Head of People Experience

Description:

This position is responsible for all the people functions within the Association that impact 500+ employees. The ideal candidate will lead, execute, and administer human resources (HR) to enhance competencies, best practices, communications, and policies throughout the organization for a diverse work force.

Team Leadership: Inspire, develop, coach, and supervise 10+ HR staff.

Talent Management: Expand and oversee APA's equitable approach to attract, engage, and develop a diverse staff. Lead and oversee recruiting efforts to create a diverse pool of candidates; onboarding and development; performance management programs; employment policies and procedures; equal employment opportunity and affirmative action plan compliance (to meet APA's obligations as federal contractor); and overall efforts towards a positive overall employee experience.

Talent Development: Lead, develop and support learning, learning development technology, and professional development opportunities for a diverse staff.

Relationships: Highly skilled in building trusting, collaborative relationships, excelling at interpersonal and organization-wide communications, inclusive leadership, and managing difficult conversations.

Operations, system, and process design: Able to oversee equitable systems and processes, such as Recruitment, Onboarding, Benefits, and Performance Management.

Education and Experience Required:

15+ years in human resources at the highest level at an organization;

15+ years' experience supervising staff;

Knowledge and direct experience in all areas of people experience, including affirmative action plans and conflict resolution;

Significant knowledge of employment laws and regulations (e.g., ADA, FMLA, FLSA, Title VII), and other relevant employment-related laws and regulations;

Demonstrated experience with employee health and welfare plans (health and retirement) and other benefit plans;

Established record in developing, monitoring, and managing budgets;

Exceptional professional communications, and advanced public speaking and presentation, skills;

Excellent interpersonal skills and cultural competencies to interact with a wide range of individuals, including staff at all levels.

Understanding of and sensitivity to equity, diversity, and inclusion (EDI) principles and practices to integrate into the workplace;

Analytical skills and ability to translate data into valuable insights and informed decisions.

Bachelor's degree required.

Computer Skills Required:

Microsoft Word, Excel, PowerPoint, Outlook, and Teams; Zoom; HR systems (UKG a plus).

Responsibilities:

Provides advice and guidance to executive staff, including the CEO, Deputy CEO, CDO, CFO, and the Office of General Counsel, to meet the people experience goals and objectives of the Association.

Responsible for assessing, administering, and enforcing APA HR policies and procedures, as well as employment-related applicable laws and regulations. Reviews, updates, and maintains HR policies and procedures, including writing and editing documents, in collaboration with the Office of General Counsel. Manages details for employment agreement renewals. Ensures the administration and fair and consistent enforcement of policies, procedures, and practices.

Partners with Office of General Counsel to identify and manage people-related legal compliance issues.

Supervises all people functions and HR staff: compensation, benefits (including open enrollment), employee relations, recruitment, retention, and promotion. Ensures proper support by HR staff to APA staff.

Serves as exemplar of APA's management philosophy and organizational core values.

Leverages quantitative analysis and reporting, including data-driven insights, research, trend analysis, and benchmarking to inform the direction and goals of the organization.

Builds relationships with and gains trust from leaders and their team members to develop and maintain a deep understanding of APA's workforce diversity, culture, inclusiveness, retention, learning, and professional development needs.

Responsible for developing, overseeing, and monitoring the budgeting and expenditure of HR-related cost centers and accounts.

Manages internal employee complaint and investigation process and handles complex employee relations issues.

Responsible for identifying, approving, and managing vendors on people-experience-related matters, including but not limited to temporary agencies, employment searches, information technology, and benefits. Also responsible for managing relationships with health insurance carriers, third-party administrators of employee benefit programs, and employee assistance provider.

Responsible for addressing employee compensation issues, including market compensation analysis, Fair Labor Standards Act (FLSA) classifications of exempt/non-exempt positions, and if merit increases are offered, the annual merit process, including coordinating the implementation of increases with the Finance Office.

Serves as Member of the APA Retirement Committee and APA Benefits Administrative Committee, participating in quarterly meetings and coordinating agendas and minutes with outside consultants and other Committee members. Supports the APA Board of Directors Personnel and Compensation Committee by preparing meeting agendas, written meeting minutes, and other documents, as needed.

Keeps current on people experience operations and developments, which may include attending professional seminars and conferences.

Other Duties as Assigned.

About APA:

The American Psychological Association (APA) represents 146,000+ psychologists, students, and affiliates, primarily in the U.S. and Canada but also in other countries around the world. APA is a scientific and professional organization with about 500 employees and is categorized as a 501(c)(3) along with its 501(c)(6) companion organization, APA Services, Inc.

Job Location: Remote: APA jobs may be considered for remote work eligibility as defined in APA's Flexible Work Policy and are subject to approval. Remote work employees may not work from the following states or U.S. territories: Alaska, California, Colorado, Guam, Hawaii, Iowa, Louisiana, Montana, Nebraska, New York, North Dakota, Ohio, Puerto Rico, Rhode Island, U.S. Virgin Islands, Washington, Wyoming.

Application Instructions:

Qualified candidates must apply online through APA's applicant system and attach a resume and cover letter specifying your salary expectations. Applications that are submitted without both documents are considered incomplete and will not be reviewed for consideration. Once your application is submitted, you will receive a confirmation email. Please make sure to check your Spam folder if you do not receive an email from us.

The American Psychological Association is an Equal Employment Opportunity/Affirmative Action Employer. All qualified applicants will receive consideration for employment without regard to race, color, age, religion, sex, national origin, disability, protected Veteran status, sexual orientation, gender identity, or any other protected categories covered under local law.

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Equal Opportunity Employer/Protected Veterans/Individuals with Disabilities

The contractor will not discharge or in any other manner discriminate against employees or applicants because they have inquired about, discussed, or disclosed their own pay or the pay of another employee or applicant. However, employees who have access to the compensation information of other employees or applicants as a part of their essential job functions cannot disclose the pay of other employees or applicants to individuals who do not otherwise have access to compensation information, unless the disclosure is (a) in response to a formal complaint or charge, (b) in furtherance of an investigation, proceeding, hearing, or action, including an investigation conducted by the employer, or (c) consistent with the contractor's legal duty to furnish information. 41 CFR 60-1.35(c)