Associate Director of Employee Engagement

Description

SCHEDULE:  40 hours of work per week, generally Monday through Friday. 

Additionally, the role involves providing appropriate leadership and support for a 24/7 operation, which may include occasional evening and weekend work. This operation is primarily focused on ensuring the well-being and performance of our staff and may involve responding to urgent HR issues outside of regular office hours.

Pay: $83,000 - $120,000 annually DOE (Salary ranges provided are based on relevant experience and skill set)

LOCATION: 434 Harrison Ave. Boston, MA

General Statement of Duties:

Reporting directly to the Director of Human Resources, the Associate Director of Employee Engagement plays a key role in advancing Pine Street Inn’s employee relations and engagement strategies to support organizational effectiveness and employee success. The Associate Director serves as a trusted HR partner to managers and staff, providing guidance on employee relations matters, performance management, workplace conflict resolution, policy interpretation, and employee engagement initiatives.  

While upholding the mission of respect and care to the Inn’s guests, tenants, trainees, and clients, the Associate Director of Employee Engagement helps foster a positive and inclusive workplace culture that supports employee retention, engagement, performance and development. 

The Associate Director of Employee Engagement partners with leadership and department managers to ensure consistent application of HR policies and practices while promoting an environment that enables employees and programs to achieve organizational goals.

The fundamental goals of the position are to:

• Strengthen employee engagement and workplace culture through responsive employee relations support and strategic employee engagement initiatives. 
• Partner with managers to address employee concerns, support performance improvement efforts, and promote effective people management practices. 
• Support the successful implementation and utilization of Pine Street Inn's Performance Management System and related talent management processes. 
• Assist in developing and implementing programs that improve employee satisfaction, retention, communication, and organizational effectiveness. 
• Advance HR best practices and ensure compliance with organizational policies and applicable employment laws. 

Requirements

EDUCATION/TRAINING:

REQUIRED:

• Bachelor’s degree with a focus on human resources, business administration, or a related field
• Human Resources professional certification (i.e., PHR, SPHR, SHRM- (CP)

PREFERRED:

• Master’s degree in human resources, business administration,
• Academic experience in psychology, sociology, or human services
• Senior professional HR or leadership certification

KNOWLEDGE/EXPERIENCE:

REQUIRED:

• Minimum of five to seven years of progressively responsible Human Resources experience, with significant focus on employee relations, employee engagement, talent management, or HR business partner functions.
• Demonstrated experience advising managers on employee relations, performance management, and workplace concerns.
• Strong knowledge of employment laws, HR best practices, and employee relations principles.
• Excellent interpersonal, facilitation, conflict-resolution, verbal, and written communication skills.
• Proven ability to build effective partnerships and credibility with employees, managers, and leaders at all levels.
• Strong project management, organizational, and analytical skills.
• Ability to manage sensitive and confidential matters with discretion and sound judgment.

PREFERRED:

• Experience supporting nonprofit, human services, healthcare, or mission-driven organization.
• Experience working with frontline workforces and complex employee environments.
• Experience leading employee engagement, change management, or organizational development initiatives.
• Experience supporting programs serving individuals experiencing homelessness or facing significant barriers to housing, mental health, or recovery challenges.
• Experience utilizing HR metrics and employee feedback data to drive organizational improvements.

KEY COMPETENCIES:

• Employee Relations
• Employee Engagement & Retention
• Manager Coaching & Consultation
• Performance Management
• Conflict Resolution
• Organizational Effectiveness
• Communication & Influence
• Change Management
• Diversity, Equity, Inclusion & Belonging
• Project Management
• Data Analysis & Reporting
• Collaboration & Relationship Building

Essential Responsibilities 

Employee Relations

• Serve as a primary HR partner to assigned departments on employee relations matters.
• Provide guidance to managers regarding policy interpretation, employee performance concerns, workplace investigations, conflict resolution, corrective action, and documentation.
• Support the resolution of employee concerns in a timely, professional, and equitable manner.
• Conduct and document employee relations investigations under the direction of HR leadership as needed.
• Analyze employee relations trends and recommend solutions to improve workplace culture and employee experience.

Employee Engagement & Culture

• Lead and support employee engagement programs and initiatives that foster inclusion, recognition, communication, and employee well-being.
• Coordinate employee feedback mechanisms, including surveys, listening sessions, and action planning efforts.
• Partner with leaders to identify and implement strategies that improve employee morale, retention, and engagement.
• Support employee recognition and appreciation programs across the organization.
• Supervise Employee Engagement Partners (1-2 reports) weekly.

Performance Management

• Assist managers in effectively utilizing the organization's performance management processes and tools.
• Provide coaching and guidance related to performance feedback, goal setting, development planning, and performance improvement efforts.
• Monitor performance management compliance and participate in organizational talent review processes.

HR Programs & Administration

• Support administration of leaves of absence and employee accommodations in partnership with HR colleagues.
• Assist with development and delivery of training programs related to leadership, employee relations, workplace expectations, and performance management.
• Maintain accurate and confidential employee records and documentation.
• Prepare reports and recommendations related to employee engagement, retention, turnover, and employee relations trends.
• Participate in organizational initiatives and special projects that enhance the employee experience.