Remote Director of Outsourced HR, Talent Management

Summary

Join Orr Group as a Director of Outsourced HR and lead outsourced HR management client engagements. As a key member of the Talent Management practice area, you will ensure alignment between organizational goals and resource capacity. With a focus on strategy development, compliance, employee relations, learning & development, compensation and benefits administration, and diversity, equity, and inclusion, you will drive business outcomes for our clients.

Requirements

• 10+ years of experience with a focus in any or all of the following: HR strategy, HR compliance, employee relations, employee learning and development, compensation and benefits administration, talent acquisition and management, diversity, equity, and inclusion
• Direct experience creating HR and/or recruitment strategies in addition to departmental or organizational strategies
• Knowledge of 'best practices' in human resources
• Thorough knowledge of employment-related laws and regulations
• Proficiency with or the ability to quickly learn HRIS and talent management systems
• Bachelor's degree required; SHRM-CP, SHRM-SCP, PHR, SPHR, CDR, PMP, and other relevant certifications a plus
• Working knowledge of the nonprofit sector and nonprofit organizational structures
• Excellent verbal and written communication, including strong attention to detail and editing skills
• Ability to handle multiple clients and projects simultaneously
• Strong time/project management and organization skills and the ability to remain flexible and effective under pressure in a fast-paced environment
• Demonstrated desire and ability to lead a team toward a shared goal
• Familiarity with AI recruitment and productivity tools or a desire to learn

Responsibilities

• Communicating effectively with a wide variety of audiences
• Collaborating on client work with Orr Group team members
• Overseeing day-to-day operations and fulfillment of contracted projects
• Managing project teams and coordinating project work for others; serving as mentor and coach to team members
• Discovering solutions and employing new and innovative ideas for clients
• Work with senior leaders to implement strategic initiatives and drive organizational priorities forward
• Plan, lead, develop, coordinate, and implement policies, processes, training, initiatives, and surveys to support the client’s human resource compliance and strategy needs
• Maintain knowledge of trends, best practices, regulatory changes, and new technologies in human resources, talent management, and employment law
• Develop and recommend employment policies and practices that comply with state and federal laws and regulations
• Monitor and ensure the organization’s compliance with federal, state, and local employment laws and regulations, and recommended best practices; review and modify policies and practices to maintain compliance
• Respond to and defend unemployment claims and respond to appeal hearing requests
• Work with leadership to create and maintain a positive work environment, specifically surrounding issues of engagement, collaboration, professional development, and resource management virtually
• Serve as a coach, advisor, mentor, and support to staff as they navigate challenges
• Work with teams/departments/functional areas to understand how they may be better supported by HR
• Manage open disputes, investigations, and progressive disciplinary processes
• Identify staffing needs and implement best practices for talent management
• Conduct research and analysis of organizational trends including review of reports and metrics from the organization’s human resource information system (HRIS) or talent management system
• Coordinate processes to provide constructive and timely performance evaluations
• Provide employee compliance training (harassment, etc.)
• Manage employee orientation (and training) for all new hires
• Work with outside benefits/HR vendors; includes direct contact with insurance companies and brokers for the purpose of problem resolution, negotiations, and plan or program enhancements
• Make administrative adjustments to the health and welfare database(s) to ensure continued accuracy and data integrity
• Help guide and field employee questions and requests related to benefits administrations, claims processing and requests for information
• Manage payroll processing per its periodic cycle (bi-weekly, semi-monthly, etc.)
• Field requests, calls, and questions from staff or prospective candidates about HR-related issues or processes
• Manage and facilitate a discovery process to review the current state/culture and set the future direction of the organization’s DEI work
• Conduct internal document reviews and interviews with key stakeholders, representing staff and Board leaders to understand and establish foundational position
• Prepare comprehensive and actionable strategies to advance DEI initiatives
• Craft actionable and tangible solutions for the work environment including policy enhancements, modifications to business practices and additional guidance on leadership and Board development

Benefits

• Comprehensive benefits package includes health, dental, vision plans and 401(k) retirement plan with employer match
• Paid holidays
• Generous paid time off