Director of Human Resources

COMPANY OVERVIEW

Strategic Fundraising, Inc. is a direct response fundraising agency serving a nationwide base of clients in the GOP political arena as well as in the not for profit sector. The company was founded in 1991 and currently employs nearly 700 individuals at its headquarters in St. Paul, Minnesota and four other facilities located throughout the Midwest.

Strategic Fundraising provides outbound and inbound telefundraising services, database management, online fundraising and caging and fulfillment services to a growing list of blue chip, nationally recognized political and non-profit organizations.

The company is strongly oriented to create/drive growth and Strategic’s employees take great pride in their ability to provide high quality, results-oriented fundraising services, strategies and solutions to their clients. 

Strategic has earned numerous awards and recognition for its innovative, creative fundraising solutions.

As the company continues to expand the newly created role of Director, Human Resources, is a critical addition to the senior team.

THE ROLE

Reporting to the Chief Executive Officer, the newly created position of Director, Human Resources provides overall human resources leadership to the company and is responsible for ensuring the company has a competitive advantage in the marketplace in part because of the quality and spirit of the workforce and the alignment of the organizational structure with the Company’s strategic goals.  The Director, Human Resources is responsible for the development and implementation of human resources policies, programs and services, including recruitment, selection, retention, employee compensation and benefits, employee relations, employee training and development, employment practices and procedures, employee communications, and employee events that further the strategy and culture of the company.  In addition, s/he is responsible for all Human Resources legal compliance activities.  Working with the Company’s key executives, the Director, Human Resources will develop a long term plan for staffing and succession that provides each department with top quality employees.

Candidate Experience

A “roll up your sleeves and get the work done”  type of executive, the successful candidate will have demonstrated experience  in a growth company or companies known for their excellent employee population and work environment, in each of the following areas:

• Recruiting
  Developing staffing strategies and programs to identify talent/candidates within and outside the corporation for all levels within the company;Implementing recruiting activities that result in the attraction and hiring of high caliber candidates who went on to contribute significantly to their companies.


• Talent Development
  Participating in the creation of training and development programs, along with succession planning programs to enhance employee knowledge and prepare employees for the continuing/future needs of the company; Serving as senior internal consultant to managers with employee related issues/concerns.


• Performance Management and Compensation
  Creating performance management and compensation programs to provide motivation, incentives and rewards for effective performance; Establishing and implementing performance plans that contribute to the company’s growth; Establishing and implementing effective review processes.


• HR Strategy/Organizational Planning
  Translating the corporation’s strategic and tactical business plans and programs into HR strategic and operational goals; Managing the budget and other financial measures of the Human Resources Department.


• Benefits
  Developing and evaluating benefits programs that motivate employees, and provide appropriate short and long-term health and welfare protection for employees.


• HR Technical Management
  Ensuring company compliance with all federal, state and local laws related to employee benefits, compensation, employment and training; Developing policies and programs for effective management of the people resources of the company, i.e. employee relations, affirmative action, harassment prevention and career development; and Providing Human Resources technical advice and knowledge to others within the company.

S/he will possess 10+ years in the human resources profseesion with a minimum of three years experience at the executive level in a company of similar or larger size in which the candidate has been responsible for the functional and strategic aspects of Human Resources.  A manager of unique talent, s/he will also possess a natural ability to lead and develop others. 

The successful candidate will possess a Bachelors degree in Business, HR/OD, or other related field.  Professional certification at the SPHR level or MS/MBA in related field is strongly preferred.

Candidate Characteristics

The Director, Human Resources will demonstrate the following characteristics:

• Communication Skills – An outstanding ability to condense and communicate, both in oral and written forms. 


• Concern for Quality Service – A sense of personal pride and attention to detail in providing service and counsel to the leadership and employees of the organization.  Views oneself as a business leader versus merely a human resources practitioner. 


• Desire for Knowledge – A strong desire to know more about the business, its people, and issues.  Asks a series of probing questions to get to the root of a situation or problem, by asking questions of those closest to the problem. 


• Achievement Orientation – Competes against the standard of excellence.  Makes decisions, sets priorities, or chooses goals using all information at his/her disposal. 


• Teamwork and Collaboration – Natural instinct and ability to work collaboratively with others, and to build teams rather than foster competitive or isolated approaches. 


• Direct and Straightforward Style – Ability to discuss complex legal issues frankly and deal with them straightforwardly.  Confronts others openly and tactfully about talent and business issues.  Clearly articulates the needs and aspirations or the company. 


• Persuasiveness – Ability to argue logically, rationally and convincingly.  Utilizes interpersonal skills in situations to limit negative impacts on the company, and to make desired outcomes occur.