where everyone enjoys a fair share of our collective prosperity. We are a 21st century think tank bringing together multiple generations of thinkers and leaders to help drive key economic and social debates and have local and national impact. We advance this mission through the work of our staff, Fellows, and network of students and alumni.

Roosevelt is taking on some of the biggest issues facing our economy and society and putting out bold, cutting-edge research and policies. Our work ranges from thinking about how we restructure the world of finance to changing the way colleges and universities invest in their communities. In the past year alone we released a bold agenda to rewrite the rules of the American economy, which the Washington Post called a new manifesto for fighting inequality; framed the issues of financialization and corporate short-termism and issued a policy agenda that influenced key decision makers; crowdsourced a blueprint for what young people want from candidates in 2016; and completed a comprehensive rebranding of the organization, including a revamped website. We have a lot more planned in 2016 and beyond!

About the Position

We are seeking a skilled, smart, sophisticated, and supportive human resources professional to become our Director of Human Resources. The Director will provide guidance and professional expertise to senior management and services to staff on matters related to HR and organizational development. This person will work closely with staff across the organization and is often an active participant in institution-wide initiatives. These include collaborating with senior management to develop a vision and plan to deepen a culture of inclusion and diversity within the organization.

The Director will be a highly intelligent self-starter who has a shared commitment to our mission and organizational development goals. They will possess excellent speaking and writing skills and be able to communicate successfully and persuasively within the organization and with outside contacts, consultants, vendors, and legal counsel, when necessary. The successful candidate will be highly organized and diplomatic and will possess sound judgment, honed interpersonal skills, and a sense of humor under stress. The Director of Human Resources should be familiar with HR technology and systems.

Specific duties include:

Recruitment and Retention

  • Developing position descriptions that are consistent across the organization.
  • Establishing recruitment guidelines and best practices for hiring managers, and generally supporting managers in the recruiting and hiring process.
  • Creating and executing onboarding and orientation procedures for new staff, interns, and fellows (note that the content of the procedure will vary across positions; e.g., staff who supervise other staff vs. those who do not; staff vs. interns; staff vs. fellows).
  • Creating and managing an annual performance review process.
  • Creating a performance improvement process that is standard across the organization, including appropriate termination procedures (as needed).
  • Providing managers with at least annual in-person training opportunities to improve their management skills, including facilitating retreats for different teams;
  • Identifying and providing regular virtual training opportunities to managers.
  • Creating and executing a professional development program.
  • Building a diverse and inclusive environment across the organization by supporting the efforts of the Diversity and Inclusion Committee.

Other duties and responsibilities

  • Keeping current on HR practices and concepts; ensuring legal compliance with state and federal regulations; and maintaining an effective network of HR professionals.
  • Mediating internal disputes as a neutral arbiter/identifying and solving emerging conflicts.
  • Monitoring and exploring on a regular basis potential changes to employment, personnel, and benefits policies, and facilitating the consideration, adoption, and/or implementation of any changes.
  • Answering general HR questions, including those related to benefits.
  • Seeking and/or providing guidance to managers on a range of employment issues, including but not limited to immigration and visa procedures, overtime rules, determining employee or contractor status, etc.
  • Serving as the point person for contracts with consultants, as well as managing vendors.
  • Evaluating existing internship hiring program and making needed changes and improvements.
  • Overseeing office space issues, including assigning staff and fellow seating arrangements and identifying improvements to space utilization.
  • Establishing an “exit” process for staff, fellows, and interns who leave the organization, including conducting an exit interview for all departures (this process will vary based on whether the departing individual is staff, a fellow, or an intern).
  • Identifying opportunities and developing events/systems/processes to enhance staff communication and interaction.
  • Helping to establish and then maintaining an office culture that is grounded in principles of collegiality, inclusion, transparency, and efficiency.
  • Coordinating social/team-building activities.

Qualifications

  • Bachelor’s degree required; Master’s Degree in Human Resources or other related discipline preferred.
  • Minimum of five years supervisory experience at a management level for a complex organization.
  • Must have a high level of personal and professional integrity.
  • Broad knowledge of and experience with various HR functional areas.
  • Strong working knowledge of state and federal employment law.
  • Strategic, analytical, and operational thinker; creative problem-solver.
  • High level of professional and personal judgment and discretion; ability to serve as HR counsel to members of management and staff.
  • Excellent interpersonal, communication, and diplomacy skills to establish a comfortable environment for staff to discuss confidential issues and information.
  • Ability to collaborate effectively and collegially.
  • Ability to accurately analyze and evaluate data and make appropriate recommendations for action.
  • Ability to work independently and manage multiple diverse projects simultaneously; must be flexible and able to prioritize appropriately.
  • High level of attention to accuracy, detail, organization, and follow through.

The above statements are intended to describe the general nature and level of work being performed by the person holding this position. It is not an exhaustive list of all duties and responsibilities. The Roosevelt Institute reserves the right to amend and change responsibilities to meet organizational needs as necessary. This is a full-time, salaried position.

The Roosevelt Institute is an Equal Opportunity Employer; people of color, people with disabilities, women, and LGBTQ candidates are strongly encouraged to apply. There is a handicapped-accessible, all gender/gender neutral bathroom on site. We offer competitive salaries, a rewarding, friendly, supportive, and collaborative work environment, excellent health insurance coverage, paid time off, and employer pension contributions when eligibility criteria are met.

Please submit a cover letter and resume via email to jobs[at]rooseveltinstitute[dot]org with “Director of Human Resources” in the title. No phone calls please.