Director of Human Resources

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.

THE DAY TO DAY

• 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.
• 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.
• 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.
• 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.
• 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.
• 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 of the HR system.
• Deliver onboarding so new hires reach full contribution quickly.
• 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.

To Be Successful

• You are energized by both designing systems and processes and doing the work.
• You can turn activity into outcomes: You can run day-to-day activities without becoming transactional taking recurring work and turning it into systems.
• You measure on outcomes, not task volume.
• You hold short-term and long-term at once: You can triage today's issue and build for the future without dropping either.
• You have strategic HR thinking: You can see the whole system and hold multiple parts of it in view at once. You can build people infrastructure that anticipates where the organization is going, not just where it is today.
• You have change management in ambiguity: You work well in the gray. Every decision carries risk, and you can assess, prioritize, and communicate that risk clearly.
• You have risk framing as a capability, not a posture: You can name the tradeoffs, weigh stakeholder interests, and help leadership make decisions.
• You have stakeholder management and managing up: You can partner with and influence a fast-moving leadership team, speaking with confidence, and knowing when to pause to make sure the right conversation is happening.
• You are highly efficient in time and project management: You are self-disciplined and forward-thinking, providing deliverables in a quality and timely manner.
• You are comfortable with iteration: You can build, learn, and adjust; progress over perfection is a working principle for you, not a tolerated compromise.
• You have coaching and leadership: You can develop, coach, and empower a team to achieve organizational goals and initiatives, driving innovation and managing change effectively.
• You have analytical thinking: You can offer creative solutions based on the analysis. You can effectively deal with complex variables in situations where limited standardization exists.
• You have resource management: You can manage both fiscal and people resources in executing a strategic plan.
• You have sound perception in conversations, observation, judgment, and decision making: You know how to listen both to the said and unsaid, you know how to ask questions to gather more information, and you know how to take the next right step.
• You have warm and relational verbal, written, and interpersonal communication skills: You can connect with a variety of people in a range of settings such as small gatherings, large groups, individual meetings, virtual meetings, over the phone, etc.
• You have confidentiality: You can maintain confidentiality under a range of circumstances.
• You have collaboration: You enjoy fostering teamwork and partnerships.
• You are receptive to feedback: You value constructive feedback and seek opportunities to improve your work.
• You are an active learner: You are willing to collaborate with others and embrace new ideas. You enjoy growing in knowledge and skill along the journey.
• You are proficient in Microsoft office suite: Outlook, Word, Excel, PowerPoint, Teams, OneDrive, and SharePoint.
• You are capable of working with a variety of technology: Customer Relationship Management systems, cloud-based applications, Apple products, etc.