Director of People

Job Title:  Director of People
Department:  Human Resources
Reports To:  Chief People and Culture Officer
FLSA Status:  Exempt
Job Status:  Full-Time
Annual Compensation:  $99,000-$125,000
Please submit applications directly on the Toledo Museum of Art website http://www.toledomuseum.org/jobs.
Since our founding in 1901, the Toledo Museum of Art has earned a global reputation for the quality of our collection, our innovative and extensive education programs, and our architecturally significant campus.
And thanks to the benevolence of its founders, as well as the continued support of its members, TMA remains a privately endowed, non-profit institution and opens its collection to the public, free of charge.
SUMMARY
The Director of People is responsible for leading all aspects of Human Resources including recruitment/retention, benefits, hiring/onboarding, report-outs, performance management, regulatory compliance, training and development, employee and labor relations, human resource information systems and records management, surveying, and all other HR strategy and operations. Reporting to the Chief People and Culture Officer, the Director of People will be involved in a wide range of strategic planning and internal initiatives, including the creation and implementation of organizational strategies, benchmarking, staffing plans, policies, and practices. The Director of People will foster an inclusive and professional environment in which all employees feel a sense of purpose and belonging. This role will work closely with the Director/CEO, Leadership Team (LT), and the Board of Directors for the overall administration, coordination, and operation of HR functions that support the success of the organization and its strategic objectives.
TMA seeks to become the model art museum in the United States for its commitment to quality and its culture of belonging. This vision and the ways in which it is operationalized are established in the Museum’s Strategic Plan as well as its integrated Belonging Plan’s goals address our organization’s effort at structural change to promote diversity, equity, access and inclusion. Our organization seeks employees, gallery artists, volunteers and interns who offer diverse perspectives.
KEY ACCOUNTABILITIES
Recruitment, Hiring, Onboarding, Offboarding, Succession Planning 
  • Develops strategies to identify talent; establishes and conducts recruitment and hiring processes for all employees.
  • Manages and conducts general organizational onboarding and orientation for new employees; in collaboration with the Leadership Team (LT), develops and standardizes onboarding expectations, schedules, protocols, and procedures across organization; assists in onboarding volunteers.
  • Manages and conducts offboarding of staff, including exit interviews; analyzes data and make recommendations to the Director/CEO and LT for corrective action and continuous improvement.
  • In collaboration with LT, maintains and updates a leadership succession plan for the group, and proactively identifies new leaders.
Professional Development/Performance Management 
  • Creates, implements, and maintains employee development/training plan; identifies and coordinates ongoing training for staff members, including annual trainings, skills-based training, diversity, equity, inclusion, access, and belonging trainings, and other trainings as needed; in consultation with LT, designs and implements a management training program for supervisory staff and a staff mentorship program.
  • Creates and implements an employee performance management/evaluation plan; assesses organizational needs; identifies and support opportunities for management and employee professional development and growth; works with LT to identify personnel challenges or talent gaps and collaborates to develop solutions to address them.
  • Oversees performance management activities including ongoing feedback, documentation of performance issues, annual performance evaluations, and performance improvement plans; collaborates with the LT to develop and implement new performance management approaches and systems; maintains knowledge of industry trends and best practices in workplace development and change management.
  • Provides performance management guidance to supervisors and supports them in carrying out their responsibilities on personnel matters (supervision/coaching, mentoring professional development, and disciplinary actions); provides supervisors and staff members with coaching and resources to help resolve and prevent interpersonal and team conflicts and adapts to different leadership styles.
Regulatory/Compliance 
  • Guides management and employee actions by researching, developing, writing, and updating policies, procedures, methods, and guidelines following all applicable laws and regulations.
  • Provides leadership and direction to ensure compliance with all local, state, and federal employment-related laws and regulations; advises management on necessary actions in alignment with current employment law requirements; provides guidance and training to staff as required; this includes timely creation and filing of all reports, plans, summaries, and documents required by law.
  • Oversees and administers labor contract negotiation and administration.
  • Maintains knowledge of trends, best practices, regulatory changes, and new technologies in human resources, talent management, and employment law; applies this knowledge to communicate changes in policy, practice, and resources to upper management.
Retention/Employee Relations
  • Assesses and advances employee engagement and satisfaction.
  • Serves as a timely HR contact for all employees; proactively engages employees to improve working relationships, build morale, and increase productivity and retention; communicates openly and frequently, keeping staff informed on benefit resources, organizational events and other pertinent information.
