Description
Director, Human Resources

About this role...
As the Director, Human Resources (HR) , you will have responsibility for the strategic leadership and day-to-day management of all Human Resources Partner (HRP) and Talent Acquisition (TA) functions, and you will demonstrate a deep commitment to the success of our mission through the acquisition, growth of and care for our people. As a close partner to our business leaders, you will bring expertise in workforce planning and talent practices to collaborate on how we enable our people to do their best work. You'll lead and work alongside our team of HRPs as they develop, implement, and expand various people-centric programs. You'll lead and work alongside our team of TA professionals as they acquire the best new talent and help redistribute existing talent across the organization. As a senior leader on the HR team, you will contribute to the success of the entire function and achieve results through your teammates. The NWEA HR team believes in doing the right things, in addition to doing them right, and you will work to ensure that all our staff feel comfortable coming to us for counsel, support, and ideas at any time. In this role, you will report to the SVP, Human Resources. This is a full-time opportunity with competitive compensation and an outstanding benefits package. Candidates who currently reside in any location throughout the United States may be considered.

Your next challenge...

• Provide overall direction, planning and budget management for the HR Partner team
• Require and inspire both HRP and TA team to represent highest level of support for DEIA principles and practices
• Partner closely with other HR leaders and teams (Talent Acquisition, Total Rewards, Learning & Development, DEIA, etc.), to ensure HR team cohesion and optimize efficiencies
• Translate organizational initiatives into strategic and tactical HRP initiatives and workstreams
• Help interpret people analytics data and internal trends to inform business strategy and proactively identify issues
• Lead HRP team to establish SLA expectations with the teams they serve, and support progress towards growing strong, trusting partnerships
• Continually assess the effectiveness and efficiency of HR systems and services and implement improvements consistent with organizational practices

HRP team

• Act in Sr. HRP capacity, for escalated, complex matters, or as needed to support the HRP team
• Lead and participate in Organizational Design and Strategic Workforce Planning activities
• Identify and surface opportunities to advance the collective effectiveness of teams both cross-functionally, as well as individually
• Work with managers and HRPs on transition management and communication strategies
• Assist in the development, implementation, and expansion of people-centric programs, such as Performance Management, Competency Integration, Employee Experience/Engagement, Talent Calibration, etc.
• Provide training, guidance, and direction related to employee relations issues, ensuring consistency and fairness
• Partner with the Learning & Development team to help identify and provide specific education opportunities and to advance our culture of learning
• Develop and implement guidelines and procedures consistent with NWEA's culture, policies, and practices including periodic review and updating of HRP playbook
• Ensure organizational compliance with state and federal laws, reporting, and communications

Talent Acquisition (TA) team
As the Director, Human Resources , you will lead and support the Sr. Manager, T alent Acquisition (TA), in the fo llowing areas:

• Utilizing data, continually assess the quality and effectiveness of NWEA's recruitment selection program and implement improvements consistent with organizational practices
• Produce TA related insights and resources, such as hiring dashboards and job market data for hiring managers, senior leaders, and other stakeholders
• Manage recruitment efforts consistent with organizational needs and salary practices
• Actively participate in recruitment efforts for select roles

• Develop and implement internal talent marketplace programs, such as temporary 'Gigs', Job-Share, etc.
• Develop and implement creative approaches to talent pipeline needs, such as Internship programs, Contractor utilization strategies, etc.
• Partner with other HR leaders to develop seamless onboarding and integration programs

Competencies ...

• Action oriented : Take on new opportunities and tough challenges with a sense of urgency, high energy, and enthusiasm.
• Manages ambiguity : Operate effectively, even when things are not certain, or the way forward is not clear.
• Communicates effectively : Develop and deliver multi-mode communications that convey a clear understanding of the unique needs of different audiences.
• Manages complexity : Make sense of complex, high quantity, and sometimes contradictory information to effectively solve problems.
• Manages conflict : Handle conflict situations effectively, with a minimum of noise.
• Customer focus : Build strong customer relationships and deliver customer-centric solutions.
• Plans and aligns : Plan and prioritizes work to meet commitments aligned with organizational goals.
• Drives results : Consistently achieve results, even under tough circumstances.
• Drives engagement : Create a climate where people are motivated to do their best to help the organization achieve its objectives.
• Builds effective teams : Build strong-identity teams that apply diverse skills and perspectives to achieve common goals.
• Instills trust : Gain the confidence and trust of others through honesty, integrity, and authenticity.

Education and experience ....

• Minimum bachelor's degree in related field, or equivalent experience in lieu of; advanced degree preferred
• Minimum eight years human resources management experience, five years in a senior human resources role in an organization of similar or larger size with responsibility for functional and strategic leadership of human resources and talent acquisition in a virtual environment
• Experience participating in organizational design and strategic workforce planning for a growing organization required; OD or related certification preferred
• Experience in developing, implementing, and managing a wide range of employee programs and disciplines, such as Performance Management, Competency Integration, Employee Experience/Engagement, Talent Calibration, Employee Relations, Total Rewards, Talent Acquisition, etc.
• Prior acquisition or integration related experience strongly desired
• Society of Human Resource Management, SPHR Certification, strongly desired

About us...
NWEA® is a research-based, not-for-profit organization that supports students and educators worldwide by creating assessment solutions that precisely measure growth and proficiency-and provide timely data to help tailor instruction. For more than 40 years, NWEA has developed innovative pre-K-12 assessments, including our flagship interim assessment, MAP® Growth™; our progress monitoring and skills mastery tool, MAP® Skills™; and our reading fluency and comprehension assessment, MAP® Reading Fluency™. Educators trust our professional learning offerings to accelerate student learning and our research to support assessment validity and data interpretation. More than 11 million students in 146 countries use our solutions to support their learning and growth each year.

What we can offer you...
At NWEA we not only offer a competitive base salary, we offer a 15% contribution of eligible employees' base salary to a defined contribution 403(b) retirement savings plan; career development opportunities; an awesome work culture and environment; we also offer industry leading benefits and perks that are focused on supporting our employees' holistic wellbeing. To learn more about what we can offer more, click here.

NWEA strives to make diversity, equity, inclusion, and accessibility (DEIA) practices the center of our work. Our organization's mission, Partnering to Help All Kids Learn, is the foundation for our DEIA commitment as we work to reflect, value, and support the educators, students, colleagues, and communities we serve. We seek to empower and engage all stakeholders in the research, services, solutions, and products we provide, our organizational culture, and the partnerships we establish with schools, districts, states, and countries.

NWEA endeavors to make www.nwea.org accessible to all users. If you would like to contact us regarding the accessibility of our website or need assistance completing the application process, please call us at (503) 624-1951 or e-mail us at [email protected] and let us know the nature of your request, your location and your contact information. This is for accommodation requests only and cannot be used to inquire about the status of applications.

NWEA is an equal opportunity employer. Qualified applicants will receive consideration for employment without regard to race, color, religion, sex, sexual orientation, gender identity, national origin, disability or protected veteran status. For our EEO Policy Statement, please visit our website. If you'd like more information on your EEO rights under the law, please visit the EEOC website