Director of Human Resources

Position Description

In 2022, Immigrant Legal Center and Refugee Empowerment Center merged, forming CIRA, the Center for Immigrant & Refugee Advancement. Our team of experts provides exceptional, compassionate legal representation, refugee services, and social work services. Serving communities from Council Bluffs to Scottsbluff, we handle complex immigration cases, resettle refugees, and ensure access to essential resources. CIRA is now focused on strengthening internal systems, developing its people, and ensuring long-term sustainability.

Why This Role Matters

CIRA is at a pivotal moment in its organizational journey. With significant growth and change, the organization aims to build, modernize, and strengthen its support for its people. The Director of Human Resources plays a critical role in this next chapter, contributing to a supportive culture, strong employee engagement, and low turnover. This role offers an opportunity to join an organization known for its mission-driven values and effective people practices.

CORE FUNCTIONS OF THE POSITION

• Strategic HR Leadership & Partnership:

  • Serve as a trusted advisor to the Executive Director and leadership team on people strategy, organizational health, and workforce risk.
  • Develop and execute HR strategies aligned with organizational priorities, growth, and long-term sustainability.
  • Lead workforce planning, talent management, succession planning, and organizational development efforts.
  • Use workforce data and insights to inform decisions and prioritize action.

• Talent Acquisition, Staff Development, and Employee Experience:

  • Provide oversight and direction for recruitment, onboarding, and retention strategies.
  • Ensure hiring and onboarding practices are equitable, efficient, compliant, and aligned with CIRA’s mission and values.
  • Collaborate with leaders to identify staffing needs, role design, and workforce planning strategies.
  • Design and implement practical, accessible training and development approaches that support retention and internal growth.
  • Collaborate with leadership to design and support employee engagement initiatives and team building events, including seasonal activities and informal gatherings that strengthen workplace culture and connection.
  • Champion a people-centered culture rooted in inclusion, respect, and belonging.

• HR Operations and Systems:

  • Evaluate and implement HR systems and process improvements that create real efficiency and reliability.
  • Oversee administration of all employee benefits programs, including medical, dental, vision, life, disability, retirement, and leave of absence programs, ensuring compliance with applicable laws and organizational policies.
  • Partner with brokers, insurance carriers, retirement providers, and Finance to manage plan performance, costs, renewals, payroll deduction updates, benefit audits, and issue resolution.
  • Lead annual open enrollment planning, communication, and execution, driving agency-wide participation and employee engagement.
  • Ensure compliance with ACA reporting, insurance requirements, and all benefits-related regulatory filings and submissions.
  • Support leadership with compensation strategy, market benchmarking, salary analysis, pay equity reviews, and workforce retention initiatives.

• Employee Relations and Performance Management:

  • Serve as the senior resource for complex employee relations matters and workplace investigations.
  • Coach managers through conflict resolution, difficult personnel situations, and performance management strategies.
  • Foster a connected, collaborative workplace culture by supporting employee integration, engagement, and recognition.
  • Promote consistent and fair application of policies and employment practices.

• Compliance and Risk Management:

  • Ensure organizational compliance with federal, state, and local employment laws and regulations across all HR functions, including employee relations, benefits, compensation, and offboarding.
  • Maintain up-to-date knowledge of evolving employment legislation and ensure HR policies and handbook remain in compliance.

Qualifications

• Bachelor's degree in human resources, nonprofit management, business administration, organizational psychology, or a related field; equivalent experience will be considered.
• 7+ years of progressive human resources leadership experience, including advising senior leaders.
• SHRM-SCP, SPHR, or equivalent certification preferred.
• Demonstrated experience in organizational development, workforce planning, and staff development.
• Demonstrated cultural competence and understanding of the unique experiences of diverse populations, including immigrants and refugees.
• Proven ability to coach leaders and navigate complex employee relations issues.
• Experience using HRIS platforms and workforce data to drive decisions.
• Working knowledge of employment regulations, including FLSA, ACA, ERISA, COBRA, HIPAA, IRS, and DOL requirements.
• Proficiency in Office 365 applications and ability to learn new software.
• Ability to pass all required background checks.