Description:

The United States Naval Academy Alumni Association and Foundation in Annapolis, Maryland is seeking a full-time Senior Director, Human Resources. 

The Senior Director, Human Resources shall be mature, poised and articulate as they will be responsible for directing the Enterprise’s personnel functions in accordance with applicable federal, state, and local laws; organization philosophy and policies; as well as business and human resources best practices.  Additionally, the Senior Director, Human Resources will supervise and provide consultation to management on strategic staffing plans, compensation, benefits, training and development, budget, and labor relations. The Senior Director, Human Resources will have a primary role in positioning the Enterprise as an employer of choice in the surrounding areas. The Senior Director, Human Resources will serve as a leader of the Enterprise’s Human Resources team overseeing performance management, employee professional development, benefits, compensation, and employee engagement. 

This is an exempt–level position and reports to the Chief Executive Officer of the Enterprise.

This position pays a competitive salary commensurate with experience and is also eligible for an annual performance-based bonus of up to 6%, when applicable. You would also be eligible for a generous benefits plan which includes medical, dental, vision, an FSA, an HSA, a fully vested 403(b) retirement plans with employer matching, 22 days of accrued paid time off (PTO) per fiscal year, 14 paid holidays per calendar year, group life insurance, short-term & long-term disability, identity theft protection, and annual opportunities for professional development. Although not guaranteed, certain additional benefits may be offered through the Naval Academy, such as use of certain recreational facilities (including the Brigade Sports Complex gym, marina and indoor/outdoor pools). 

This position is based in historic Annapolis at our current offices located overlooking the Severn River on the beautiful grounds of the U.S. Naval Academy. In 2023, the staff of the Alumni Association and Foundation will move into new modern offices in the Alumni Center, which are currently under construction on the banks of College Creek overlooking the Naval Academy and downtown Annapolis. 

ABOUT THE UNITED STATES NAVAL ACADEMY (USNA) ALUMNI ASSOCIATION AND FOUNDATION

The United States Naval Academy Alumni Association and the United States Naval Academy Foundation are two independent, not-for-profit corporations sharing a single president and CEO and operating as a fully integrated organization in support of the Naval Academy and its mission. The organization’s focus and core competencies are engagement and philanthropy in pursuit of complementary and closely aligned missions.

Our Mission: The course set by Alumni Association founders in 1886 rings true today as our mission is to serve and support the United States, the Naval Service, the Naval Academy, and academy alumni by:

  • Furthering the highest standards at the Naval Academy,
  • Seeking out; informing, encouraging, and assisting outstanding, qualified young men and women to pursue careers as officers through the Naval Academy, and
  • Initiating and sponsoring activities that will perpetuate the history, traditions, memories, and growth of the Naval Academy and bind alumni together in support of the highest ideals of command, citizenship, and the government.

The United States Naval Academy Alumni Association & United States Naval Academy Foundation (USNA AAF) located in Annapolis, Maryland, support the mission and vision of the United States Naval Academy and its alumni. 

Responsibilities

Human Resources Operations

·         Manage the HR Generalist, providing guidance on the implementation of HR processes

·         Evaluate and implement competitive compensation and benefit strategies that enable the Enterprise to attract and retain a high performing workforce

·         Identify and track key metrics; analyze data and utilize this information to drive people related initiatives

·         Proactively stay abreast with emerging and changing employment laws

·         Use human resources planning models to identify competency and skill gaps

·         Support efforts to expand use of Payroll Network portal with regard to human resources functions (benefits administration, onboarding and recruiting)

·         Mentor, guide and support HR staff and enable continuous growth

·         Develop and maintain an annual budget for the Human Resources department

·         Select and oversee Human Resources consultants, attorneys, and training specialists. Included is coordinating with insurance brokers, insurance carriers, retirement brokers and any other outside sources associated with Human Resources. 

Strategic and Operational Goals

·         Align HR strategic and operational goals with the Enterprise’s business plans and participate in program development with the senior leadership team.

·         Set objectives for the HR team and track progress.

·         Design and implement company HR policies, procedures, and programs.

·         Develop departmental measurements that support the accomplishment of the company’s strategic goals.

·         Evaluate the HR department structure and team for continual improvement of the efficiency and effectiveness of the team as well as for providing individuals with professional and personal growth opportunities.

