Director, Human Resources

NATURE OF WORK:

Serves as the senior human resources leader for the organization, providing strategic and operational leadership across all HR functions. Acts as a trusted advisor to executive leadership on workforce planning, organizational design, talent management, employee relations, and compliance.

Leads the development and execution of HR strategies that align with organizational goals, enhance employee engagement, and ensure a high-performing workforce. Oversees all aspects of human resources including compensation, benefits, HRIS, compliance, employee relations, and training and development.

Ensures compliance with all applicable federal, state, and local employment laws while fostering a culture of accountability, equity, and continuous improvement.

TYPICAL DUTIES AND RESPONSIBILITIES:

• Plan, direct and supervise all activities relating to the operations of Human Resources to produce effective results and maximize the return on human capital.
• Manage Human Resources functions to ensure timely and complete fulfillment of all VFW payroll and employee benefit responsibilities and produce effective personnel policies and procedures that enhance employment, create a desirable work environment, and comply with all legal requirements.
• Ensure that the human resources are used in an efficient and proper manner to maximize productivity and take prompt remedial action or recommend corrective solutions if necessary.
• Oversee the procedures and processes used to recruit, select, and promote personnel; work with supervisors to prepare updated job descriptions, establish interview procedures, and assist with the selection of final applicants. Oversee new staff orientation program (including the management of onboarding software) and HRIS management training.
• Provide guidance in the reassignment and termination of personnel. Provide direction to managers and supervisors for resolution in the handling of disciplinary and corrective actions, monitoring documentation for personnel files, maintaining personnel files, and strategizing on consistent responses to performance challenges. Counsel managers and employees on situational issues; work to resolve employee conflicts; interpret and drive departmental action planning as a result of employee engagement surveys.
• Oversee general employee relations processes; monitor application of policies to assure fair and consistent treatment of employees. Conduct investigations when employee complaints or concerns are brought forth.
• Develop, plan, and implement management training to create an effective management team. Provide necessary education and materials to managers and employees including workshops, manuals, and employee handbooks. Continually monitor and update online learning platform to ensure best practices are being presented in the training environment. Ensure that employees reporting to this position are trained and educated in a manner that will produce the highest professional and ethical performance of their duties.
• Advise Adjutant General and Quartermaster General on a timely basis of important activities or legislative changes affecting policy or procedures.
• Develop and recommend employee policies and guidelines and implement programs or policies as directed by the Adjutant General or Quartermaster General.
• Along with the investment committee, coordinate all investment management functions. Review allocations and goals periodically to ensure that all invested managed funds are meeting expectations, recommend changes if objectives change and monitor managed fund portfolios to ensure that allocations are in line with established goals.
• Negotiate with brokers and insurance agents to ensure that sufficient and cost-effective insurance coverage is obtained for employee group policies and workers’ compensation. Manage worker’s compensation claims to ensure proper handling and disposition. Communicate with physicians and claims representatives if necessary to resolve unusual problems.
• Lead initiatives related to diversity, equity, and inclusion (DEI), fostering a workplace culture of belonging and fairness. Promote equitable employment practices across the employee lifecycle.
• Guide organizational development and change management initiatives. Facilitate communication and engagement strategies that support a cohesive and adaptive workplace culture.
• Oversee HR metrics and analytics to evaluate the effectiveness of HR initiatives and drive strategic decision-making. Track data related to turnover, engagement, performance, and workforce trends.
• Ensure the effective use of HR technologies and systems (e.g., HRIS) to support department goals. Maintain system integrity, optimize workflows, and lead HR digital transformation initiatives.
• Collaborate with leadership on workforce and succession planning to meet long-term talent needs. Develop programs to identify, develop, and retain high-potential employees.
• Contribute to business continuity and emergency response plans from the HR perspective. Ensure employee communication, safety procedures, and remote work protocols are in place during crisis situations.
• Lead enterprise-wide workforce planning and organizational design initiatives
• Advise executive leadership on organizational structure, staffing models, and succession planning
• Direct the development of compensation philosophy and pay structures aligned with market data
• Oversee HR technology strategy and system optimization (Paycom, LMS, etc.)
• Lead large-scale HR initiatives (e.g., workforce analysis, policy modernization, HR transformation projects)

KNOWLEDGE, SKILLS AND ABILITIES REQUIRED:

Position requires a bachelor’s degree with an emphasis in human resource, finance and business management or equivalent work experience and bachelor’s degree in related field. Requires comprehensive understanding of employment law, VFW policies and procedures to advise other managers and supervisors, advanced analytical and human relations skills along with management abilities. Must be able to think strategically and operationally.

Position requires the ability to read, analyze, and interpret the most complex human resource related documents pertaining to employee benefit plans, business insurance, financial investments, financial reports, financial markets and requires a sound understanding of actuarial science.

