Director of HR Operations at Catholic Charities

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Director of Human Resources Operations

Elliot Park Frey Center

The mission of Catholic Charities is to serve those most in need and to advocate for justice in the community.

As the need for our services grows and becomes increasingly complex, Catholic Charities is working to adapt and respond. We respond in three ways – preventing poverty, meeting basic needs in times of crisis, and creating pathways out of poverty.

WAGE RANGE:  $110,000 - $124,000, annually 

POSITION SUMMARY

The Director of Human Resources Operations is responsible for the development, management and evaluation of the Human Resources systems of the agency. This includes designing and formulating, implementing, and evaluating programs, policies, and procedures covering employment, employee development, performance management, employee and labor relations, recruitment and retention, and compliance with applicable federal and state law.

In collaboration with the Chief Legal Officer and other senior leaders, the DHRO drives strategic human resources planning activities that align with the mission and strategic plan of the organization. The DHRO focuses on building HR programs that attract, develop, and retain top talent and positions the organization as an employer of choice within the Twin Cities market. 

The DHRO utilizes data and analytics to monitor effectiveness of programs and identify opportunities for quality enhancements and/or efficiencies in systems. The DHRO leads a team of Human Resources professionals, works collaboratively with the Director of Compensation and Benefits, and serves as an advisor to the CLO, CEO, the Executive Team and other leaders in the organization. The DHRO supports the CLO with the HR Sub-committee of the Board of Directors, serves as a member of the Management & Strategy Team, and acts as the EEOC Officer of the organization. The DHR reports to the Chief Legal Officer.

HR Leadership, Strategy and Planning

• In collaboration with the CLO, develops and implements a comprehensive HR strategy for the agency in alignment with the mission and vision of the organization. Translates the strategic and tactical business plans into HR strategic and operational plans.

• Creates and directs a project plan to build and/or enhance HR programs, procedures and policies in every functional area; prioritizes build timeline based on assessment of risk to the organization within compliance, mission alignment, costs, and other factors.

• Serves as a strategic and trusted partner to leadership; provides guidance and support on HR-related issues.

• Develops and analyzes HR metrics and reports to assess the effectiveness of HR programs and initiatives.

• Keeps up to date on changes within employment law at the local, state, and federal level and ensures the organization remains compliant with new laws and regulations through ongoing policy updates and employee training.

• Conducts research and analysis to assess the competitiveness of CC programs and practices against the market and recommends appropriate changes.

• Manages and develops a high-performing and responsive HR team.

HR Department Management

• Supervises and mentors HR staff, encouraging their ongoing development.

• Manages HR budgets and resources to ensure effective and efficient delivery of HR services.

• Oversees the agency’s unemployment and workers compensation program

HR Operations Strategy & Process Optimization

• Design, refine, and manage HR processes across the full employee lifecycle—including onboarding, job changes, promotions, and exits—to ensure accuracy, efficiency, and consistency.

• Partner with leaders to understand business needs and translate them into practical, scalable workflows.

• Lead continuous improvement initiatives that reduce manual effort, increase automation, and enhance the employee experience.

• Maintain a comprehensive set of process documentation and operating procedures to drive organizational clarity and sustainability.

Systems & HRIS Management

• Serve as the primary owner of HR systems, including HRIS, payroll, and related platforms, ensuring data integrity, seamless integration, and full utilization of system capabilities.

• Partner cross-functionally with Finance/Accounting, IT, and other departments to optimize workflows and align systems across the agency.

• Monitor industry best practices and emerging HR technologies to identify opportunities for innovation and scalability.

• Provide training, resources, and guidance to managers and employees to promote confidence and efficiency in system use.

Compliance & Risk Management

• Works with the Compliance Department ensure the organization remains compliant with all applicable federal, state, and local employment laws, as well as internal governance policies.

• Oversee recordkeeping, reporting, and data retention practices, ensuring audit readiness at all times.

• Proactively identify compliance risks and implement preventative measures, serving as a trusted advisor to leadership on regulatory matters.

• Act as liaison with external auditors, benefits providers, and regulatory bodies during audits or inquiries.

People Analytics & Reporting

• In collaboration with the Data & Research team, build and maintain dashboards, scorecards, and reports that provide visibility into workforce metrics such as headcount, turnover, retention, and engagement.

• Deliver actionable insights that inform leadership decisions and support workforce planning.

• Develop predictive analytics and trend analyses to help the organization anticipate challenges and opportunities.

