The Opportunity

Big Brothers Big Sisters of America is hiring a Senior Director of Human Resources. The Senior Director will collaborate with the VP of JEDI & HR in shaping and the execution of talent and performance management strategy for the National Office workforce. The Senior Director will serve as a subject matter expert on human resources functional areas including benefits administration, talent acquisition and retention, compensation and performance management, leadership development, and workforce culture development. This position will report to the VP of Justice, Equity, Diversity, and Inclusion (JEDI) & HR of Big Brothers Big Sisters of America. We desire a candidate in greater Tampa, FL; position may be flexible to other metro markets.

Passion for the Mission

The Senior Director of Human Resources will embrace and embody the mission of Big Brothers Big Sisters of America and its commitment to empowering and inspiring every young person to reach their full potential. The Senior Director will flourish in a fast-paced, purpose-driven environment and will be energized working in a national organization demonstrating a collaborative approach when working with all levels of a workforce, including senior leadership, external vendors, and consultants.

Commitment to JEDI

It’s not enough to say we are committed to justice, equity, diversity, and inclusion (JEDI). We have to work intentionally and diligently to bring about change in our organization and our communities. To defend the potential of all young people, we have to ensure all young people have the opportunity to have a strong mentoring relationship in their lives. We are actively working to promote justice, equity, diversity, and inclusion throughout our organization. This commitment extends not only to an inclusive hiring and recruitment practice, but also to the policies, processes, and procedures that our staff, families, mentors, donors, and community partners rely upon to create connections within the 5000+ communities that Big Brothers Big Sisters operate within.

Candidate Profile

The Senior Director of Human Resources will be a dynamic, HR practitioner. This role requires someone who has strong HR functional and strategic skills, an ability to easily build relationships and implement processes within an organization and maintain the highest levels of confidentiality. This position will demonstrate an ability to create job descriptions, postings, interview guides, provide coaching and feedback to people managers and senior leaders, as well as a demonstrate strong presentation skills both in-person and virtually.

A results-oriented role, the Senior Director will collaborate interdepartmentally coordinating and crafting performance management tools, policies, and procedures, manage employee relations inquiries and investigations, lead human resources efforts regarding employee engagement and culture satisfaction efforts, oversee total rewards systems including benefits administration and compensation management activities, as well as supervise human resources staff. This role will have direct supervisory responsibility. Previous supervisory experience is required. SHRM and/or HRCI professional certification is highly desired, but not required. The Senior Director of Human Resources is required to have a high school diploma or G.E.D equivalent with a minimum of 10 years of direct human resources experience in several key functional areas of human resource management.

*Due to COVID-19 travel precautions, this position does not currently travel, but is anticipated to travel approximately 5-10% once safe travel can resume. *

The Senior Director of Human Resources essential roles and responsibilities include, but are not limited to the following:

Essential Duties and Responsibilities

Talent Acquisition

  • Manages human resources talent strategy by recruiting, assist in selecting, orienting, training, coaching, counseling, and disciplining staff; planning, monitoring, appraising, and reviewing staff job contributions; maintaining compensation; determining productivity, quality, and customer-service strategies; designing talent acquisition systems that yield desired results.
  • Periodically analyze reports related to talent acquisition processes including but not limited to: retention, promotions, transfers, EEO/JEDI metrics, and other talent acquisition KPI’s.

Benefits & Compensation

  • In collaboration with the VP of JEDI & HR, implements the company wage and salary structure, pay policies, and oversees the pay systems within the company including raise and employee recognition programs.
  • Leads competitive market research practices to establish pay practices and pay ranges that help to recruit and retain high-performing staff.
  • Monitors all pay practices and systems for effectiveness and cost containment.
  • With the assistance of the CFAO, obtains cost-effective, employee serving benefits; monitors national benefits environment for options and cost savings.
  • Leads the development of benefit orientations and other benefits training.
  • Recommends changes in benefits offered, especially new benefits aimed at employee satisfaction and retention.
  • Coordinates company use of insurance brokers, insurance carriers, retirement administrators, and other outside sources.

Performance & Talent Management

  • Leads the implementation of the performance management system that includes performance improvement plans (PIPs) and employee professional development programs.
  • Supports management by providing human resources advice, counsel, and decisions; analyzing information and applications.
  • Guides management and employee actions by researching, developing, writing, and updating policies, procedures, methods, and guidelines; communicating and enforcing organizational values.