Knowledge should be gained through study in an academic environment and experience in the business community and through 5 to 7 years of directly related experience. Prior experience with the VFW is required to understand VFW policies, procedures, and organizational structure. Position requires participation in continuing education courses in specific areas to stay up to date on legislation affecting compensation and benefit issues.

Position requires excellent written, verbal, and interpersonal skills as well as presentation and problem-solving abilities. Position requires creative thinking skills to enhance and improve employee benefits and morale with limited financial resources. Position requires excellent interpersonal and coaching skills along with a demonstrated ability to lead and develop Human Resources staff members.

SCOPE OF POSITION:

Position reports directly to Adjutant General for human resource functions and works closely with the Quartermaster General for treasury management related functions. Position has myriad responsibilities that impact all VFW employees through a wide range of programs, plans and activities. Plans and prioritizes work on daily, weekly, monthly, and annual basis. Strong leadership skills are required.

Position oversees Payroll and Employee Benefits Department staff of two and is responsible for the hiring and firing of this staff. Department has responsibility for payroll in excess of $10 million, employee benefits and other areas that affect every VFW employee. Position evaluates policies and procedures regularly to ensure that they are in compliance and evaluates benefit plans to ensure they are competitive enough to attract and retain good employees yet reasonably priced.

Position makes decisions regularly regarding the screening of employment candidates including personnel issues, benefit plan changes, insurance needs and fund transfers. Decisions can have significant financial and operational impact on the organization.

Typical problem solving involves ensuring that department operates pursuant to all government and VFW requirements, counseling managers on difficult personnel issues and handled in a manner that will avoid potential litigation, dealing with the third-party administrator on employee medical insurance issues that have become problematic, analyzing various benefit plans and products.

Internal contacts include those under direct responsibility, Directors and Managers, and other staff members 70% of the time. Remaining time is with external contacts such as benefit plan consultants, auditors, actuaries, third party administrators, Department Quartermasters, legal counsel, investment managers, bankers, insurance agents or brokers, and attending seminars.

Position has an important and far-reaching impact on all areas of organization by developing and maintaining programs and policies that allow the organization to attract and retain talented personnel, by training managers on legal employment practices to avoid costly litigation, and by actively assisting with effective utilization of cash flow resources of the organization. Position has impact on numerous VFW departments through the administration of the retirement plan, long term disability insurance, and group life insurance for their employees.

WORKING CONDITIONS:

Meet with executive officers, managers, support staff, outside providers, investment managers, auditors, and consultants much of the time. A small portion of time is spent attending seminars and classes to stay current with legislative changes and trends. The remainder of the time is in a normal office environment sitting at a desk and working at a computer to develop, design, redraft and review policies and benefit plans, analyze investments and prepare investment schedules. Travel is required up to 25% of the time to provide training and support to the Washington D.C. office or to attend HR/Benefit related seminars.

MAJOR ACCOUNTABILITIES:

• Manage the development, implementation and administration of a comprehensive welfare benefit package and defined benefit plan to ensure that employee needs are met in a timely and cost-effective manner, resulting in a competitive advantage for the company.
• Responsible for organizational compliance with all local, state, and federal employment related legislation including workers compensation to ensure employees receive appropriate treatment and the company does not intentionally violate any regulations or laws.
• Manage all payroll and human resources functions to include coordinating the performance appraisal process, engaging in the employee relations function to resolve conflicts, writing, and interpreting human resource policy, maintaining current descriptions of benefit plans and employee records and ensuring the efficient operation of the department in accordance with all regulatory requirements.
• With the assistance of the Quartermaster General, obtain cost-effective, employee-serving benefits. Recommend changes in benefits offered, especially new benefits aimed at employee satisfaction and retention. Lead the development of employee benefits education training to increase knowledge of benefits and employment practices. Maintain effective flow of information to all employees on matters of payroll and human resources to reduce potential litigation against the organization.
• Oversee the organization’s salary schedule and compensation programs to include pay raises; direct internal and external studies to assure pay equity and market competition; oversee the organization’s performance evaluation program; monitor leave practices, overtime practices, etc. Monitor all pay practices and systems for effectiveness and cost containment.
• Ensure accomplishment of all assigned duties in a timely and professional manner.

The above duties are general in nature and are not intended to reflect all of the duties which may be required of the incumbent.

*This position is not eligible for relocation assistance. *

**If not already listed as a requirement for the position, all employees (if eligible) are encouraged to become members of the VFW. If ineligible for VFW membership, employees (if eligible) are encouraged to join the VFW Auxiliary. Additionally, all employees are encouraged to actively promote the benefits of membership into the VFW and VFW Auxiliary to others that qualify.**