HR Operations Director

Full Time, Professional, $70,000 – $80,000 annually
Omaha, NE, US

The HR Operations Director is responsible for overseeing the Human Resources and facility Operations functions of the organization. This senior leadership position has notable influence and impact on the business and is expected to have the capability and the capacity to effectively handle all position responsibilities. This vital role must present the organization as professional, confidential and ethical; operating with the best intention and care for all employees, vendors and partners involved with the Learning Community.


1. Collaborates with department leadership to understand the organization’s goals and strategy related to staffing, recruiting, and retention.
2. Identifies staffing and recruiting needs; develops and executes best practices for hiring, talent management and talent development.
3. Plans, leads, develops, coordinates, and implements policies, processes, training, initiatives, and surveys to support the organization’s human resource compliance and strategic needs.
4. Administers or oversees human resource programs including, but not limited to, compensation, benefits, and leave; disciplinary matters; disputes and investigations; performance and talent management; productivity, recognition, and morale; occupational health and safety; and training and development.

5. Conducts research and analysis of organizational trends including review of reports and metrics from the organization’s human resource information system (HRIS).

6. Responsible for the purchasing of programs directly administered by the Learning Community.
7. Responsible for County and State Elections preparation of Council
8. Responsible for office property and facility office equipment contracts, as well as serving as the Point ofContact for servicing.
9. Implements written procedures for operating efficiency.
10. Manages and trains office personnel.

11. Coordinates Meeting and Conference attendance for Council members and staff.
12. Collect enrollment and space availability in the appointed school districts.
13. Monitors and ensures the organization’s compliance with federal, state, and local employment laws and regulations, and recommended best practices; reviews and modifies policies and practices to maintain compliance.
14. 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.
15. Develops and implements departmental budget.
16. Facilitates professional development, training, and certification activities for all staff.
17. Effectively administer, document and properly manage all WC, FMLA, ADA, ERISA, EEOC, DOL claims and UEC for the organization.
18. Conduct criminal background checks and DHHS Abuse checks for prospective employees and for volunteers.
19. Serve as Point of Contact for all facility contracts to ensure building security and proper access for authorized individuals.
20. Effectively manage and assist with upholding vendor contracts for all building operations with theoversight of the CEO.
21. Performs other duties as needed for the success of the organization.

1. Excellent verbal and written communication skills.
2. Strong supervisory and leadership skills.
3. Expert knowledge of Human Resource competencies, employment law and HRIS technologies.
4. Extensive knowledge of the principles, procedures, and best practices in the Non-Profit and Education Industries.
5. Excellent organizational skills and attention to detail.
6. Proficient experience with building operations and contract management.
7. Strong analytical and problem-solving skills.
8. Proficient with Microsoft Office Suite or related software.
8. Other duties as assigned.

Secondary education or equivalent experience in one or more of the following areas: Education, Human Resources,
Organizational Leadership and Development

PHR, SPHR, SHRM-CP or SHRM-SCP HR Certification preferred. Valid driver’s license and reliable transportation will be required and necessary for out-of-office meetings and business engagements.

The Learning Community is an equal opportunity employer that is committed to diversity and inclusion in the workplace. We prohibit discrimination and harassment of any kind based on race, color, sex, religion, sexual orientation, national origin, disability, genetic information, pregnancy, or any other protected characteristic as outlined by federal, state, or local laws. This policy applies to all employment practices within our organization, including hiring, recruiting, promotion, termination,layoff, recall, leave of absence, compensation, benefits, training, and apprenticeship. The Learning Community makes hiring decisions based solely on qualifications, merit, and business needs at the time.


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