Director of Talent and Human Resources
Feeding South Florida’s mission is to end hunger in South Florida by providing immediate access to nutritious food, leading hunger and poverty advocacy efforts and transforming lives through innovative programming and education. Feeding South Florida (FSF) is the largest, most efficient food bank serving Palm Beach, Broward, Miami-Dade, and Monroe Counties; over 98% of all donations are put back into the community.
Through innovative direct-service programs and a network of nonprofit partner agencies, FSF distributed more than 119 million pounds (99.3 million meals) of food last fiscal year to more than 1 million people struggling to put food on the table – over 330,000 of whom are children.
FSF is committed to professionalism represented by the following values that guide our mission:
Service: We put the needs of our families and community above self, ever mindful of our calling to assist others.
Compassion: We continually strive to serve those in need with compassion and equality.
Dedication: We are committed to addressing the needs of those we serve. We are a voice for those who otherwise would not have one.
Integrity: We convey trust and respect by always acting honestly and responsibly.
Stewardship: We are accountable to those who support us through the efficient and effective use of resources entrusted to us.
The Director of Talent and Human Resources provides senior management-level leadership and guidance to the organization’s HR operations. The Director plans, organizes and manages the overall Talent and Human Resources function including talent recruitment, retention, recognition, and DEI initiatives. The Director is responsible for setting, enforcing, and evaluating legally compliant human resources policies, procedures, and best practices, and identifying and implementing long-range strategic talent management goals.
- Collaborate with executive leadership to support the organization’s mission through talent management.
- Identify key performance indicators for the organization’s human resource and talent management functions; assesses the organization’s success and market (industry) competitiveness based on these metrics.
- Develop and implement the organization’s talent and human resources strategic plan, establishing accountability, identifying solutions to resolve problems, and fostering a diverse and inclusive workplace that enables all employees to contribute to the organization at their full potential.
- Helps lead organization’s cultural shift toward service and high-performance.
- Address talent gaps including overseeing external recruitment and succession management
- Oversee performance management systems
- Recruits, interviews, hires, and trains management-level staff.
- Oversees the daily workflow of the department.
- Handles discipline and termination of employees in accordance with company policy.
- Enhance, develop, implement, and enforce HR policies and procedures to improve the overall effectiveness of the organization
- Facilitate and provide guidance to management teams in HR matters, directing staff on HR functions, and developing, interpreting, and implementing policies and procedures according to federal and state laws and regulations.
- Provides guidance and leadership to the human resource team; assists with resolution of human resource, compensation, and benefits questions, concerns, and issues.
- Maintains knowledge of laws, regulations, and best practices in employment law, talent acquisition, human resources, and talent management.
- Ensures compliance with employment, benefits, insurance, safety, and other laws, regulations, and requirements.
- Drafts and implements the organization’s staffing budget, and the budget for the HR department.
- Manage the health and benefits programs to balance dual goals of cost containment while providing suitable motivation and rewards for effective performance.
- Research, develop, and implement competitive compensation, benefits, performance appraisal, and employee incentive programs.
- Culture and Development:
- Act as a guardian of the organization’s culture
- Develop and coach individual managers, teams, and employees
- Ensure that a strong talent leadership culture permeates the organization as well as a culture that embraces change and innovation
- Forecast talent needs and develop staffing strategies to identify talent within and outside the organization.
- Participates in professional development and networking conferences and events.
- Provide HR leadership and counsel on matters involving people and change/culture management
- Lead or sponsor cross-functional projects which address continuous improvement of operational processes
- Conduct performance appraisals, hiring, coaching, and counseling, career development conversations and disciplinary actions of organization’s associates
- Performs other duties as assigned.
- Strategic thinker capable of seeing the “big picture” and long-term goals.
- Commitment to change management, continuous improvement, and high performance
- Ability to use data and statistics to solve real-world HR problems.
- Innovative mindset to develop new ways of working across a diverse talent pool to optimize work and performance; a strategic doer, demonstrating agility and collaboration throughout the organization.
- Excellent verbal and written communication skills.
- Excellent interpersonal and conflict resolution skills.
- Excellent organizational skills and attention to detail.
- Strong analytical and problem-solving skills.
- Strong supervisory and leadership skills.
- Thorough knowledge of employment-related laws and regulations.
- Knowledge of and experience with varied human resource information systems.
- Proficient with Microsoft Office Suite or related software.
EDUCATION AND EXPERIENCE:
- Bachelor’s degree in Human Resources, Business Administration, or related field required, Masters or law degree highly preferred.
- At least ten years of human resource management experience required, with strategic, talent management, and/or business development experience highly preferred.
- SHRM-CP or SHRM-SCP strongly preferred.
- Prolonged periods of sitting at a desk and working on a computer.
- Must be able to lift up to 35 pounds at times.
- In-office work required; this is not a remote position.