Director of Human Resources

About the Role

The Director of Human Resources is the strategist for building and running the people infrastructure Child Bridge needs to scale its mission. This role is primarily responsible for leading how Child Bridge attracts, develops, compensates, and retains a statewide, missionally driven team. This role will refine and uplevel what exists, designs what does not, and turn practices into systems that scale.

This role can be anywhere in the state of Montana, in office / hybrid if near one of the Child Bridge hubs or remote.

Day to Day Responsibilities

• Strategic HR Partnership
  • Serve as a thought partner to senior leadership and department directors on people decisions that shape organizational direction.
  • Clearly frame risks and tradeoffs so that leadership can make informed decisions.
  • Build policy and process that enables, sizing to where the organization is and is going.
  • Represent the people dimension in all conversations and decisions.
• Organizational Design and Workforce Planning
  • Partner with leadership on organizational design and growth including but not limited to roles, reporting structures, spans of control, and career paths.
  • Lead workforce planning including but not limited to forecasting hiring, sequencing roles against organizational priorities, and right sizing the team for greatest impact.
  • Shape a compensation approach and structure that attracts and retains the right people and reflects Child Bridge's stewardship of donor dollars.
  • Build a career development framework that lets people grow inside the mission.
• Talent Development and Retention
  • Build the systems and processes for reading employee engagement and acting on what employees say.
  • Partner with managers on how they lead, coach, and hold accountability.
  • Design and refine retention practices across the full employee lifecycle.
• Culture, Employee Experience, and Faith Integration
  • Steward Child Bridge's faith-informed culture in how work happens.
  • Administer and steward Child Bridge's faith-informed policies and conduct standards with consistency and care.
  • Build a felt experience for employees that embodies the vision, mission, and values.
  • Design and evolve Child Bridge's culture and approach as an organizational strategy, not a policy statement.
  • Ensure practices reflect Christ-honoring care for staff at every stage of their tenure.
  • Ensure all operations reflect empathy, respect, and trauma-informed principles.
• Change Management and Organizational Risk
  • Lead change management for organizational shifts including but not limited to reorganizations, policy changes, technology transitions, and expansion into new areas.
  • Assess and communicate people risk clearly across legal, cultural, operational, and reputational dimensions.
  • Partner with legal counsel, insurance, and external HR partners.
• Hands-on HR Operations and Execution
  • Carry the work above the administrative layer including but not limited to employee relations, workplace investigations, accommodations and the interactive process, and leave decisions.
  • Support managers through performance management coaching, establishing performance improvement plans set up to succeed rather than to document, and executing terminations with care and sound process.
  • Own recruiting outcomes by defining roles, sourcing and closing leadership hires, and coaching hiring managers through the rest.
  • Own payroll and benefits accuracy and controls including but not limited to approval of payroll files, approval of rate and status changes.
  • Own HR compliance, employment law posture, and the integrity.
  • Deliver onboarding so new hires reach full contribution quickly.
• Team Leadership
  • Grow the HR function as the organization scales.
  • Build the operating rhythms of the department including but not limited to planning cycles, sprint reviews, and decision forums that keep the work visible and moving.
  • Provide direct leadership to HR team to ensure alignment with strategic objectives, fostering a collaborative and high-performing team.
  • Regularly participate in team prayer and spiritual formation classes.
  • Inspire a working environment that passionately lives out the mission, vision, and values of Child Bridge.

Qualifications and Skills

• Builds and operates at once: energized by both designing systems and processes and doing the work.
• Turns activity into outcomes: runs day-to-day activities without becoming transactional, takes recurring work and turns it into systems, measures on outcomes not task volume.
• Holds short-term and long-term at once: can triage today's issue and build for the future without dropping either.
• Strategic HR thinking: sees the whole system and holds multiple parts in view at once, builds people infrastructure that anticipates where the organization is going.
• Change management in ambiguity: works well in the gray, assesses, prioritizes, and communicates risk clearly.
• Risk framing as a capability, not a posture: names tradeoffs, weighs stakeholder interests, and helps leadership make decisions.
• Stakeholder management and managing up: partners with and influences a fast-moving leadership team, speaks with confidence, and knows when to pause.
• Highly efficient in time and project management: self-disciplined and forward-thinking, provides deliverables in a quality and timely manner.
• Comfortable with iteration: builds, learns, and adjusts; progress over perfection is a working principle.
• Coaching and Leadership: develops, coaches, and empowers a team to achieve organizational goals and initiatives, driving innovation and managing change effectively.
• Analytical Thinking: offers creative solutions based on analysis, effectively deals with complex variables where limited standardization exists.
• Resource Management: manages both fiscal and people resources in executing a strategic plan.
• Sound perception in conversations, observation, judgment, and decision making: listens to both the said and unsaid, asks questions to gather information, and takes the next right step.
• Warm and relational verbal, written, and interpersonal communication skills: connects with a variety of people in small gatherings, large groups, individual meetings, virtual meetings, over the phone, etc.
• Confidentiality: maintains confidentiality under a range of circumstances.
• Collaboration: enjoys fostering teamwork and partnerships.
• Receptive to feedback: values constructive feedback and seeks opportunities to improve.
• Active learner: willing to collaborate with others and embrace new ideas, enjoys growing in knowledge and skill.
• Proficient in Microsoft Office Suite: Outlook, Word, Excel, PowerPoint, Teams, OneDrive, and SharePoint.
• Capable of working with a variety of technology: Customer Relationship Management systems, cloud-based applications, Apple products, etc.

Education and Experience

• Bachelor's degree in human resources, business, or a related field. Equivalent education and experience will be considered.
• At least 7 years of HR experience with progressive responsibility.
• At least 3 years at Director level or equivalent scope, with demonstrated ownership of strategic HR decisions and hands-on execution.
• Track record of building or scaling HR in a growing organization. Experience taking an informal or distributed HR function and professionalizing it, or serving as a first dedicated HR leader, is highly valued.
• Experience partnering directly with executive-level leadership on people strategy.
• Familiarity with nonprofit context is a plus, not a requirement.
• Comfort in and alignment with a faith-based work environment.
• Must have a valid driver's license, active and up-to-date liability coverage, and a dependable vehicle.

Physical Demands

• 3/4 of the time be able to: stand; sit; walk; use close vision (20 inches or less) for computer work; reach with hands and arms.
• 3/4 of the time be able to: consistently use hands; talk and hear.