The Enoch Pratt Library has an opening for the Deputy Director of Human Resources. Reporting directly to the Chief People Officer, the Deputy Director of Human Resources provides senior-level leadership and management of the day-to-day operations of the Human Resources Department. The Deputy Director is responsible for the effective delivery of Human Resources programs and services and directly supervises and provides leadership, direction, and professional development to Human Resources staff.
The Deputy Director ensures that HR programs, practices, and services are effectively implemented in alignment with the strategic direction established by the Chief People Officer. Areas of responsibility include employee and labor relations, recruitment and onboarding, benefits administration, learning and staff development, performance management, employee engagement, HR systems and records, leave administration, policy implementation, compliance, and related Human Resources operations.
The Deputy Director works closely with the Chief People Officer on complex employee and labor relations matters and supports the administration and interpretation of collective bargaining agreements, labor-management activities and grievances.
Department: Human Resources
Location: 400 Cathedral Street Baltimore, MD 21201
Salary: $89,994 to $116,929 per year
Job Type: On-site Full-Time, Benefits Included
Summary of Duties:
- Provides overall leadership, supervision, and direction to Human Resources staff and is accountable for the performance, effectiveness, service delivery, and professional development of the HR team.
- Manages day-to-day operations of the Human Resources Department, establishing clear priorities, workflows, service standards, and expectations to support efficient, consistent, and responsive HR service delivery.
- Ensures that HR staff provide timely, accurate, consistent, and responsive service to employees, supervisors, managers, and Pratt leadership.
- Supports the Chief People Officer in implementing the Pratt’s Human Resources strategic plan and translates strategic priorities into operational plans, deliverables, timelines, and measurable outcomes.
- Oversees employee relations functions, including performance management, coaching and corrective action, disciplinary matters, workplace concerns, investigations, grievances, separations, and other complex employee matters.
- Provides guidance to managers and supervisors regarding employee relations matters and the consistent application of HR policies, procedures, collective bargaining agreements, and applicable employment laws.
- Oversees recruitment, selection, hiring, onboarding, and retention processes and works with HR staff to improve recruitment effectiveness, candidate experience, time-to-fill, and workforce retention.
- Oversees employee benefits administration and ensures accurate, responsive, and compliant delivery of benefits-related services and communications.
- Oversees organizational learning, employee training, and staff development.
- Oversees employee engagement initiatives and supports programs designed to strengthen employee experience, communication, retention, recognition, and organizational effectiveness.
- Oversees performance management processes and supports managers in establishing performance expectations, providing feedback, addressing performance concerns, and developing employees.
- Oversees leave administration and related HR processes, including FMLA, other protected and non-protected leaves, and coordination of workplace accommodations.
- Ensures effective administration and maintenance of Human Resources systems, employee records, personnel transactions, and HR data.
- Uses HR data, metrics, and trends to evaluate operational effectiveness, identify service gaps, and recommend improvements to the Chief People Officer.
- Identifies operational policies, processes, and practices requiring review or revision and makes recommendations to the Chief People Officer.
- Ensures HR operations comply with applicable federal, state, and local employment laws, City requirements, collective bargaining agreements, organizational policies, and established HR practices.
- Develops and maintains effective working relationships with Pratt leaders, managers, employees, union representatives, City partners, and other internal and external stakeholders.
- Assumes additional Human Resources leadership responsibilities and special projects as assigned by the Chief People Officer.
Minimum Qualifications:
- Bachelor’s degree from an accredited college or university in Human Resources Management, Business Administration, Public Administration, Organizational Development, Labor Relations, or a closely related field. A combination of education and related experience may be considered.
- Current SHRM Certified Professional (SHRM-CP) or Professional in Human Resources (PHR) is required.
- Eight years of progressively responsible professional Human Resources experience, including significant experience across multiple HR functional areas such as employee relations, labor relations, recruitment, benefits, performance management, learning and development, or HR operations.
- Three years of direct supervisory or management experience, including responsibility for leading professional Human Resources staff.
- Experience handling complex employee relations matters and interpreting and administering Human Resources policies and procedures.
- Experience working in a unionized environment, including collective bargaining agreement interpretation, grievance administration, and labor-management relations.
Preferred Qualifications:
- Master’s degree in Human Resources Management, Business Administration, Public Administration, Organizational Development, Labor Relations, or a related discipline.
- Experience managing Human Resources operations in a large, complex, multi-location, public-sector, nonprofit, educational, cultural, or similarly complex organization.
- Experience overseeing multiple HR functional areas and supervising employees responsible for specialized HR functions.
- Experience with Workday or a comparable Human Resources Information System.
- Experience developing HR operational metrics, dashboards, SOPs, and process improvements.
- Experience leading organizational change and improving HR processes.
Required Knowledge, Skills and Abilities:
- Extensive knowledge of contemporary Human Resources principles and practices, including employee relations, labor relations, recruitment and retention, benefits, performance management, learning and development, employee engagement, leave administration, HR operations, and records management.
- Thorough knowledge of federal, state, and local employment laws and regulations and the ability to apply those requirements to Human Resources operations.
- Strong knowledge of labor relations principles and practices, collective bargaining agreements, grievance administration, and working effectively in a unionized environment.
- Demonstrated ability to lead, supervise, coach, and develop Human Resource professionals.
- Ability to manage multiple Human Resources functions simultaneously while establishing priorities, assigning responsibility, monitoring progress, and ensuring completion of work.
- Ability to interpret and consistently apply policies, procedures, employment laws, collective bargaining agreements, and organizational requirements.
- Ability to translate strategic Human Resources priorities established by the Chief People Officer into effective operational plans, processes, programs, and measurable results.
- Strong interpersonal and relationship-management skills and demonstrated ability to work effectively with executives, managers, employees, union representatives, and internal and external stakeholders.
- Excellent conflict-management, consultation, facilitation, problem-solving, and negotiation skills.
- Strong analytical skills and the ability to use Human Resources data and metrics to identify trends, evaluate effectiveness, and make recommendations.
- Excellent oral and written communication skills, including the ability to communicate sensitive or complex Human Resources matters clearly and professionally.
- Demonstrated discretion, sound judgment, professionalism, and ability to maintain confidentiality when handling sensitive employee and organizational information.
Position of Trust: Those under final consideration for appointment will be required to authorize the release of and successfully complete a criminal conviction check.
Financial Disclosure: This position is required to complete a Financial Disclosure pursuant to Sections 7-7, 7-8, and 7-9 of the City Ethics Law.
Please Attach Your Resume To Be Considered.
THE ENOCH PRATT FREE LIBRARY IS AN EQUAL OPPORTUNITY EMPLOYER
