Director of Human Resources
Archdiocese of Omaha Chancery - Omaha
Human Resources
Full-Time
POSITION TITLE: Director of Human Resources
DEPARTMENT: Human Resources
REPORTS TO: Chancellor
EFFECTIVE DATE: March 8, 2024
CLASSIFICATION: Regular, Full-Time, Exempt
HOURS PER WEEK: 40
POSITION SUMMARY
The Director of Human Resources leads and directs the routine functions of the Human Resources department to include recruitment, performance management, training, employee recognition and events, termination procedures, leave management, compensation administration and immigration.
The director also assists management and leadership in resolving employee relation issues, conducting effective investigations, and recommending action for sensitive and complex situations. The director will ensure that systems and processes are in place for employees to develop to their fullest potential to fulfill the responsibilities of their role. The director will work in collaboration with all departments and serve as a consultant for parishes and schools.
The director will coach the Archdiocese’s directors and managers in the performance management processes, compensation and remuneration programs, recruitment practices, and management decision making. The director will play a role in talent sourcing strategies that promote the attraction, selection, and successful recruitment of potential talents that support the Archdiocese’s overall objectives.
PRINCIPAL DUTIES AND RESPONSIBILITIES
Recruitment
• Partner with hiring managers on end-to-end recruitment such as sourcing sites, candidate selection standards, candidate interview processes, and selection tools.
• Identify, evaluate, and utilize appropriate cost-efficient sourcing channels to meet recruitment needs.
• Collaborate with management, department heads and employees in the areas of recruitment, compensation & benefits, training and development, and employee engagement.
Human Resources Management
• Assist with the development and management of an annual budget that includes human resources services, employee recognition and events.
• Establish human resource specific measurements that support the accomplishment of the Archdiocese’s strategic goals.
• Collaborate with leadership to develop organizational procedures and policies.
Training and Development
• Ensure directors and managers are updated with appropriate knowledge and tools for performance management.
• Manage the performance management systems and processes to evaluate performance at least annually.
• Manage the learning management system to include content management, training assignments, user administration, reporting, troubleshooting and system optimization.
Employee Relations
• Formulate and recommend employee relations practices necessary to establish a positive employer-employee relationship and promote a high level of employee morale and motivation.
• Conduct investigations of employee complaints or when concerns are brought forth.
• Monitor and counsel managers and supervisors in the progressive discipline process of the Archdiocese.
• Monitor the implementation of a performance improvement process with non-performing employees. Review employee appeals through the Archdiocese complaint procedure.
• Review, guide, and approve management recommendations for employment terminations.
HRIS
• Oversee active maintenance of the human resources system to ensure functionality and accuracy.
• Assure the maintenance of human resource records and compliance with federal and state regulations.
Employment Law
• Lead compliance with all existing governmental and labor legal and reporting requirements including any related to the Equal Employment Opportunity (EEO), the Americans with Disabilities Act (ADA), the Family and Medical Leave Act (FMLA), the Department of Labor, worker compensation and other regulatory agencies.
Organizational Communications and Development
• Manage employee communication through such avenues as electronic newsletters and one-on-one meetings.
• Ensure job description for every position is up-to-date and accurate.
KNOWLEDGE, SKILLS, AND ABILITIES
• Strong knowledge and experience in employment law, compensation, organizational planning, organization development, employee relations, and training and development required.
• Excellent oral and written communication skills.
• Excellent interpersonal and coaching skills.
• Evidence of the practice of a high level of confidentiality.
EDUCATION AND EXPERIENCE
• Active, practicing Catholic in full communion with the Catholic Church, with a demonstrated commitment to the mission and teachings of the Church required.
• Minimum of a bachelor’s degree or equivalent in Human Resources, Business, Organization Development required.
• Minimum of ten years progressive human resources business partner or HR generalist experience required.
• Minimum of five years human resources leadership experience required.
• PHR/SPHR or SHRM-CP/SHRM-SCP certification preferred.
WORKING CONDITIONS: PHYSICAL REQUIREMENTS
Routine office environment; ADA-accessible building.
TRAVEL REQUIREMENTS
• 5% travel to locations within the archdiocese.
ORGANIZATIONAL RESPONSIBILITY
Employees of the of the Archdiocese of Omaha will have knowledge of the Catholic faith, a willingness to work for a Catholic, faith-based organization and adhere to the policies of the Archdiocese of Omaha. Employees will not publicly oppose the teachings of the Catholic faith nor publicly advocate for any position in conflict with Catholic teaching, or the specific positions of the Archdiocese of Omaha or the United States Conference of Catholic Bishops. This requirement includes any public speech, demonstration or writing including the use of social media or other digital technologies.
