Senior Human Resources Manager

TITLE : Senior Human Resources Manager

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ORGANIZATION : National Governors Association

LOCATION : Washington, DC (onsite)

DURATION : Full Time

POSITION STATUS : Exempt

COMPENSATION : A competitive compensation package will be made to the qualified candidate

REPORTS TO : Director, Administration

ORGANIZATION BACKGROUND

Founded in 1908, the National Governors Association is the bipartisan organization of Governors from the 55 states, territories and commonwealths.

NGA’s mission is to share best practices, address issues of national and state interest, and drive innovative solutions that improve state government and support the principles of federalism.

NGA’s Center for Best Practices is the policy and research arm that helps Governors develop and implement solutions to public policy challenges.

NGA’s Government Relations group assists in ensuring the voice of Governors are heard in Congress, and the Executive Branch and NGA’s Communications team collaborates with Governors’ offices to amplify bipartisan messaging and strategy.

Throughout the year, NGA convenes Governors and senior advisors for meaningful discourse, problem-solving and thought leadership.

Key Responsibilities Of The Senior Human Resources Manager

The Senior Human Resources Manager will manage and coordinate organization-wide talent management and human resources including policies, hiring, retaining, on / offboarding, workforce performance review, confidential personnel management and staff development.

This role has heavy emphasis on recruitment, retention and development of a highly motivated and world class team. This role will require the individual to maintain business literacy regarding the organization’s strategic vision and implement HR initiatives.

Other important responsibilities of the Senior Human Resources Manager include : Recruitment / On and Offboarding

• Act as the primary point of contact for all job postings for full-time, temporary, and intern personnel;
• Manage full life cycle recruitment (post, source, prescreen, schedule, background, references, offer, etc.);
• Partner with staff hiring leads to develop effective sourcing and recruitment strategies that result in top tier candidates;
• Define roles and responsibilities (position descriptions) and coordinate with outside vendor platforms and staffing firms if necessary;
• Develop and implement creative and innovative sourcing strategies and techniques to build a diverse pipeline of qualified candidates;
• Respond to all job inquiries in a respectful and timely manner;
• Monitor hiring trends and compensation;
• Develop and maintain weekly recruitment reports;
• Manage employee onboarding activities;
• Conduct I-9 check within first 72 hours of hire and update employee file.

Performance Management / Employee Relations

• Provide professional expertise and support in the design, development and implementation of the talent review process;
• Manage the maintenance and execution of the performance management system;
• Support performance management training programs;
• Ensure that organization-wide talent management and performance management initiatives are focused and aligned;
• Foster healthy employee relations and maintain long-term employee relations;
• Develop, recommend, implement, and monitor employee relations practices and policies;
• Provide coaching, counseling, and performance guidance to managers;
• Manage offboarding process including exit interviews;
• Analyze HR analytics and develop solutions, programs, and policies.

Compliance / Professional Development

• Maintain in-depth knowledge of legal requirements for day-to-day management of employees;
• Educate department and division heads on organization-wide policies;
• Ensure human resources plans and programs are properly administered;
• Develop, initiate and maintain effective programs for workforce retention;
• Assist in cultivating a supportive and inclusive work environment;
• Collect and coordinate aggregate data for talent pool;
• Identify organization-wide and individual employee training needs;
• Track and monitor training budget;
• Participate in evaluation and monitoring of training programs;
• Work with leadership to create a workforce that has interchangeable talent.

Qualifications

Candidates should have a bachelor’s degree preferable in human resources or related field, with PHR, SPHR or SHRM-CP, SHRM-SCP credential preferred.

Minimum five plus years working in areas of broad HR including talent recruitment, development and performance management.

Ideal Candidate Attributes

• Experience crafting, implementing, and maintaining organization-wide talent management programs;
• Experience recruiting in multiple discipline areas and levels;
• Proven ability to design and implement full-cycle performance management programs;
• Proficient using HR software;
• Produce employment reports capturing data analytics;
• Excellent interpersonal, counseling, and negotiation skills;
• Strong business acumen, analytical and critical thinking skills;
• Collaborate with leadership to develop strategic HR initiatives;
• Handle sensitive information;
• Sound knowledge of labor laws;
• Execute multiple high-level projects;
• Excellent verbal and written communication skills;
• Excellent leadership, presentation, and project management skills;
• Proficient with Microsoft Office Suite and web tools.

HOW TO APPLY

Interested candidates should apply online through NGA’s career site. NGA uses Clear Company, and all information is kept strictly confidential.

An application is considered when all required fields are completed. Please include :

• Your resume highlighting your education, experience, and direct transferable skills
• A portfolio of your best work (attach to your candidate profile via Clear Company)

PHYSICAL AND SENSORY DEMANDS

Reasonable accommodations may be made to enable individuals with disabilities to perform essential functions. NGA is committed to providing a productive and safe environment.

WORKING AT THE NATIONAL GOVERNORS ASSOCIATION

NGA staff proudly serve our nation’s Governors daily, and it’s our mission to ensure we offer a comprehensive, competitive benefits package designed to support the needs of NGA employees.

NGA is an Equal Opportunity Employer (M / D / F / V). NGA is committed to fostering an energetic, collaborative, diverse and inclusive workforce.

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