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Human Resources Director

National Association for Healthcare Quality
Chicago, IL 60631
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In consultation and coordination with the CFO, the Human Resources Director oversees the human resources department and serves as a resource to the organization's management team and employees. The Human Resource Director is responsible for ensuring the overall administration, coordination, and evaluation of human resource plans programs and functions including Recruitment and Retention, Performance Management, Employee Relations, Training and Development, Compensation and Benefits, etc. This individual will be a cultural steward who builds solid relationships that foster NAHQ's culture based on integrity, trust, collaboration, and a growth mindset. Additionally, the Human Resources Director will be a problem solver, counselor and thought leader who will oversee strategic and operational functions of the department. This individual is additionally responsible for talent acquisition, employee engagement, DEI, and other HR administration needs.

Essential Functions

Leadership and Departmental Oversight (20%)

  • Collaborate with CFO and senior leadership to understand NAHQ's organizational goals and strategic direction to guide the department's direction.
  • Develop and implement strategies as part of an HR operational plan that supports the organization's goals and initiatives.
  • Manage all aspects of HR including internal and external relationships, vendor partnerships and committees to build a team that supports organizational growth.

Talent Acquisition and Retention (40%)

  • Assess talent acquisition and development approaches to create and execute a cohesive strategy for acquiring and growing talent at all levels, ensuring the organization is well positioned to attract the highest caliber of professionals who will support the strategic objectives and growth goals.
  • Oversee recruitment and retention efforts for all personnel, including maintaining job descriptions, writing, and placing job postings, processing applications, screening applicants, coordinating interviews and other hiring-related administrative tasks.
  • Oversee the onboarding program including new employee orientations, onboarding plans, employee file and information set up, HR and manager check-ins and other related tasks.
  • Work closely with CFO to establish annual recruiting and training budgets and to ensure total compensation packages are competitive yet allow the company to realize our profitability goals.
  • Manage all employee engagement activities and programming to address organizational strengths and weaknesses, employee feedback and improve employee engagement and satisfaction efforts. Recommend and support employee relations activities designed to enhance staff work experience.
  • Oversee termination activities and exit interviews.

Performance Management (20%)

  • Oversee and continuously improve the annual employee goal setting and performance evaluation programs to ensure it drives fair performance assessment and desired professional development.
  • Support performance improvement work planning and counseling in conjunction with managers.
  • Develop and execute the annual training and development plan including procuring resources to performance onsite and virtual training on topics of interest for employees, association-related courses, and mandated compliance training.
  • Partner with managers to develop individual training and development plans to address skills and performance gaps.

Compensation and Benefits Administration (10%)

  • Manage benefits brokerage relationships to successfully administer benefit plans, research new plan options, analyze the needs of the organization and its employees and adjust existing benefit plans as required.
  • Manage the payroll function for accurate payroll in a timely manner and in compliance with all state and federal laws.
  • Lead coordination and communication of all benefits-related projects such as annual open enrollment, new hire benefits enrollment, benefits audits, and wellness activities.
  • Conduct research and analysis of on market-related salary and benefit programs to measure the organization's competitive advantage.

Human Resources Administration (10%)

  • Maintain and revise the employment handbook on policies and procedures.
  • Develop, revise, and recommend personnel policies and procedures.
  • Maintain and continuously improve the HR system, it's data and reports to meet departmental, manager and employee needs.
  • Oversee staff meetings including slide deck, attendance, and scheduling.
  • Ensure compliance with all local, state, and federal legislation as it relates to employment law such as labor, Equal Employment Opportunity (EEO) and wage and hours.

  • 7-10 years of human resource experience. SHRM-CP or PHR preferred.
  • Bachelor's degree in Human Resources or Business Administration.
  • Proactive self-starter with proven ability to create and execute HR strategies and projects aligned to company objectives and growth goals.

Special Skills/Equipment

  • Proven success leading and executing recruitment strategy in a fast-paced environment for a wide spectrum of roles such as IT, Sales, and Executive/Leadership.
  • Able to see bigger picture of how human resources/culture and coaching support the business and adjust HR strategies as appropriate.
  • A strong aptitude and curiosity for new and emerging human resources practices, and a growth mindset to learn and experiment with new ideas
  • Knowledge of labor laws and regulations.
  • Ability to maintain confidential information and exercise discretion.
  • Adaptable and flexible in order to successfully navigate ambiguity
  • Excellent written and verbal communication skills.
  • Excellent organizational, planning and time management skills.
  • Excellent listener and proven ability to adjust management style to mentor effectively.
  • Computer experience: Internet Explorer, Microsoft Word, Microsoft Excel, Microsoft PowerPoint, Microsoft Outlook and/or other related software.

Physical, Mental Demands/Working Environment


  • Sitting: 80%
  • Standing/Walking/Demonstrating: 20%
  • Lifting: Depends on Position will use proactive safety measures.
  • Vision: Computer, phone, client interaction.


  • Goal oriented, fast-paced, with a focus on service excellence. Able to handle multiple responsibilities simultaneously.


  • None anticipated for this position.

Office Environment

  • This position is vital to the success of NAHQ and the person must bring, in addition to professional knowledge, a personality well suited to work with numerous individuals (staff, members, vendors, sponsors, etc.). NAHQ is a collaborative, innovative, and open environment that asks its staff to demonstrate ethical behavior and business practices that align with the values of the organization.
  • NAHQ's Values: Personal Accountability, Empathy, High Performance, Teamwork, Authenticity/Diversity, Organizational Ownership, Improvement, Service, Adaptability.
  • NAHQ's culture is high performance, and high impact, but limits draining behaviors associated with fear of failure, and unproductive competition. Leadership and management teams aim to set and communicate a clear compelling vision. Leaders work to coach, develop, and manage staff to meet organizational goals while also growing personal competencies for continued professional development. A growth and improvement mindset that embodies our daily work and our interactions inside and outside of the organization. NAHQ's values parlay into a culture that is optimistic, energetic, accountable, and fun.

NAHQ retains the right to change or assign other duties to this position. This job description in no way states or implies that these are the only duties to be performed by the employee occupying the position nor does it constitute a contract of employment. In addition, percentages allocated to essential functions are subject to change at the supervisor's discretion. Employees will be required to follow any other job-related instructions and to perform any other job-related duties requested by their supervisor; subject to reasonable accommodations.

NAHQ is an equal opportunity (EEO) employer. We hire without regard to age, color, disability, gender (including gender identity), marital status, national origin, race, religion, sex, sexual orientation, veteran status, or any other status protected by applicable law.



Posted: 2021-07-07 Expires: 2021-08-07

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Human Resources Director

National Association for Healthcare Quality
Chicago, IL 60631

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