Director Workforce Development Jobs in Pennsylvania

Join a Mission That Matters

For more than 60 years, Concilio has empowered Latino and diverse families while strengthening communities through education, workforce development, child welfare, family support, housing stability, and community-based services.

At Concilio, Human Resources is more than hiring and policies—it's about creating an exceptional employee experience, supporting organizational excellence, and building a workplace where our employees can thrive while serving our community.

If you're passionate about people, enjoy solving problems, thrive in a collaborative environment, and want to make a meaningful impact, we'd love to meet you.

Why Work at Concilio?

At Concilio, you'll become part of a collaborative team that believes investing in our employees is essential to fulfilling our mission.

We offer:

• Comprehensive Medical, Dental & Vision Insurance
• Company-Paid Life Insurance
• Retirement Savings Plan
• Paid Time Off (PTO)
• Paid Holidays
• Employee Assistance Program (EAP)
• Professional Development & Continuing Education Opportunities
• Leadership Development through Concilio's People & Culture Academy
• Opportunities for Career Growth and Internal Advancement
• Collaborative, Inclusive, and Mission-Driven Culture
• Meaningful work that positively impacts the Philadelphia community

General Description:

The Director of Human Resources (HR) is a key executive leader at Concilio de Organizaciones Hispanas responsible for leading the Human Resources department and contributing to the overall strategic direction of the organization. As a member of the Executive Team, the Director of HR will work closely with the CEO and other senior leaders to develop and implement HR strategies that align with the mission, values, and goals of the organization. The Director will oversee the HR team, manage all aspects of HR functions, and ensure a positive, equitable, and effective work environment for staff.

Duties and Responsibilities:

1. Leadership & Strategy Development:

• Serve as a strategic partner to the CEO and executive team, advising on organizational growth, change management, and workforce development.

• Lead the HR department in the execution of HR programs, policies, and practices to meet the needs of the organization and its staff.

• Participate in the development and implementation of the organization’s overall strategy, ensuring HR alignment with organizational goals.

• Provide leadership to the HR team, setting objectives, guiding professional development, and ensuring alignment with department and organizational goals.

2. Organizational Development & Workforce Planning:

• Oversee talent acquisition, including recruiting, interviewing, hiring, and onboarding new employees to meet organizational staffing needs.

• Design and implement programs that promote employee engagement, retention, and growth, fostering a positive and inclusive workplace culture.

• Develop succession planning and workforce development strategies to ensure the organization has the right talent and leadership for the future.

• Implement training and professional development programs to promote employee skills and leadership growth.

3. Employee Relations & Support:

• Act as a trusted advisor and resource for managers and staff on HR-related matters, providing guidance on conflict resolution, performance issues, and organizational changes.

• Foster a culture of transparency, respect, and open communication by encouraging feedback and addressing employee concerns promptly and effectively.

• Ensure compliance with all labor laws, regulations, and organizational policies, advising management on best practices for employee relations.

• Monitor employee satisfaction and well-being, working to implement initiatives that address identified concerns.

4. Compensation & Benefits Management:

Oversee the organization’s compensation structure, including salary administration, benefits programs, and performance management processes.

• Ensure competitive compensation and benefits offerings aligned with industry standards and the organization’s budget.

• Manage the administration of benefits, ensuring the timely and accurate enrollment and resolution of issues related to employee benefits packages.

5. Compliance & Risk Management:

• Ensure compliance with federal, state, and local employment laws and regulations, including non-profit specific requirements.

• Develop, implement, and maintain HR policies and procedures that reflect the values and legal requirements of the organization.

• Lead investigations into complaints or concerns, ensuring fair, unbiased, and confidential resolutions to employee issues.

6. HR Metrics & Reporting:

• Establish and track key HR metrics to assess the effectiveness of HR strategies, including turnover rates, recruitment timelines, employee satisfaction, and training outcomes.

• Prepare and present regular reports on HR performance and key initiatives to the CEO and executive team, offering insights and recommendations for continuous improvement.

• Analyze HR trends and data to inform decision-making and identify areas for organizational development.

• Lead and drive DEI initiatives, fostering a workplace culture that values diversity and promotes inclusivity across all levels of the organization.

• Create and support programs that encourage a diverse and representative workforce, ensuring equitable access to opportunities for all employees.

Qualifications:

• Bachelor’s degree in Human Resources, Business Administration, or a related field; an equivalent combination of education and experience in lieu of degree.; Master’s degree preferred.

• At least 8-10 years of experience in human resources management, with a minimum of 5 years in a leadership role.

• Strong knowledge of HR best practices, labor laws, employee relations, recruitment, and performance management.

• Experience in the non-profit sector or similar mission-driven environments is highly preferred.

• Proven track record of strategic HR leadership, including workforce planning, organizational development, and talent management.

• Excellent communication and interpersonal skills with the ability to engage, influence, and build relationships across all levels of the organization.

• Demonstrated ability to handle sensitive and confidential information with discretion and professionalism.

• Strong organizational and problem-solving skills, with the ability to manage multiple priorities effectively.

• Certification from a professional HR organization (e.g., SHRM-SCP, SPHR) preferred.

Physical Demands

• Ability to remain seated for extended periods of time.

• Occasional travel to other office locations or events may be required.

• Ability to use office equipment, including computers, printers, and telephones.

• Occasional lifting of office materials (up to 25 lbs).