Lowell Observatory invites applications for the position of Chief Human Resources Officer.
The Chief Human Resources Officer (CHRO) is an Executive leadership position reporting to the Observatory Director. The CHRO is responsible for developing and executing human resource strategy in support of the overall business plan and strategic direction of the organization. Leads efforts to define and document succession planning, talent management, organizational and performance management, training and development, and compensation.Â Provides strategic leadership by articulating HR needs and plans to the executive management team and other stakeholders. This position supervises one or more positions.
Lowell Observatory is an independent, 501(c)(3) institution that conducts research and outreach in astronomy and planetary science. Founded in 1894 by Percival Lowell, the Observatory operates three sites: its main campus on Mars Hill overlooking Flagstaff, Arizona and two dark sky sites at Anderson Mesa and Happy Jack, 10 and 40 miles from Flagstaff, respectively. A new Astronomy Discovery Center currently being built, is set to open to the public in 2024.Â Lowell has an operating budget of approximately $16M and employs a growing staff of ~135.
Employee relations and conflict resolution. In coordination with supervisors/managers, manages employee performance issues and complaints from initial action through resolution.Â
Diversity, Equity, and Inclusiveness.Â Leads the Observatoryâ€™s DEI initiatives, in collaboration with the DEI committee, to ensure best practices in hiring, staff retention and promotion.
Compensation studies. Working with a newly purchased product, PayScale, the CHRO will lead a three-year wage compensation study to complement strategic goals.
Succession planning. Works with other DDâ€™s, the Director, and the Trustee to establish a sound plan of management succession that corresponds with the strategy and objectives of the company.
Staffing, Recruitment and Retention. Develops comprehensive strategic recruiting and retention plans to meet the human capital needs of strategic goals. Directs activities for all Staff and Volunteer Recruiting activities.Â Works with an Immigration attorney to obtain US work Visas for non-US employees.Â
Compliance. Ensures timely filing of all reports for the EEOC, VETS4212, Affirmative Action Plan, and other reports as needed. Administers Workers compensation, COBRA and FMLA incidents as well as any EEOC requests.
Personnel manual. Maintains and enforces the personnel manual for compliance while championing the company culture.
Training & Development. Identifies and develops ongoing training for all staff, as well as develops a managerial personnel manual to assist people managers with information related to legal requirements of EEO, FMLA, ADA etc.
Payroll. Reviews semi-monthly payroll for adherence to payroll law, authorized pay rates, benefit costs, etc. Manages the payroll process.
Benefits and Wellness. Selects benefits and wellness plans, balancing the needs and wants of the staff with financial impacts for both the Observatory and employees.
Retirement plan. 403B Plan administrator. Ensures compliance of the 403B plan currently held at Mutual of America and legacy accounts with TIAA-CREF.Â Leads the annual audit of the plan and annual IRS 5500 reporting.
Budgets. Responsible for the HR and Volunteer department budgets, as well as providing critical forward compensation analysis related to staffing for the entire organization.Â Provides other Deputy Directors with compensation and benefits information needed for budgets. Ensures that all employees and planned new positions are included in the budget.
KNOWLEDGE AND ABILITIES
Advanced knowledge in Personnel, Human Resources and Payroll law
Administration and Management â€“ Coordinates hiring activities and benefit costs
Communications â€“ Effectively communicates policies and benefits to all staff.Â
Psychology – Knowledge of human behavior and performance
Critical Thinking- Using logic and reasoning to identify the strengths and weaknesses of alternative solutions, conclusions or approaches to problems.
Complex Problem Solving- Identifying complex problems, develop and evaluate options and implement solutions.
Management of Personnel, Material, Time and Financial Resources.
BS/BA from an accredited college/university; MBA or MA/MS in human resources or related field preferred. Experience in academic or nonprofit institutions helpful. Â A minimum of 15 years HR experience, with at least five years of executive HR experience.Â SHRM Senior Certified Professional (SHRM-SCP) preferred. Experience with Paycom software, PayScale software or similar HRIS products required. Microsoft Office including Excel & Word, Google mail/ calendar.
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