·         Work with all levels of management to provide human resources expertise in all aspects of the human resources function including employee relations, benefits, full cycle recruiting and worker’s compensation.

Employee Relations

·         Enhance employee engagement by developing and providing progressive and proactive efforts that encourage effective performance, engagement, and commitment of employees.

·         Determine and recommend best practices necessary to establish a positive employer-employee relationship and promote a high level of employee morale and motivation.

·         Continually maintain favorable and effective relations among employees, accountable for motivating and stimulating supervisors and managers to ensure consistent, equal and fair treatment of their employees.

·         Mediator, counselor and facilitator in arbitrating disputes between employees and their supervisors and managers.

·         Conduct investigations, when applicable.

·         Counsels and advises employees, with work-related issues, in a systematic approach to understanding, approaching and solving employee problems.

·         Monitor and advise managers and supervisors in the disciplinary actions. Monitor and implement performance improvement plans (PIPs) with non-performing employees.

·         Review, guide and approve management recommendations for terminations. 

Organizational Planning and Leadership Development

·         Act as a coach/consultant for the senior leadership team and establish programs that promote ongoing leadership development.

·         Direct the planning, development, implementation, budgeting, and support of all department functions.

·         Provide guidance, coaching and direction for all levels of employees to improve the overall support provided to the Enterprise.

·         Administer and manage policies, standards, and practices to ensure fair, consistent, and effective department operations. 

Professional Development

·         Design, direct and manage Enterprise-wide professional development plans for all employees.

·         Discuss employees’ career development paths with leaders to transparently align employees with Enterprise mission, values, strategy, goals, and initiatives.

·         Identify and monitor the Enterprise’s culture so that it supports the attainment of the Enterprise’s goals and promotes employee satisfaction.

·         Lead a process of organization development that plans, communicates, and integrates the results of strategic planning throughout the Enterprise.

·         Design, direct and manage Enterprise-wide succession planning, workforce development, employee retention and change management.

·         Establish strategies for identifying, developing, and cultivating high-potential and high-performing staff and future leadership.

·         Proactively work with leaders to assess, document and coach under-performers. 

Talent Acquisition and Onboarding

·         Manage the HR Generalist and the recruiting program he/she oversees, with the goal of continuing to attract high performing employees and fill positions.

·         Develop on-boarding and talent acquisition strategies for all levels of the organization. 

Training

·         Help leadership to define training programs for their teams.

·         Establish an in-house employee training system that addresses company training needs.

·         Develop and monitor the spending of the corporate training budget. 

Qualifications

Proven leadership and management experience with a track record of success is essential.  Qualifications include: 

  • Bachelor’s degree in human resources, business adminsitration, or related discipline, or equivalent in work experience required. Master’s degree in related field preferred.
  • Certification or advanced training in Human Resources (PHR/SPHR preferred). 
  • 10 - 12+ years’ experience of senior level generalist experience, managing HR functions and related disciplines.
  • 5+ years’ experience at a director level.
  • Proficiency in MS Office applications (Word, Excel, Powerpoint, and Outlook).
  • Proficiency with various HRIS systems to improve decision making.
  • Able to perform in a team-oriented environment.
  • Strong organizational skills and the ability to prioritize. 

 

About United States Naval Academy Alumni Association & Foundation:

The United States Naval Academy Alumni Association and the United States Naval Academy Foundation are two independent, not-for-profit corporations sharing a single president and CEO and operating as a fully integrated organization in support of the Naval Academy and its mission. The organization’s focus and core competencies are engagement and philanthropy in pursuit of complementary and closely aligned missions. The course set by Alumni Association founders in 1886 rings true today as the Alumni Association serves and supports the United States, the Naval Service, the Naval Academy and its alumni: › by furthering the highest standards at the Naval Academy; › by seeking out, informing, encouraging and assisting outstanding, qualified young men and women to pursue careers as officers through the Naval Academy; › by initiating and sponsoring activities which perpetuate the history, traditions, memories and growth of the Naval Academy and bind alumni together in support of the highest ideals of command, citizenship and government. With a primary focus on engagement, the Alumni Association promotes informed advocacy for today’s Naval Academy and Brigade of Midshipmen among its many constituents—alumni, parents and friends.

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