HR Leadership

  • Complies with federal, state, and local legal requirements by studying existing and new legislation; anticipating legislation; enforcing adherence to requirements; advising management on needed actions.
  • Manages employee communication and feedback through such avenues as staff meetings, suggestion programs, employee satisfaction surveys, employee focus groups, and one-on-one meetings.
  • Assists in the process of organizational planning that evaluates company structure, job design, and workforce forecasting throughout the organization.
  • Identifies and monitors the organization's culture so that it supports the attainment of the company's goals and promotes employee satisfaction and culture so that it supports the attainment of the organization’s goals and promotes employee satisfaction.
  • Assists with employee resource groups including the Culture Crew.
  • Keeps the VP of JEDI & HR and other senior leaders informed of significant problems that jeopardize the achievement of organizational goals, and those that are not being addressed adequately at the people management level.
  • Develops and monitors an annual Human Resources budget that includes professional development, services and employee recognition.
  • Assists in the development of the annual organizational Personnel Budget.
  • Conducts a continuing study of all Human Resources policies, programs, and practices to keep management informed of new developments.
  • Participates in management and company staff meetings and attends other meetings and seminars.
  • Manages the development and maintenance of the Human Resources sections of both the internet, particularly recruiting, culture, and company information, and intranet sites.
  • Leads the implementation of organizational safety and health programs.


  • Oversees the implementation of Human Resources programs through Human Resources staff.
  • Monitors administration to established standards and procedures.
  • Identifies opportunities for improvement and resolves any discrepancies.
  • Oversees and manages the work of reporting Human Resources staff. Encourages the ongoing development of the Human Resources staff.

Employee Relations

  • Identify and research human resources issues.
  • Accomplishes special project results by identifying and clarifying issues and priorities; communicating and coordinating requirements; expediting fulfillment; evaluating milestone accomplishments; evaluating optional courses of action; changing assumptions and direction.
  • Formulates and recommends Human Resources policies and objectives for the company with regard to employee relations.
  • Partners with management to communicate Human Resources policies, procedures, programs and laws.
  • Determines and recommends employee relations practices necessary to establish a positive employer-employee relationship and promote a high level of employee morale and motivation.
  • Conducts investigations when employee complaints or concerns are brought forth.
  • Monitors and advises managers and supervisors in the progressive discipline system of the company. Monitors the implementation of a performance improvement process with non-performing employees.
  • In consultation with the VP of JEDI & HR and legal counsel, reviews, guides, and approves management recommendations for employment terminations.


  • Demonstrates a commitment to cultural diversity and inclusion that reflects BBBSA’s commitment to JEDI (justice, equity, diversity, and inclusion).
  • Create, foster, and model an environment of belonging with directly supervised staff and workforce.
  • Provides consistent follow-up regarding assigned projects/meetings.
  • Other duties as assigned.

JEDI Commitment

At Big Brothers Big Sisters of America, justice, equity, diversity, and inclusion (JEDI) is an integral part of our values and mission. We recognize, affirm, and celebrate the diverse backgrounds, lives, and experiences of all of our stakeholders, including youth, families, donors, volunteers, and staff. We ensure the opportunity for all voices and perspectives to be heard and honored. In the workplace, we foster an environment where all people can be their best selves. We affirm that every person [regardless of ability, age, cultural background, ethnicity, faith, gender, gender identity, gender expression, ideology, income, national origin, race or sexual orientation, marital or veteran status] has the opportunity to reach their full potential. We strive to realize the full potential that is within all of us by ensuring that all voices and perspectives are heard and honored.

Equal Employment Opportunity

BBBSA provides equal employment opportunities to all qualified individuals without regard to race, creed, color, citizenship, religion, national origin, age, sex, familial or marital status, pregnancy, military or veteran status, sexual orientation, gender identity or expression, genetic information, disability, or any other legally-protected status in accordance with applicable local, state, and federal laws, regulations, and ordinances.

Americans with Disabilities Act

Employee must be able to perform all essential job functions, with or without reasonable accommodation.

Job Responsibilities

The above statements reflect the general duties, responsibilities and competencies considered necessary to perform the essential duties and responsibilities of the job and should not be considered as a detailed description of all the work requirements of the position. BBBSA may change the specific job duties with or without prior notice based on the needs of the organization.

Big Brothers Big Sisters of America is directly recruiting and hiring for this position. We are not engaging any staffing/recruitment firms or agencies for this position. If any candidate profile/resume/identifying information is sent to Big Brothers Big Sisters of America and/or Big Brothers Big Sisters agencies we will not pay any referral or firm fees in relation to this information.