The Human Resources Director will manage the HR processes of Food & Water Watch and Food & Water Action. The HR Director should be comfortable working in a fast-paced environment where the priorities could shift based on operational need. The HR Director will manage the HR team and assist with labor relations, gathering, collecting, and maintaining documents and records required for contract and policy development, investigations, and negotiations. The HR Director will ensure that FWW hires and retains the most effective staff to accomplish its mission and is in compliance with labor law in multiple locations. A diverse staff is key to FWW effectiveness. Thus, the HR Director will be responsible for promoting a culture of diversity, equity, and inclusion throughout the organization.
The HR Director is responsible for developing and executing human resource strategy in support of the overall business plan and strategic direction of the organization, specifically in the areas of succession planning, talent
management, change management, organizational and performance management, training and development, and compensation. The HR Director provides strategic leadership by articulating HR needs and plans to the executive management team.
Location: Preference for Washington, DC Metro area but remote work is available for qualified candidates.
Compensation: The anticipated annual salary for this position is $125,000 – $150,000 based on location.
ESSENTIAL DUTIES AND RESPONSIBILITIES:
- Supervises all HR activities, communications, reports, requests, and document created and received by the team.
- Handles labor relations and human resource inquiries related to policies, procedures, and bargaining agreements.
- Support, guide, train supervisors to help maintain effective working relationships with BU members.
- Assists with preparation of documents and records required for contract negotiations, meetings, and negotiations with employee and labor organizations.
- Collects information and data to assess cost and policy implications of negotiations and disputes. This may include management and union proposals, pay scales and wages, benefits, working conditions, and other mitigating circumstances.
- Serves as the initial contact and liaison for intake and assessment of employee complaints.
- Conducts initial interviews and gathers information for employee relations matters such as harassment allegations, work complaints, or other concerns; informs appropriate staff when additional investigation is required.
- Strategically develops a workforce plan that promotes a mission-driven culture of diversity, equity, inclusion.
- Leads training and develops knowledge capacity of staff on fair employment practices and DEI.
- Leads development of key metrics to track progress of HR initiatives and DEI strategies.
- Ensures pay bands across the organization are up-to-date and equitable.
- Interfaces between staff and health insurance broker to assist staff in resolving questions.
- Manages employee onboarding and offboarding.
- Responsible for record keeping related to hiring, termination, leave, transfer, and promotion particularly as related to Equal Employment Opportunity (EEO) and diversity initiatives.
- Collaborates with senior leadership to understand the organization’s goals and strategy related to staffing, recruiting, and retention.
- Creates recruitment plans, interview schedules and evaluation standards in accordance with HR methodologies and labor laws.
- Research compensation standards set by industry and governing bodies to create salary structures and administer employee benefits.
- Maintains knowledge and understanding of laws and regulations related to EEO, collective bargaining, unions, labor relations, and human resources.
- Prepares plans, policies, documents, and reports including EEO-1, organizational charts, labor agreements, and employee handbooks.
- Monitors and ensures the organizations compliance with federal, state, and local employment laws and regulations, and recommended best practices; reviews and modifies policies and practices to maintain compliance.
- Performs other related duties as assigned.
SUPPORTING OUR CULTURE OF PHILANTHROPY: All staff must assist in fundraising and development for the organization. All staff must demonstrate an understanding that our members and supporters make our work (and our salaries) possible and should provide the highest level of customer and member services to people outside the organization. While your job position does not require you to raise any particular amount, you are expected to always be an “ambassador” for FWW/FWA and our work. All staff are expected to help with and participate/attend events and other activities as appropriate that are organized for our supporters and donors. All staff are expected to be cognizant of fundraising opportunities and to share contacts and information that will help build and sustain FWW/FWA.
QUALIFICATIONS: To perform this job successfully, the person in this position has a high degree of contact with other staff; a moderate degree of contact with vendors and a low degree of contact with volunteers and donors. The requirements listed below are representative of the knowledge, skill, and/or ability required. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions.
Education/Experience: Bachelor’s degree in Human Resources, Labor Relations, Business, or related field required. A minimum of ten years progressively responsible, professional experience in human resource management. Professional of Human Resources Certification highly preferred (ex., SPHR or SHRM-SCP certification).
Computer Skills: An individual should be able to work in a computerized environment and have strong knowledge of word processing, email, internet, and spreadsheet software.
COMPETENCIES: To perform the job successfully, an individual should demonstrate the following competencies:
Interpersonal Skills: Maintains confidentiality; remains open to others’ ideas; exhibits willingness to try new ways of doing things.
Oral Communication: Speaks clearly and persuasively in positive or negative situations; listens and gets clarification.
Written Communication: Writes clearly and informatively; edits work for spelling and has excellent grammar and proofreading skills; presents numerical data effectively and is able to read and interpret written information.
Planning/organizing: Prioritizes and plans work activities; uses time efficiently and develops realistic action plans; meets deadlines and adheres to specific time lines; tracks multiple processes to meet goals for timeliness.
Quality control: Demonstrates accuracy and thoroughness and looks for ways to improve and promote quality of own work; promotes and upholds office policies and procedures.
Adaptability: Adapts to changes in the work environment; handles several projects concurrently; is able to deal with frequent change, delays or unexpected events.
Problem-solving: Identifies and resolves problems in a timely manner; gathers and analyzes information skillfully.
Judgment: Displays willingness to make timely decisions; exhibits high-level, sound and accurate judgment.
Safety and security: Actively promotes and personally observes safety and security procedures; uses equipment and materials properly.
Teamwork: Contributes to building a positive team spirit; puts success of team above own interests; supports everyone’s efforts to succeed; provides excellent internal and external customer service.
Diversity: Shows respect and sensitivity for cultural differences; promotes a harassment-free environment.
Ethics: Treats people with respect and dignity; works with integrity and ethically upholds FWW/FWA’s mission and values.
PHYSICAL DEMANDS: The physical demands described below are representative of those that must be met by an employee to successfully perform the essential functions of this job. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions.
While performing the duties of this job, the employee will regularly be required to talk and hear. The employee is frequently required to sit and use his/her hands. The employee may be required to lift and/or move up to 25 pounds.
WORK ENVIRONMENT: The work environment described below is representative of what an employee may encounter while performing the duties of this job. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions.
All employees are required to be fully vaccinated against COVID-19.
This position is a confidential management role and as such is not included in the union-represented bargaining unit, FWW/FWA Workers’ Union, affiliated with the Nonprofit Professional Employees Union/IFPTE Local 70. Please include as one combined document your resume and cover letter to be considered. Position open until filled. Incomplete applications will not be considered.
Click here to apply. Please include your resume, cover letter and three professional references to be considered.
We will review your application and if we feel that your knowledge, skills and abilities are potentially a good match for our organization, we will be in contact with you. Please include a Cover Letter with your submission. Position open until filled. Incomplete applications will not be considered. Food & Water Watch (FWW) strives for a diverse work environment and encourages women, people of color, LGBTQ individuals, and individuals with disabilities to apply.
Food & Water Watch (FWW) is committed to the health and safety of its staff members. Moreover, FWW, as an organization, promotes science-based policy. Science clearly shows that unvaccinated populations drive the spread of the coronavirus and the emergence of new variants, and that unvaccinated people are more likely to contract COVID and experience severe symptoms. Effective immediately, prospective new staff members are required to provide proof of vaccination or request a waiver as a condition of their offer of employment.