• Translate complex data into clear, compelling narratives for executives and managers.

Employee & Manager Support

• Provide operational guidance and support to managers and employees, resolving escalated issues with clarity and consistency.

• Design and deliver training sessions, job aids, and resources to build confidence in HR processes and tools.

• Champion a service-oriented approach that ensures employees experience HR as responsive, accessible, and solution-focused.

Employee Development, Training & Safety

• Develops, recommends, communicates and implements the agency’s performance management system; provide roll-out training for managers and employees; provide ongoing training/coaching opportunities for managers around performance management.

• Collaborates with the Director of Culture and Belonging on the creation and implementation of a comprehensive training and development program for the agency in the human resource areas of compliance, safety, NEO, onboarding, supervisor/management training, leadership development, and other trainings per organization need; develops and facilitates trainings as needed; creates quarterly training calendar in collaboration with department leaders; creates system for tracking completion of required training.

• Directs OD processes in collaboration with CEO, CLO, and Director of Culture and Belonging and other departmental leaders to include succession planning, key employee retention, organizational design, team building and change management.

• Collaborates closely with leadership across the organization, especially within Programs, Legal & Compliance, Facilities, and Safety & Security Departments, to ensure a safe and secure workplace environment is provided for employees as well as appropriate OSHA training during onboarding and post incident.

Employee/Labor Relations

• Establishes employee relations practices and procedures promoting a positive employer / employee relationship and a high level of employee engagement.

• Oversees and ensures appropriate management of employee relations issues surrounding coaching and corrective action and low-risk employee investigations; ensures consistency in application of policies and compliance with employment law.

• Manages corrective action process and, in collaboration with the CLO, partners in high-risk employee investigations.

• Responsible for overall management of the agency’s labor relations activities. This includes serving as principal spokesperson for the agency at contract negotiation and recommending negotiated changes to the contract to the Executive Team.

Talent Acquisition

• Designs and implements a best-in-class, full-cycle recruitment program for the agency to include manager training and development of dashboards and key metrics for tracking effectiveness.

• Oversees the recruitment, selection, and retention of employees to ensure fairness and consistency in processes and compliance with policies and employment law.

• Serves as the EEO Officer, developing programs that support the hiring, retention and/or promotion of diverse individuals into all levels of the organization; partners closely with the Director of Inclusion of Belonging.

Compensation and Benefits

• Works with the Director of Compensation and Benefits to:

• Design compensation and benefits programs to attract and retain top talent and ensure equitable treatment of employees.

• Establishes an effective job and compensation evaluation process supporting external and internal equity.

• Ensure that benefits offerings are competitive within the market, are those that meet employee and agency needs, and are cost effective for both the employee and agency. Advise on trends and best practices to enhance the benefits package.

• Ensures the Payroll function operates effectively, and appropriate checks and balances are in place as well as an audit schedule.

Customer Support

• Establishes service level commitments that meet organizational needs.

• Builds strong partnerships with internal stakeholders, building rapport and credibility that enhances effectiveness.

• Responsible for reviewing and ensuring the relevance, accuracy, and timeliness of data and reporting for purposes of accountability and client outcomes.

Other duties as assigned.

QUALIFICATIONS/TECHNICAL EXPERTISE

• BA degree in Human Resources or related field or an equivalent amount of experience and training.

• Minimum of five years of broad-based HR management experience,

• Labor relations experience preferred.

• Experience collaborating with leadership to effectively design and implement organization-wide HR programs and processes.

• Experience within the nonprofit and/or social services sectors preferred.

• Thorough knowledge of the laws, principles, and practices of Human Resources.

• Strategic leader with ability to align organization goals with HR programs.

• Strong business judgment and conflict resolution skills

• A self-directed individual with a team-oriented approach; exceptional mentoring and coaching skills.

• Excellent project management skills.

• Has ability to work with diverse and/or low-income populations, including those who may be experiencing homelessness, unstable housing, and/or mental illness.

PHYSICAL REQUIREMENTS

CPR No

Driving Yes

Operating specialized machinery (additional assessment may be required) No

Walking or standing > 2 hours/shift No

Lifting up to 25lbs without assistance No

Lifting up to 50lbs without assistance No

Physically restraining clients No

Disclaimer: The above statements are intended to describe the general nature and level of work performed by employees assigned to this position. They are not intended to be an exhaustive list of all duties, responsibilities, and qualifications. Management reserves the right to change or modify such duties as required.