Pennsylvania Certified Organic (PCO) is excited to announce a position opening for Human Resources Director (HRD) to join our team. As the HRD, you will spearhead the evolution of PCO’s HR landscape, including talent management, compensation, performance, engagement, and DEIJ initiatives. You will have excellent communication skills and collaborate across departments and at all levels of the organization to enhance the employee experience. The HRD is a member of the PCO Leadership Team and is a department of one with no direct reports. It is fully remote with very minimal travel.

PCO is a growing non-profit organization that works with organic farmers and food producers across the US. PCO provides organic certification services to more than 1600 operations, employs approximately 40 staff, and sub-contracts with around 50 field inspectors. Our staff are dedicated to our vision: A world where agriculture systems prioritize health, ecological balance, fairness and care. and we are committed to a work culture of purpose, caring, and results.

This is a full-time, exempt, remote telecommuting position.

Salary range: $95,000 to $120,000 depending on experience.

This position will remain open until Sunday, May 12th.

The health and wellbeing of our team members is a top priority at PCO. View our benefits on our website: https://paorganic.org/about/staff/openings/

PCO is an equal opportunity employer and service provider. We do not discriminate with regard to race, color, religion, national origin, age, ancestry, political beliefs, union membership, disability (in accordance with the American with Disabilities Act and the Pennsylvania Human Relations Act), veteran status, gender or sexual orientation, marital or familial status, genetic information, and any other characteristic protected by law. We value and encourage all qualified applicants to apply, including Black, Indigenous, and People of Color; members of the LGBTQ+ community; veterans; people with disabilities; and people who have been formerly incarcerated. Studies have shown that women and people of color are less likely to apply for opportunities when they don’t feel fully qualified. We are most interested in finding the best candidate, and that candidate may come from a less traditional background. We would encourage you to submit your interest.

Human Resources Director

The Human Resource Director’s (HRD) role is to lead all aspects of PCO’s HR practices and processes for full-cycle HR support, including talent management, compensation & benefits management, performance management, employee engagement, and DEIJ efforts. The HRD works with all departments within the organization to develop and implement cross-departmental strategies that align with the goals of the organization. Provides expertise and partnership to leaders and employees to promote a positive employee experience, build strong teams, and prepare for the future workforce. Manages, designs and develops, improves, grows, and assesses core HR functions.

Team Statement:

The HR Manager has the following areas of responsibility:

• People and Culture
• Talent Management
• Diversity, Equity and Inclusion
• Employee Relations
• People Operations Management

Primary Duties & Responsibilities:

People and Culture

• Stewards organizational culture and team norms, sets the tone for the organization, and engages employees in co-creating an inclusive and equitable work culture.
• Develops and deploys best practices across all areas of talent and culture, including recruitment, hiring, professional development, staff management, performance evaluations, promotion pathways, and employee retention plans.
• Manages employee engagement processes, including developing and analyzing culture surveys, partnering with other leaders to develop and implement engagement and retention initiatives, and integrating feedback into policies and practices.
• Develops and maintains HR policies and procedures. Identifies, implements, and communicates policy improvements.
• Serves as a trusted resource to all team members to help navigate career development, management, respect in the workplace, and ensure great employee experiences.

Talent Management

• Leads talent acquisition strategies to attract a diverse, talented candidate pool.
• Designs and implements performance management processes, tools, and practices so that managers are supported in having meaningful performance conversations with employees.
• Manages the professional development policy and practices focused on prioritizing development opportunities for employees that meet both their career goals and the business needs of the organization.
• Develops strategies for talent assessment, development, and organizational design that address emerging needs and challenges of the organization.
• Owns leadership development, including non-technical leader/manager assessment, delivers appropriate leader and manager training and succession planning for leadership roles.