DEPARTMENT: Human Resources
REPORTS TO: Chancellor
EFFECTIVE DATE: March 8, 2024
CLASSIFICATION: Regular, Full-Time, Exempt
HOURS PER WEEK: 40
POSITION SUMMARY
The Director of Human Resources leads and directs the routine functions of the Human Resources department to include recruitment, performance management, training, employee recognition and events, termination procedures, leave management, compensation administration and immigration.
The director also assists management and leadership in resolving employee relation issues, conducting effective investigations, and recommending action for sensitive and complex situations. The director will ensure that systems and processes are in place for employees to develop to their fullest potential to fulfill the responsibilities of their role. The director will work in collaboration with all departments and serve as a consultant for parishes and schools.
The director will coach the Archdiocese’s directors and managers in the performance management processes, compensation and remuneration programs, recruitment practices, and management decision making. The director will play a role in talent sourcing strategies that promote the attraction, selection, and successful recruitment of potential talents that support the Archdiocese’s overall objectives.
PRINCIPAL DUTIES AND RESPONSIBILITIES
Recruitment
• Partner with hiring managers on end-to-end recruitment such as sourcing sites, candidate selection standards, candidate interview processes, and selection tools.
• Identify, evaluate, and utilize appropriate cost-efficient sourcing channels to meet recruitment needs.
• Collaborate with management, department heads and employees in the areas of recruitment, compensation & benefits, training and development, and employee engagement.
Human Resources Management
• Assist with the development and management of an annual budget that includes human resources services, employee recognition and events.
• Establish human resource specific measurements that support the accomplishment of the Archdiocese’s strategic goals.
• Collaborate with leadership to develop organizational procedures and policies.
Training and Development
• Ensure directors and managers are updated with appropriate knowledge and tools for performance management.
• Manage the performance management systems and processes to evaluate performance at least annually.
• Manage the learning management system to include content management, training assignments, user administration, reporting, troubleshooting and system optimization.
Employee Relations
• Formulate and recommend employee relations practices necessary to establish a positive employer-employee relationship and promote a high level of employee morale and motivation.
• Conduct investigations of employee complaints or when concerns are brought forth.
• Monitor and counsel managers and supervisors in the progressive discipline process of the Archdiocese.
• Monitor the implementation of a performance improvement process with non-performing employees. Review employee appeals through the Archdiocese complaint procedure.
• Review, guide, and approve management recommendations for employment terminations.
HRIS
• Oversee active maintenance of the human resources system to ensure functionality and accuracy.
• Assure the maintenance of human resource records and compliance with federal and state regulations.
Employment Law
• Lead compliance with all existing governmental and labor legal and reporting requirements including any related to the Equal Employment Opportunity (EEO), the Americans with Disabilities Act (ADA), the Family and Medical Leave Act (FMLA), the Department of Labor, worker compensation and other regulatory agencies.
Organizational Communications and Development
• Manage employee communication through such avenues as electronic newsletters and one-on-one meetings.
• Ensure job description for every position is up-to-date and accurate.
KNOWLEDGE, SKILLS, AND ABILITIES
• Strong knowledge and experience in employment law, compensation, organizational planning, organization development, employee relations, and training and development required.
• Excellent oral and written communication skills.
• Excellent interpersonal and coaching skills.
• Evidence of the practice of a high level of confidentiality.
EDUCATION AND EXPERIENCE
• Active, practicing Catholic in full communion with the Catholic Church, with a demonstrated commitment to the mission and teachings of the Church required.
• Minimum of a bachelor’s degree or equivalent in Human Resources, Business, Organization Development required.
• Minimum of ten years progressive human resources business partner or HR generalist experience required.
• Minimum of five years human resources leadership experience required.
• PHR/SPHR or SHRM-CP/SHRM-SCP certification preferred.
WORKING CONDITIONS: PHYSICAL REQUIREMENTS
Routine office environment; ADA-accessible building.
TRAVEL REQUIREMENTS
• 5% travel to locations within the archdiocese.
ORGANIZATIONAL RESPONSIBILITY
Employees of the of the Archdiocese of Omaha will have knowledge of the Catholic faith, a willingness to work for a Catholic, faith-based organization and adhere to the policies of the Archdiocese of Omaha. Employees will not publicly oppose the teachings of the Catholic faith nor publicly advocate for any position in conflict with Catholic teaching, or the specific positions of the Archdiocese of Omaha or the United States Conference of Catholic Bishops. This requirement includes any public speech, demonstration or writing including the use of social media or other digital technologies.