Support the Society for Maternal-Fetal Medicine and the Foundation for SMFM as the lead on human resource management and people development (currently 27 staff). The Human Resources Director performs key operations and functions of the association (and Foundation) related to its staff, including recruitment, onboarding and exit interviews, staff professional development/training, maintains inventory of current job descriptions, standard operating procedures, and operating policies (E.g., Employee Handbook), performance management and ongoing staff relations, and acts as the main point of contact for benefits, pension and human resources to SMFM’s professional employment organization (PEO), currently TriNet. The incumbent ensures adherence to strong internal controls, processes and procedures, maintains currency on HR best practices/trends and leads an internal staff team on cultivating internal culture.

Key Responsibilities

Recruiting & Onboarding

·       Oversees the development of a recruitment process and documents, manages review of job descriptions with hiring team, manages job postings, administers the recruitment platform (currently via TriNet’s Applicant Tracking Tool), conducts candidate screenings and support hiring manager with interview schedules and candidates’ reviews.

·       Develops an onboarding process and documents. Works with IT vendor (currently Red River) and Hiring Manager to prepare for onboarding of new staff and staff exits.

o   Device procurement (e.g., laptop), email and login access.

o   Staff introductions and initial training

o   Tutorials of key systems and platforms

o   PEO setup and benefits selection via TriNet

Benefits

  Acts proactively to inform employees of benefits by securing education and other resources available through SMFM’s PEO, plus, communicates due dates during open enrollment each year.

  Maintains human resource records, keeping past and current records.

  Works with the CEO on compensation policies, changes and discussions with staff.

  Works with the President and Board of Directors related to the CEO’s contract and compensation terms.

Policies & Procedures

  Works with staff to maintain updated job descriptions and maintains an inventory of current JDs.

  Together with the CEO, conducts an annual compensation analysis against market benchmarks.

  Prepare total compensation statements for staff annually.

  Maintains an inventory for standard operating procedures (SOPs) for key positions and programs.

  Ensures appropriate updates are made to the Employee Handbook to adhere to changes in laws or best practices.

People Development & Performance Management:

·       Works with staff to develop annual professional development plans.

·       Audits the professional development stipend offered to staff and encourages appropriate use related to professional development goals and plans.

·       Identifies gaps in knowledge and works with Managers to identify training opportunities.

·       Oversees the performance management process and communicates timelines and due dates. Makes recommendations on goal setting and conducts quarterly check-ins with each staff member.

Experience and Other Requirements

·       Bachelor’s degree in human resources or business, or equivalent work experience required.

·       10+ years’ experience in a human resources role.

·       Experience with diverse staff teams, including remote work teams.

·       Solid experience with PEOs and common HR systems and demonstrate aptitude for learning new technologies.

·       Detail-oriented with strong project management skills. Excellent organizational skills.

·       Strong work ethic; high level of confidentiality, integrity, and dependability with a strong sense of urgency and results-orientation.

·       Ability to work effectively and expediently in a team environment. Strong interpersonal skills with the ability to listen and demonstrate empathy.

·       Excellent written and verbal communications skills, as well as presentation skills.

·       Demonstrated resourcefulness in setting priorities, proposing new ways of creating efficiencies, and guiding investment in people and systems.

·       Calm and professional demeanor in a fast-paced environment.

·       Ability to manage multiple demands and short deadlines with little supervision.

·       Availability for some travel for SMFM meetings and occasional flexibility with work hours.