Diversity, Equity and Inclusion

• Initiates, leads and champions opportunities to further diversity, equity, inclusion and anti-oppression in all aspects of the work environment.
• Collaborates with the staff committees to create and roll out learning opportunities that build awareness and skills for embedding equity and inclusion in all aspects of their work.
• Participates as a key partner to the Core Values Group and Engagement Committee, providing resources and ensuring alignment with HR strategies and services.
• Recommends employment decisions that are fair and equitable and implements strategies that mitigate unintended consequences or disparate outcomes, especially in relation to underrepresented communities.

Employee Relations

• Serves as a point person for Employee Relations, including confidential and sensitive personnel issues that require follow up and consultation with the leadership team.
• Develops programs and practices that provide a discrimination and harassment free workplace. Partners with leaders to address discrimination and harassment promptly and appropriately.
• Manages conflict effectively when it occurs, seeking and supporting others in developing understanding.
• Consults, advises, and applies HR policies and procedures, prioritizing equity and transparency in the approach.
• Develops, monitors, and updates the compensation plan to ensure competitive wages. Promotes pay equity and transparency in administration of the compensation plan.
• Evaluates, establishes, and maintains an organizational structure and staffing plan to accomplish the mission and organizational goals effectively and efficiently.
• Tracks progress towards goals by analyzing trends in HR data. Makes data-driven recommendations and decisions. Ensures leadership has access to the data they need to make data-informed recommendations.
• Manages the processes and policies of protected leave (FMLA, Military, etc.), Americans with Disabilities Act, other reasonable accommodations. Provide coaching and training to managers to promote compliance and support of these programs.
• Ensures legal compliance in all employment matters.

People Operations Management

• Regularly identifies gaps where processes should be updated or formalized, maintains and improves key HR systems, tools and technology.
• Collaborates with Finance on position approvals and payroll administration.
• Manages the Payroll function, ensuring timely and accurate pay to employees. Works with contractors, as needed, to ensure compliance with local payroll and tax laws.
• Manages, communicates, and ensures compliance of workplace protocols to ensure the health and safety of the workforce.
• Develops and monitors HR and related project budgets, reviews financial reports, and makes recommendations on adjustments to ensure goals are met.
• Any other task relevant to these duties or the mission of the organization as assigned by the supervisor or Executive Director

Job Requirements:

• 10+ years of professional experience in human resources, operations, or related management.
• Bachelor’s degree in a relevant field or equivalent combination of experience and education.
• Excellent organizational, coaching, and leadership skills, including ability to lead and support diverse teams.
• Experience identifying opportunities and taking action to build inclusion and equity into organizational strategy, culture, employee engagement, and professional development.
• Experience creating and improving structures, processes, and/or systems to help diverse teams grow and succeed.
• Outstanding verbal and written skills in the following: communication, emotional intelligence, conflict resolution, and interpersonal relationships and dynamics.

• Excellent people management skills, including the ability to foster collaboration and inclusion, provide individualized support to employees, influence, negotiate, and achieve results through direct reports and others.
• Expertise in change management and promoting adoption of new processes, systems, or policies.
• Willingness to be responsible for all levels of work needed in HR, from administrative to expert.
• Knowledge of federal and multi-state employment laws.
• Successful ability to use people analytics and data to influence business decisions.
• Integrate fun and joy as a way of being and working.
• Passion for organic agriculture and demonstrated commitment to PCO’s values, mission, and vision.
• United States citizen or legally approved to be employed in this position in the United States

Class: Full time, exempt

Reports to: Executive Director

Direct Reports: None.

Physical Requirements / Working Conditions:

• Ability to work in front of a computer for long periods of time
• Minimal physical requirements other than occasional light lifting
• Minimal travel required

This job description in no way states or implies that these are the only duties to be performed by an employee occupying this position. Employees may be required to perform other related duties as assigned, to ensure workload coverage. Employees are required to follow any other job-related instructions and to perform any other job-related duties requested by their supervisor. This job description does not constitute an employment agreement between the employer and the employee and is subject to change by the employer as organizational needs and requirements of the job change.