Sign In
 [New User? Sign Up]
Mobile Version

Senior Director of Human Resources

Heartland Alliance for Human Rights and Human Needs

Chicago , Illinois 60604
Job Type:
Job Status:
Full Time
1st Shift
  • Administrative
  • EEO/Affirmative Action
  • Employee Relations
  • Organizational Development
  • Training/Development
Heartland Alliance for Human Rights and Human Needs
  • Save Ad
  • Email Friend
  • Print
  • Research Salary

Job Details

Summary:  The Senior Director provides leadership, supervision, and strategic oversight to Heartland’s Human Resources (HR) department. Responsible for directing, workforce strategy, human resources policy development and compliance, compensation and benefits administration, recruitment, employee and labor relations, and regulatory compliance.  Serves as the organization’s Affirmative Action Officer. Attends Board and Committee meetings as necessary to provide insight on HR-related matters.


Essential Duties and Responsibilities:


  • Provides strategic direction and leadership to the HR Department, including but not limited to recruitment and selection, workforce planning, job analysis, compensation and benefits, employee relations, and staff and leadership development.
  • Develops, implements, manages, and monitors human resources policies and procedures and recommends policies and policy changes to the Executive Team and the Board. 
  • Directs labor relations activities, ensures compliance with negotiated contracts, and manages the organization’s response to grievances, disciplinary activities, and charges filed with regulatory agencies.
  • In conjunction with the Corporate Compliance Officer, ensures compliance with Occupational Safety and Health Administration regulations.Directs risk management activities related to human resources and employment practices and is a primary member of the organization’s Risk Management Team.
  • Acts as human resources liaison to all government and private funding agencies, ensuring that the organization meets contract requirements; and acts as liaison to the outside auditors, ensuring compliance with all recommendations of the auditors, and to outside legal counsel.
  • Promotes employee benefits, staff development, and recognition and retention strategies as a means of attracting qualified candidates to develop a workforce connected to mission, strategy and organizational effectiveness. 
  • Oversees benefits administration and develops employee services in accord with applicable policies, procedures and government regulations 
  • Directs plan audits, reporting and compliance activities.
  • Represents organization at personnel-related hearings and investigations.
  • Consults with labor attorney and other service providers as required.
  • Prepares budget, directs strategic planning and supervises department’s management team.
  • Performs other duties as assigned.


Affirmative Action Officer Responsibilities:


  • Develops policy statements, diversity programs, and internal and external communication
  • Designs and implements audit and reporting systems that measure the effectiveness of organization’s programs, indicates the need for remedial action, and determines the degree to which the organization’s goals and objectives have been obtained.
  • Serves as the human resources liaison between the organization and enforcement agencies, minority organizations, women's organizations, and community action groups concerned with the employment opportunities of minority and women.
  • Keeps managers informed of the latest developments in the equal opportunity area and assists in identifying problem areas and establishing division and departmental goals and objectives.
  • Conducts periodic audits of training programs, as well as hiring, promotion, and termination patterns, in order to remove any impediments in the attainment of goals and objectives.
  • Reviews the qualifications of all employees to ensure that minorities and women are given full opportunities for transfers, hires, and promotions.
  • Oversees and conducts periodic audits to ensure that each location has displayed equal employment opportunity posters, desegregated in policy use all facilities (including company housing, if any) which the company maintains for the use and benefit of its employees, and provided comparable facilities (e.g. rest rooms, locker rooms, and dormitories) for both genders.
  • Affords a full opportunity and encourages minority and women employees to participate in all organization sponsored educational, training, recreational and social activities.
  • Requires supervisors to take actions to prevent harassment of employees placed in positions through affirmative action efforts.


Qualifications:  To perform this job successfully, an individual must be able to perform each essential duty satisfactorily. 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 and/or Experience:  Bachelors Degree and four years of related experience and/or training. Masters Degree, extensive coursework in labor law and/or a J.D. highly desirable. PHR/SPHR preferred.
  • Language Skills:  Ability to read, analyze, and interpret general business periodicals, professional journals, technical procedures, or governmental regulations.  Ability to write reports, business correspondence, and procedure manuals.  Ability to effectively present information and respond to questions from groups of managers, employees, and the general public.
  • Mathematical Skills:Ability to work with mathematical concepts such as probability and statistical inference.  Ability to apply concepts such as fractions, percentages, ratios, and proportions to practical situations.
  • Reasoning Ability:Ability to solve practical problems and deal with a variety of concrete variables in situations where only limited standardization exists. Ability to interpret a variety of instructions furnished in written, verbal, diagram, or schedule form.

Computer Skills:To perform this job successfully, an individual should have knowledge of ADP Workforce Now, Taleo, Internet, and various software applications as necessary to perform the function of the position.


Physical Demands:  The physical demands described here 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 is regularly required to sit and talk or hear.
  • The employee is frequently required to use hands to finger, handle, or feel.
  • The employee is occasionally required to stand; walk and reach with hands and arms.
  • The employee must occasionally lift and/or move up to 25 pounds.
  • Specific vision abilities required by this job include close vision and ability to adjust focus.


Work Environment:  The work environment characteristics described here are representative of those an employee encounters while performing the essential functions of this job. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions.


  • The noise level in the work environment is moderate.



Heartland Alliance makes all hiring and employment decisions, and operates all programs, services, and functions without regard to race, receipt of an order of protection, creed, color, age, gender, gender identity, marital or parental status, religion, ancestry, national origin, amnesty, physical or mental disability, protected veterans status, genetic information, sexual orientation, immigrant status, political affiliation or belief, use of FMLA, VESSA, military, and family military rights, ex-offender status (depending on the offense and position to be filled), unfavorable military discharge, membership in an organization whose primary purpose is the protection of civil rights or improvement of living conditions and human relations, height, weight, or HIV infection, in accord with the organization's AIDS Policy Statement of September 1987.

Powered By

SHRM provides content as a service to its readers and members. It does not offer legal advice, and cannot guarantee the accuracy and stability of its content for a particular purpose. Disclaimer