Description

　　Purpose

　　The Senior Director of Human Resources is responsible for the leadership and direct daily supervision of an HR organization of approximately twenty-five staff members which includes current responsibilities for benefits, compensation, total rewards, people systems, people operations, and acquisition integrations. Also, this position works closely with the Talent Acquisition department to ensure there is coordination, communication, and collaboration between the Talent Acquisition/University Relations team and all others on the HR team.

　　Our HR Senior Director will come from the consulting-based private industry, is experienced with high growth from both organic and acquisitive means and is quick to learn and promote our culture inside and out. Our organization serves both the government (state, county, local) and private industry, with a focus on private industry. As such, qualified candidates will have current experience with a professional service provider with a focus on serving private industry clients.

　　To be successful and earn respect, this HR leader must appreciate and embrace our unique cultural values – especially those of entrepreneurship, results over process, and responsible freedom. Policy “enforcement” and creating formal structure for the sake of structure alone is not the focus of this HR position. These activities are considered for staff that are the exception, not professional adult-based behavior expectations of the firm. Building and maintaining strong, in-person relationships with corporate leadership as well as with operations leadership is critical. The position has unlimited opportunity for growth and advancement with successful results and outcomes.

　　This position is based at our corporate headquarters in Reston, Virginia and is not a remote position. The position reports to the Chief People Officer.

　　Key Responsibilities

　　At the Operational and Company Level

　　Understand the needs of Operations, the client and focus on ensuring HR is completely aligned and responding accordingly to those needs within all state and federal requirements, which is understood.

　　Serve as trusted advisor to the Chief People Officer and welcome mentorship to be fully equipped for the future as part of succession planning.

　　Do the Work

　　Collaborate with client (Operations) groups to fully learn the business, understand the issues facing management teams and employees and develop and execute action plans to address those issues within the fabric of the firm’s culture.

　　Lead the HR department’s promotion of company culture by ensuring that HR policies, practices and programs align with our cultural values.

　　Utilize HR metrics and analytics to help inform decision making and drive continuous improvement of the HR team and the company. Communicate effectively with senior company leadership to recommend continuous improvement.

　　Provide oversight and direction on appropriate compensation and benefits programs to align with our culture and attract and retain top talent.

　　Collaborate with legal counsel and other stakeholders to address compliance and risk management issues.

　　Success Metrics and Competencies

　　Ideal candidate will consistently demonstrate......

　　Culture driven.

　　Total Team Player and Coach

　　Competent Professional

　　Visible, Respected Leadership

　　Approachable, exuding positive behavior.

　　Act with a sense of urgency and responsiveness.

　　Self-starter

　　Integrity Driven

　　Problem Solver

　　Big Picture Thinker that executes plan

　　Recognizes others for contributions.

　　Accepts & Takes Responsibility

　　Thinks and behaves like an entrepreneur.

　　Education, Work Experience, Licensure/Certifications, and Technical Requirements

　　Bachelor’s degree or equivalent experience in Human Resources or related discipline.

　　Ten or more (10+) years of HR-related experience with at least five (5) years at the director level.

　　Five or more (5+) years in HR in private industry, preferably in an AEC Consulting Environment.

　　Building and maintaining strong, in-person relationships with corporate leadership as well as with operations leadership is critical.

　　Experience providing direction to an HR organization of ten or more.

　　In-depth experience in at least one functional area of HR.

　　Experience using UKG a plus.

　　Working knowledge of iCIMS for recruiting and the management of firm talent a plus.

　　Physical Demands and Working Environment

　　Primarily indoor professional office environment which may include bright/dim light, noise, fumes, odors, and traffic.

　　Mobility around an office environment.

　　Frequent and prolonged use of standard office equipment such as computers, phones, photocopiers, filing cabinets and fax machines.

　　Occasional lifting or carrying up to 20 pounds.

　　Occasional pushing or pulling up to 20 pounds.

　　Occasional reaching outward or above shoulder.

　　Note: While this job description is intended to be an accurate reflection of the job requirements, it is not designed to cover or contain a comprehensive listing of activities, duties or responsibilities that are required of the employee for this job. Management reserves the right to modify, add, or remove duties from particular jobs and to assign other duties as necessary at any time with or without notice.

　　#LI-SJ1

　　Qualifications

　　Behaviors

　　Preferred

　　Team Player: Works well as a member of a groupMotivations

　　Preferred

　　Growth Opportunities: Inspired to perform well by the chance to take on more responsibilityEqual Opportunity Employer/Protected Veterans/Individuals with Disabilities

　　The contractor will not discharge or in any other manner discriminate against employees or applicants because they have inquired about, discussed, or disclosed their own pay or the pay of another employee or applicant. However, employees who have access to the compensation information of other employees or applicants as a part of their essential job functions cannot disclose the pay of other employees or applicants to individuals who do not otherwise have access to compensation information, unless the disclosure is (a) in response to a formal complaint or charge, (b) in furtherance of an investigation, proceeding, hearing, or action, including an investigation conducted by the employer, or (c) consistent with the contractor’s legal duty to furnish information. 41 CFR 60-1.35(c)