Job Details

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12 Jul 2024

Full-Time Associate Director of Human Resources

POSITION ANNOUNCEMENT: ASSOCIATE DIRECTOR OF HUMAN RESOURCES
As the official philanthropic and collaborative partner of Grand Canyon National Park, Grand Canyon Conservancy's mission is to inspire generations of park champions to cherish and support the natural and cultural wonder of the Grand Canyon. GCC raises private funds, operates retail shops within the park, and provides premier educational programs about the natural and cultural history of the region.
The Grand Canyon Conservancy seeks an Associate Director of Human Resources who is responsible for executing HR strategies that align with our mission and values while promoting a vibrant organizational culture and sustainable practices. This position supervises the Human Resources Manager and plays a critical role in ensuring that our workforce thrives, our culture is inclusive and inspiring, and our operations are environmentally responsible.

The Associate Director of Human Resources is a remote (within a five-hour drive from the South Rim), benefit-eligible, full-time, exempt position that reports to the Chief of Staff.

PRIMARY RESPONSIBILITIES
Duties vary with the workload and could include, but are not limited to, the tasks listed below.

1. HR Strategy: Implement comprehensive HR strategies that support the organization's long-term goals and ensure alignment with our mission and values.
2. Diversity, Equity, and Inclusion: Drive DEI initiatives to create a diverse, equitable, and inclusive workplace where all employees feel valued and respected.
3. Organizational Sustainability: Champion sustainability initiatives by developing and implementing eco-friendly policies, practices, and programs that promote environmental responsibility across the organization.
4. Talent Acquisition and Retention: Collaborate with senior leadership to develop a recruitment and retention strategy that reflects the organization's goals. Ensure GCC's compensation plan is competitive and helps attract and retain high-performing staff.
5. Employee Onboarding: Develop a consistent onboarding process that sets the foundation for a positive employee experience and helps employees understand how their role impacts the organization's mission and goals.
6. Team Supervision and Development: Assign accountabilities, determine goals and priorities, conduct annual performance evaluations, and set a tone of continuous development and improvement.
7. Leadership Development: Design and oversee leadership development programs that empower current and emerging leaders to excel in their roles.
8. Culture Enhancement: Foster a positive and inclusive organizational culture by designing and implementing initiatives that promote employee engagement, teamwork, and a sense of belonging.
9. Performance Management: Develop and oversee effective performance management systems that foster a culture of continuous improvement. Develop KPIs to assess individual and team performance.
10. Employee Relations: Collaborate with managers to develop performance improvement plans for employees who are not meeting expectations.
11. Succession Planning: Develop a comprehensive succession planning strategy to ensure a smooth transition at the highest levels of the organization, build a strong leadership pipeline, and support the organization's long-term growth and sustainability.
12. Benefits Administration: Develop a comprehensive benefits strategy that aligns with the organization's overall goals and supports employee retention, well-being, and satisfaction. Select benefit vendors, negotiate contracts, and ensure cost-effective and competitive benefits packages. Ensure that benefits administration practices comply with federal and state regulations. Manage and collaborate with benefit providers and provide accurate and timely enrollment and changes. Oversee the annual open enrollment process.
13. Legal Compliance: Maintain knowledge of trends, best practices, regulatory changes, and new technologies in human resources, ensuring HR practices and policies remain compliant with employment law and mitigate risks. Communicate policy, practice, and resource changes to senior leadership.
14. HR Analytics and Reporting: Identify KPIs that provide insights into workforce trends, engagement levels, turnover rates, and other relevant metrics. Utilize HR analytics to track and measure the effectiveness of employee retention and development programs. Create comprehensive reports and dashboards that showcase HR metrics and insights for senior management and board presentations to ensure data-informed decisions aligned with the strategic direction.
15. Budget Management: Prepare the HR budget by gathering data and negotiating vendor contracts to ensure cost-effectiveness. Manage the HR budget and communicate budget guidelines to HR staff.

MINIMUM QUALIFICATIONS
• Bachelor's degree in Human Resources, Business Administration, Psychology, or related field; Master's preferred
• Minimum of seven years of progressive Human Resources leadership experience, preferably in a nonprofit or mission-driven environment
• Current PHR, SHRM-PHR, or SHRM-CP certification
• Or any combination of education, certification, and experience
• Advanced knowledge of Microsoft Software and HRIS systems

PREFERRED QUALIFICATIONS, SKILLS, AND CHARACTERISTICS
• In-depth knowledge of human resources practices and policies and applicable state and federal laws
• Excellent strategic thinking, problem-solving, and decision-making skills.
• Strong understanding of organizational sustainability, diversity, and inclusion principles and proven experience leading cultural and sustainability initiatives.
• Exceptional communication and interpersonal abilities, with the capacity to influence and engage diverse stakeholders.
• Proficiency in HRIS systems, analytics tools, and Microsoft Office suite.
• Proficiency in conflict resolution, problem-solving, and negotiation, and the capacity to drive innovative solutions to HR challenges.
• Knowledge of talent management, performance management, and employee development strategies.
• Demonstrated ability to work collaboratively and build positive relationships across an organization.
• Proven ability to handle sensitive information with strict confidentiality and maintain a high degree of professionalism and discretion.
• A deep interest in the mission of GCC and an understanding of the organizational structure.
• Ability to model GCC's Core Values.

WORKING CONDITIONS
This position is primarily sedentary office work, requiring long periods at a desk performing repetitive tasks such as typing and data entry. It also requires the ability to travel without assistance.

GCC CORE VALUES
GCC has identified four core values representing how we interact with our employees, partners, visitors, supporters, and followers. Our values include:

1. Integrity: We are honest, respectful, inclusive, caring, and accountable for our actions. We operate at a high level of excellence, utilizing our resources to their best and fullest potential.
2. Education: We are a dynamic learning organization uniquely positioned to cultivate the “awe” of Grand Canyon.
3. Service: We embrace our role as a valued partner of the National Park Service at Grand Canyon National Park and will provide the highest level of excellence in every interaction with employees, partners, visitors, supporters, and donors.
4. Connection: We foster a sense of wonder and adventure for the Grand Canyon.

GCC'S COMMITMENT TO EQUITY, DIVERSITY, AND INCLUSION
Grand Canyon Conservancy embraces and nurtures a welcoming and inclusive environment that promotes diversity, encourages collaboration, and fosters a culture where all employees feel valued, respected, and included. As a dynamic learning organization, we continually evaluate our systems and practices to foster an environment where all employees feel a sense of belonging, are empowered to bring their authentic selves to work, and can thrive personally and professionally.

GCC provides equal employment opportunities to all employees and applicants and prohibits discrimination and harassment of any type without regard to any characteristic protected by federal, state, or local laws.

TOTAL COMPENSATION
GCC provides a comprehensive benefits package including vacation and holiday pay, sick leave, Canyon Experience Days, employer-supplemented health benefits package including medical, dental, vision, and health savings account (HSA) plan, employer-paid long-term disability, and life insurance, employer-paid 401(k) retirement plan, and discounts in our retail stores and Grand Canyon Conservancy Field Institute offerings. The hiring salary range for the position is $92K to $95K annually.

Grand Canyon Conservancy is the official nonprofit partner of Grand Canyon National Park. We are an Equal Opportunity Employer.