DIRECTOR OF HUMAN RESOURCES

ABOUT WQED
WQED Multimedia champions communities by telling stories and creating experiences that educate, entertain and inspire our neighbors and friends in Pittsburgh and across southwestern Pennsylvania. Seventy years ago, we launched the country’s first community-supported television station—a forerunner to PBS. Fifty years ago, our classical radio station went on the air. Looking forward, we aim to become known as more than a broadcaster as we enrich communities through education and storytelling.

COMPENSATION & BENEFITS
The annual compensation band for this full-time position is $60,000 to $90,000, commensurate with experience. Employer-sponsored benefits include health insurance via UPMC’s Business Advantage plan ($500 deductible, with premiums on a wage-based sliding scale). WQED pays 100% of the premiums for: Delta Dental PPO, long-term disability insurance from The Hartford, and basic life insurance at 1.5X salary. We offer optional vision insurance through Vision Benefits of America. After 12 months, WQED also contributes 5% of employees’ salary to a 403(b) retirement plan managed by TIAA-CREF.

THE ROLE
WQED Multimedia is seeking a Director of Human Resources to lead the strategic direction, planning, coordination, administration, and evaluation of human resources functions at WQED Multimedia.

The Director will be responsible for developing and ensuring effective implementation of plans, systems, policies, and processes for workforce planning, talent acquisition, talent management and development, employee engagement, legal compliance and recordkeeping, employee relations, total rewards (compensation and benefits), and payroll.

This position requires a true strategic business partner who is proactive, highly collaborative, and capable of building both consensus and commitment for ways of working that support the institution’s objectives and key results.

This is a hybrid role that is expected to commute to and contribute from WQED’s offices in the Oakland neighborhood of Pittsburgh at least three days per week.

RESPONSIBILITIES (including but not limited to)

• Partner with the senior leadership team and members of the Board of Directors to understand, formulate, develop, implement, and optimize a holistic human resource (HR) and talent strategy that supports the organization’s vision, mission, and goals. Recommend appropriate full-time, part-time, outsourced, or vendor resources needed to execute the strategy.

• Identify ways to increase staff retention and productivity, including strategies to improve employee engagement, leadership and staff development, regular feedback and coaching, career pathing, and promoting a coherent organizational culture. Develop and administer regular pulse surveys to collect both quantitative and qualitative feedback on the workplace, interpreting results for the senior leadership team and recommending institutional responses.

• Lead the effective and efficient administration of a consistent performance management process, ensuring that the organization’s managers are equipped to engage in constructive and ongoing feedback and coaching, and that 360-degree feedback is regularly collected and effectively used in creating development strategies for supervisors.

• Develop and evolve efficient talent management strategies that support current and future needs through the development, engagement, motivation, and preservation of human capital. Collaborate with managers to understand the skills and competencies required to meet the institution’s objectives, develop corresponding opportunities and lead succession planning. Create and implement learning and development programs and initiatives that provide focused internal development opportunities for employees.

• Interview, survey, and meet with staff to make recommendations around organizational culture, diversity, equity, and inclusion; including, but not limited to, supporting and encouraging employee resource groups. Evaluate and change organizational processes to proactively address hurdles faced by certain employee cohorts. Recommend training activities for cultural competency, gender differences, sexual orientation, disability, harassment, and other topics designed to increase support and awareness of equity and inclusion values and maintain compliance with laws.

• Optimize and integrate HR technology systems, which enable managers and employees to easily perform paperless people-related transactions (e.g. benefits enrollment), facilitate delivery of effective HR services, securely store employee data, and support people-related decisions.

• Design, implement and maintain a competitive compensation and benefit package to attract and retain top talent. Partner with c-suite leaders and members of the Board of Directors to develop a total rewards philosophy: regularly reviewing salary and benefits market data and proactively addressing gaps. Manage benefit brokers and benefits enrollment process. Manage leave administration and the payroll function.

• Mitigate legal risk to the organization through proactive training and education, clear systems and processes for managing conflicts with and between employees, handling and investigating complaints of harassment/discrimination and other unjust practice allegations, and enforcing company policies and practices.

• Maintain current knowledge of and ensure organizational compliance with all relevant employment and labor laws, regulations, and human resources best practices at the local, state, and federal levels. This includes educating and advising managers and senior leaders on HR-related legal and regulatory matters and ensuring HR programs, practices and policies are aligned. Gather, research, and analyze data for statistical calculations and reporting to meet federal and state requirements.

• Provide support and guidance when complex, specialized, and sensitive questions and issues arise. Confidentially take appropriate actions in delicate circumstances such as providing reasonable accommodations, investigating allegations of wrongdoing, and terminations.

SKILLS & QUALIFICATIONS (including but not limited to)

• Extensive experience in human resources management with a proven track record of success in managing HR functions
• Experience in implementing recruitment/talent acquisition processes, including effective hiring practices
• Knowledge and compliance in relation to legal and regulatory requirements
• Ability to handle confidential information with discretion and with a high standard of ethics
• Familiarity with HR information systems (HRIS) and other relevant technologies
• Excellent communication skills, both verbal and written
• Strong interpersonal and relationship-building skills
• Proactive approach to identifying and resolving issues and challenges
• Bachelor's degree in Business, Sales or Marketing or equivalent professional experience preferred

EQUAL EMPLOYMENT OPPORTUNITY

WQED Multimedia is a fair and equal employer, providing access and opportunities to all applicants without regard to race, color, creed, religious beliefs, gender, gender identity, self expression, sexual orientation, marital status, age, national origin, ethnicity, ancestry, citizenship, disability, medical condition, pregnancy, veteran status, membership in the uniformed services, genetic information, or any other basis protected by applicable law and as directed by the Equal Employment Opportunity Commission. WQED Multimedia provides equitable consideration for employment for qualified applicants with criminal histories in a manner consistent with relevant legal requirements. Qualified applicants with a disability or disabled veterans who are unable or limited in their ability to apply (as a result of their disability) have the right to request reasonable accommodation by emailing careers@WQED.org.