Dir. Organizational Culture & Human Resources

Job Summary:

The Director of Organizational Culture and Human Resources (HRD), reporting directly to the CEO/Library Director, is a strategic leader responsible for driving the vision, direction, and execution of all Human Resources functions. This role involves developing and implementing comprehensive HR strategies, policies, and programs that align with organizational goals. The Director will lead key functions, including talent acquisition and development, benefits and compensation management, employee relations, compliance, and HR systems management, ensuring the HR department serves as a critical partner to the organization.

Primary Duties and Responsibilities:

Establish strategic plans, goals, and objectives for the HR department aligning with the organization's mission and goals.

Oversee daily operations of the HR department and HR functions for the organization.

Provide direct supervision for two positions: HR Generalist and Payroll Coordinator.

Drive staff engagement efforts by designing and implementing initiatives that strengthens communication, build trust, and enhance a positive workplace culture.

Direct professional development and training for organizational needs and growth.

Lead, mentor, and empower the HR team to drive results, continuously develop skills, and foster a high-performing, cohesive unit.

Partner with executive leadership to develop the organization’s strategic and annual departmental work plans, ensuring alignment and integration with business needs.

Serve as the primary compliance officer for HR-related matters, conducting thorough audits, investigating policy violations, and managing risk safety, and regulatory filings in accordance with all applicable laws and regulations.

Create, implement, and enforce HR policies to ensure clarity, consistency, and compliance across the organization.

Oversee the administration and optimization of employee benefits, including health and welfare plans, 403(b) plan management, and employee wellness programs; negotiate with brokers to secure competitive offerings.

Meticulous management of HRIS systems, ensuring data integrity, efficient workflows, and successful implementation of new systems or upgrades.

Own the end-to-end talent acquisition process, from workforce planning and recruitment to onboarding and retention strategies; develop and implement performance management frameworks to drive accountability and continuous improvement.

Analyze, develop, and manage compensation programs to ensure competitive, equitable, and performance-driven compensation strategies.

Educational/Training Requirements:

Bachelor’s degree in Human Resources, Business Administration, Finance, Accounting, or a related field.

8 – 9 years of progressive HR experience, including 3 – 4 years in a supervisory or leadership capacity.

Proven experience in strategic planning, organizational development, and HR policy implementation.

Demonstrated ability to lead HR operations in a complex, dynamic environment.

Strong knowledge of U.S. and Georgia employment laws, labor regulations, and compliance standards.

Master’s degree or professional HR certification (e.g., SHRM-SCP, SPHR).

Experience:

8 – 9 years of progressive HR experience, including 3 – 4 years in a supervisory/ leadership.

Experience working in academic libraries.

Knowledge, Skills and Abilities:

Excellent written and verbal communicator.

Highly detail oriented and deadline driven.

Ability to set priorities, embrace and drive change initiatives, and to use collaborative and inclusive leadership skills.

Knowledge of current and emerging trends in HR, talent acquisition, workforce management, employee benefits, and payroll.

Ability to effectively and responsibly manage resources and budgets.

Awareness of emerging developments, trends, issues in higher education.