  • Provides leadership and partnership with management and employees to develop, communicate and administer HR policies and procedures that will maintain and improve employee relations and shape organizational culture.
  • Exhibits understanding, sensitivity and responsiveness to cultural differences present in the museum’s service and employee population.
  • Manages and resolves complex employee relations issues; where applicable, conducts effective, thorough and objective investigations and produces reports with findings and guidance for managers.
Essential HR Functions
  • Collaborates with Director/CEO and senior leadership to align HR strategy with the organization’s goals, mission and vision.
  • Develops and administers a consistent and progressive compensation program including salary surveys and market research/benchmarking to ensure the Toledo Museum of Art remains competitive within its market.
  • Develops and implements departmental budget; monitors budgets for recruiting top talent, training/staff development, and benefits programs.
  • Manages all HR administration, including the organization’s benefits programs, and provides payroll support; manages relationship with benefit brokers, coordinates annual Open Enrollment, and addresses employee benefits questions; proposes additional benefit options pertinent to the organization’s workforce.
  • Conducts research and analysis of organizational trends including review of reports and metrics from the organization’s human resource information system (HRIS) or talent management system.
  • Maintains and maximizes implementation of HRIS; contributes information, analysis, and recommendations on strategic thinking and direction; advances use of technology in HR functions.
  • Forecasts current and future talent needs.
  • Provides regular updates to the Director/CEO, LT, Leadership and Governance Committee and Board of Directors on employee-related programs and results.
  • Creates an annual report and presentation including survey data and updates on HR strategic goals.
Performs other duties as assigned or required.
EDUCATION AND EXPERIENCE
  • Bachelor’s degree in Human Resources, Business Administration, or related field required; Master’s degree preferred.
  • Ten years of human resources experience demonstrating increased leadership responsibilities over time; experience should include most of the following areas:  employee relations, compensation, benefits administration, talent acquisition, performance management, development of and application of policies and procedures, management of HRIS systems and records, and management of a budget.
  • Consideration given to candidate with expertise in talent acquisition and development.
  • Management experience; 5-years of management preferred.
  • SHRM-CP and/or PHR required; SHRM-SCP and/or SPHR preferred.
SPECIALIZED KNOWLEDGE, COMPETENCIES, AND ABILITIES
  • Excellent verbal and written communication skills.
  • Excellent interpersonal and negotiation skills.
  • Excellent organizational skills and attention to detail.
  • Excellent time management skills with a proven ability to meet deadlines.
  • Strong analytical and problem-solving skills.
  • Strong supervisory and leadership skills.
  • Strong work ethic.
  • Ability to adapt to the needs of the organization and employees.
  • Ability to prioritize tasks and to delegate them when appropriate.
  • Thorough knowledge of employment-related laws and regulations.
  • Proficient with Microsoft Office Suite or related software.
  • Proficiency with or the ability to quickly learn the organization’s HRIS and talent management systems.
WORK ENVIRONMENT
Standard office environment with related phone, computer, and printer noise.  Position requires ability to operate a computer and other office productivity machinery, such as a calculator, copy machine, printer, and phone system.
BENEFITS
  • 25 Days of Paid Time Off Annually
  • 6 Paid Holidays Annually
  • 2 Paid Floating Holidays Annually
  • 3 Paid Volunteer Days Annually
  • Birthday Paid Day Off
  • Medical, Dental, & Vision Insurance
  • 403b Retirement Savings Plan
  • Short-Term Disability, Long-Term Disability, Term Life and AD&D Insurance Plans
  • Paid Parental Leave
  • Pet Insurance
  • Employee Assistance Plan
  • Museum Family Membership
  • Employee Discounts in the Museum Store, Café, Studio Art Classes, & More!
The Toledo Museum of Art provides equal opportunity for employment and promotion to all qualified employees and applicants. No person shall be discriminated against in employment on the basis of race, color, religion, gender, age, national origin, marital status, disability, sexual orientation, veteran status or any other status or condition protected by applicable federal or state statutes. The Museum is committed to maintaining an environment in which all employees are treated equitably and given the opportunity to achieve their full potential in the workplace. If you are a qualified individual with a disability or a disabled veteran, you may request a reasonable accommodation if you are unable or limited in your ability to access job openings or apply for a job on this site as a result of your disability. You can request reasonable accommodations by contacting Human Resources at [email protected] or (567)-666-0387.