Executive Director Strategic Human Resources Business Partner

Join a Team That Changes Lives

For more than 170 years, Elwyn has been leading the way in supporting children, teens, and adults with autism, intellectual and developmental disabilities, and behavioral health challenges. As a mission-driven nonprofit, we're here to create real change - helping people lead meaningful, fulfilling lives.

Now, we're looking for passionate team members to join us. Here, your work will change lives - including your own. You'll make an impact every day, find purpose in what you do, and grow in a career that truly matters.

At Elwyn, we take care of you while you care for others. We offer:

• Generous Paid Time Off
• Comprehensive Medical/Dental/Vision Benefit Packages
• Earned Wage Access/On-Demand Pay
• Paid On-the-Job Training
• Tuition Reimbursement
• Career Advancement Opportunities and Growth
• Flexible Schedules
• Retirement Savings Plan

Join us and be a part of something bigger. Apply today.

Elwyn is currently seeking an Executive Director Strategic HR Business Partner to serve as a key member of the Human Resources leadership team. The Executive Director Strategic HR Business Partner is a visionary leader responsible for embedding Elwyn's Core Values across the organization. This position builds strategic partnerships across the HR function and Operational departments to deliver value-added services that support the organization's business and operational goals. This role involves developing and executing comprehensive people strategies that align with business objectives, fostering a best-in-class culture. The Executive Director HRBP serves as a strategic advisor to the executive leadership on human resource-related issues. This position identifies and supports organizational structure and realignment opportunities; spearheads change management initiatives and oversees HR-related internal and external communications. This role anticipates and addresses core HR needs, proactively collaborating with the HR department and executive leadership to develop integrated solutions. This role maintains a deep understanding of the organization's financial position, strategic plans, culture, and competitive landscape, ensuring alignment and driving organizational success.

ESSENTIAL FUNCTIONS:

• Partner with Elwyn's executive leadership to champion the organization's core values, mission, vision, and strategic goals. Develop and implement HR strategies, best practices, and initiatives that drive operational excellence and ensure compliance with all employment regulations and organizational policies.
• Collaborate with leadership to enhance work relationships, build morale, and increase employee engagement. Design and implement recognition programs and initiatives that foster a high performing organizational culture and drive productivity and retention.
• Provide actionable insights to senior leadership to support data-driven decision-making and strategic planning.

• Work closely with leadership and the Benefits and Compensation teams to develop competitive compensation structures. Ensure that salary recommendations align with internal equity and market competitiveness, supporting promotions, transfers, and performance management.
• Partner with all HR functional areas--Compensation, Benefits, Talent Acquisition, HRIS, HR Operations, Employee Engagement, and DEIB--to drive continuous improvement initiatives that enhance operational efficiency and elevate employee experience. Provide strategic guidance and data-driven insights to support the development and implementation of HR programs and policies that align with business objectives and promote a cohesive and inclusive workplace.

• Coordinate with Talent Acquisition and operational leadership in assisting with selection and recommendation of new hires, promotions, and transfers; assists operational leadership in the interview and selection process of new leadership positions.
• Provide strategic guidance on performance management to all levels of leadership. This includes coaching, counseling, career development, and disciplinary actions, ensuring consistent application of corporate policies and procedures.
• Provide guidance and input on business or operational unit restructures, right-sizing, workforce planning and succession planning through identifying and developing high-potential employees and leaders.
• Identify training needs for business units and individual coaching needs.
• Lead efforts in partnership with Staff and Professional Development to evaluate and enhance training programs. Develop and implement training on various topics, including harassment prevention, performance management, leadership skills, and compliance.

• Oversee the recruitment, selection, training, and performance management of HR staff. Provide leadership and coaching to ensure high performance and alignment with organizational goals.

• Serve as a subject matter expert on HR best practices and industry trends. Develop and deliver training programs related to new HR systems and processes, ensuring the organization stays ahead of industry developments.
• Lead and manage Change initiatives, ensuring they align with organizational objectives.
• Drive initiatives to optimize organizational structure and improve efficiency. Work with cross-functional teams to ensure HR projects meet business needs and support strategic goals.
• Collaborate with payroll and other teams to streamline HR processes and ensure regulatory compliance. Align HR business partners with organizational strategies to drive efficiency and effectiveness.
• Identify and mitigate risks associated with HR projects. Develop and implement change management strategies to support HR initiatives and foster a culture of continuous improvement.

QUALIFICATIONS, EDUCATION AND EXPERIENCE:

• Bachelor's degree in human resource management, or related field of study with human resources certification (any of the following preferred: PHR/SPHR/SHRM-CP/SHRM-SCP/CCP/CEBS/CBP) preferred. In lieu of bachelor's degree, high school diploma with the equivalent relevant work experience
• Ten (10) years' experience in human resources with demonstrated increasing responsibility
• Five (5) years in a leadership role working collaboratively with all levels of employees
• Demonstrated strong applied functional HR experience in the following areas required:
  
  • Development and implementation of employee engagement activities; employment law/compliance, governance, documentation
  • Development programs, including succession and workforce planning; developing, implementing, administering performance management and appraisal systems and tools;
• Demonstrated strong business, operational, and organizational acumen
• Demonstrated knowledge and experience with:
  
  • Development of human resources initiatives, programs, and processes
  • Coaching and counseling managers on employee issues
  • Handling sensitive employee relations matters and conducting employee investigations
  • Use of human resources-based technologies/systems (HRMS)
  • Employee records management and audit preparation
• Ability to assist with training assessment, development and delivery, adult learning theory, and principles to ensure transfer of learning; leadership development preferred
• Experience administering diversity and inclusion initiatives, including administering AAP strategies, initiatives and outreach preferred
• Experience with full life cycle recruitment and development of talent acquisition strategies preferred
• Knowledge of compensation programs, strategies, and practices preferred
• knowledge of workplace safety, workers compensation, OSHA requirements preferred
• Demonstrated ability to anticipate future needed changes or identify problem areas and take effective actions
• Non-profit human service experience highly preferred

Elwyn is an Equal Opportunity Employer. Elwyn does not discriminate on the basis of race, color, religion, creed, ancestry, pregnancy status, medical condition, gender, gender identity or expression, genetic information, sexual orientation or identity, age, national origin, citizenship, handicap status, marital or family status, mental or physical disability, perceived disability, military or veteran status, political activities or affiliations, or any other characteristic protected under applicable federal, state or local law, ordinance, or regulation.