Director of Human Resources

Title:
Director of Human Resources
Department: Human Resources
Schedule: Full-time
Reports To: Counsel & Managing Director, Administration
Job Grade: 7

The International Center of Photography (ICP) is the world’s leading institution dedicated to photography and visual culture. Through our exhibitions, education, public programs, and community outreach, we offer an open forum for dialogue about the power of the image. Since our founding in 1974, we have presented more than 700 exhibitions and offered thousands of
classes, providing instruction at every level. Our new integrated center on the Lower East Side reunites our school and museum in one space to become the cultural anchor of Essex Crossing.

Position Summary:
The Director of Human Resources manages and directs ICP’s human resources department to strategically facilitate appropriate workforce planning, compensation, recruitment, performance management, employee engagement, employee relations, payroll functions, and benefits administration. The Director of Human Resources is responsible for planning,
coordinating, and implementing human resources policies and procedures to ensure compliance with legal requirements and best employment practices. The Director of Human Resources engages with staff at all levels, handles confidential information, and seeks to represent both the policies and procedures/guidelines of the organization as well as clearly establish a sense of advocacy and support for employees.

Essential Functions and Duties:

Workforce Planning and Compensation
Provide guidance on appropriate staffing levels and equitable and competitive salaries, taking into consideration budgetary constraints, to ensure that ICP’s programs function and succeed.
• Assist management with optimizing structural organization to focus staff on attaining ICP’s strategic objectives.
• Manage a job grading system which includes regular review of job descriptions and job titles of current employees, as necessary revise job descriptions and/or job titles to ensure that they reflect current duties.
• Plan and draft descriptions for new or open positions and oversee recruiting for all hires.
• Oversee compensation administration, which includes the periodic review of salary structure, the annual collection and analysis of external salary data, the review of salary ranges, pay increases, and promotion procedures to ensure that compensation is competitive in the market and equitable within the organization.

Talent Acquisition
• Oversee talent acquisition to ensure open positions are filled with the staffing required to achieve organizational objectives.
• Assist hiring managers with determining interview questions, interview teams, and developing metrics for evaluating candidates to ensure that the process is fair and equitable and that the best candidate is presented with a job offer.
• Oversee and manage all employment procedures, including job description drafting and approval, requests for new hires, departmental recruiting efforts, security checks, reference checks, new employee orientation, and termination procedures

Performance Management
Develop and implement annual staff performance evaluation system to ensure performance is aligned with organizational objects and provide the employee with job clarity and feedback on performance.
• Train all staff to use the system and manage the system to ensure it remains an effective tool to improve communication, performance, and alignment to approved goals and objectives.
• Advise managers on best personnel management practices, including performance coaching, and on implementation of established policies and procedures to establish.
• Establish and administer the annual merit increase pool to maximize pay equity with limited resources.

Employee Engagement
Create engagement opportunities across the organization to build and sustain an engaged, positive, and effective work environment.
• Establish and maintain healthy employee engagement and a vibrant institutional culture to maximize synergy within the staff where staff can share, thrive, and encourage innovation.
• Develop and sustain strong relationships with staff, both effectively representing the institution, and at the same time, establishing a strong interpersonal rapport and sense of employee advocacy.
• Develop effective staff training and development concepts and ways for employees to engage in activities around the institution outside their standard scope of responsibilities and Department/Division.
Employee Relations
• Conduct investigations for breach of policy including reports submitted through the Bias Reporting tool to ensure investigations are promptly initiated, thoroughly investigated, resolved, and findings and any discipline are reported to the appropriate personnel.
• Provide guidance to managers and staff on all personnel issues that arise to support resolution in a fair and consistent manner. Assist with disciplinary matters to achieve the appropriate outcome given the severity of the matter.
• Manage internal communications including through the intranet to provide staff with up-to-date resources and tools to perform their jobs, as well as to provide information about benefits.
• Ensure positive and timely communication with all staff regarding policies and procedures that are deemed to
• require special emphasis.
Benefits Administration
• Oversee benefits administration; recommend modifications to existing plans plus additional options; negotiate with benefits providers to ensure a competitive benefit package for staff. This includes major medical, hospitalization, FSA, transit, disability, and pension plans.

Compliance
Oversee all HR policies and procedures to ensure compliance with state, federal, and local regulations.
• Maintain and revise the ICP Employee Handbook as needed, to be up-to-date with approved policies and procedures.
• Recommend, develop, and implement all personnel policies and procedures which ensure compliance with FLSA, IRCA, ADAAA, FMLA, HIPAA, COBRA, ADEA, EEO, ERISA, Workers Compensation, etc.
• Oversee all policies and procedures related to payroll processing.

Supervisory Responsibilities:
• Human Resources Payroll Manager
• HR Generalist

Minimum Qualifications:
Education Requirement:
• Bachelor’s degree with major course work in human resources, or related concentrations; or equivalent combination of training and experience.

Minimum Experience Requirement:
• At least five years’ management experience, with at least three years as a senior human resources manager, preferably in a not-for-profit cultural organization.
• Must have demonstrable experience successfully managing personnel and HR programs, including effective evaluation and payroll systems.
• Excellent written, verbal, organizational, people, and planning skills; ability to work effectively both as a leader and a team player;
• Ability to motivate and train staff;
• Well-organized, detail-oriented, and hands-on;
• Regular and competent user of software applications to organize data and communicate, including Microsoft Word, Excel, Outlook, and PowerPoint as well as specialized HR applications.

Specialized Knowledge, Licenses or Certifications preferred:
• Master’s degree in human resources or a related field, or PHR/SPHR certification desired.

Additional Competency Requirement (Specific Knowledge, Skills and Abilities)
• Managing and working with cross-functional teams to promote cooperation toward a common goal.
• Management of Personnel Resources – Motivating, developing, and directing people as they work, identifying the best people for the job.

Working Conditions:

Physical Demands:

The physical demands described here are representative of those that must be met by an employee to successfully perform the essential functions of this job. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions.
• While performing the duties of this job, the employee is regularly required to communicate and exchange information.
• While performing the duties of this job the employee is regularly required to spend prolonged periods of time utilizing a computer.
• While performing the duties of this job, the employee is regularly required to operate, activate, and use office equipment.
Special Environmental Factors: (Nature of the work environment)
None.

Apply Here: https://www.click2apply.net/a2jb7YIbpj7M5HJNVcRAng

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