UMOM New Day Centers

Director of Human Resources

3333 E. Van Buren

Phoenix, AZ

www.umom.org

Company Description

Founded in 1964, UMOM is Arizona’s largest provider of services for families experiencing homelessness. Our mission is to restore hope, rebuild lives, and end homelessness. With an annual operating budget of $18.5 million dollars, UMOM provides shelter, supportive services, and housing programs to families and single women experiencing homelessness in Maricopa County. UMOM serves over 12,000 unique individuals across all our services annually, including families receiving support at the Family Housing Hub.

Mission

To restore hope, rebuild lives, and end homelessness.

Values

Learn, Elevate, Achieve, Drive

Budget

$18.5 Million

# of Employees

135

Programs

At UMOM, programs and services are the way the company successfully moves individuals and families from shelter to permanent housing.

Shelter:

For UMOM, shelter is a strategy. The moment a family or individual steps into shelter, UMOM’s team listens. The team learns about whom they are working with, and what happened to them. UMOM then matches services and programs to their needs.

• UMOM New Day Centers – for families, including families of military veterans
• Halle Women’s Center – for single women without children

UMOM’s Emergency Shelter Programs are designed to provide safe temporary shelter for the most vulnerable and at-risk individuals and households with children experiencing homelessness in Maricopa County. The target population for this program is individuals and families with dependent children experiencing homelessness. Shelter residents are provided intensive individualized client support which includes: 1-on-1 case management; employment services to help individuals secure and maintain employment; advocacy with property management companies, landlords, courts, and partnering agencies; and connection to community resources.

Housing Programs:

UMOM is in the business of placing a home within reach. Wherever possible, UMOM employs the ‘Housing First’ approach, moving people into housing as quickly as possible. Once in housing, UMOM addresses the issues that led to homelessness. The housing first approach has a proven track record and is often among the best ways to end homelessness.

UMOM uses several types of housing and housing programs to aid families, youth, and women.

• Rapid Rehousing
• Permanent Affordable Housing
• Permanent Supportive Housing (PSH)
• Subsidized Housing

UMOM’s Rapid Rehousing program is designed to help individuals and families to quickly exit homelessness, return to housing in the community, and not become homeless again in the near term. The target population for this program is families and individuals experiencing homelessness. Rapid Rehousing clients are provided intensive individualized client support which includes: 1-on-1 case management; employment services to help individuals secure and maintain employment; advocacy with property management companies, landlords, courts, and partnering agencies; and connection to community resources.

Supportive Services:

UMOM’s expansive continuum of services empowers the team to tailor programs and services to meet the specific needs of each family or individual. Together, they can meet their ultimate goal of permanent, affordable housing. UMOM provides a variety of services and programs for families, children, and single women including Workforce Development, Children Services, Health & Wellness, and operating the Coordinated Entry System for Families Experiencing Homelessness (The Family Housing Hub).

Workforce Development: At UMOM, we believe that housing + income = ends homelessness. UMOM’s Workforce Development team assist clients with meeting their employment goals by conducting regular job training and job placement activities geared toward gaining and retaining employment. This includes mock interviews, resume writing assistance, job searches, job placements, and educational workshops. One of the agency's primary outcome measures is to ensure clients who are able to work exit with sustainable employment.

Health & Wellness: UMOM operates a complete on-site medical clinic in partnership with Phoenix Children’s Hospital and Circle the City to provide a complete array of physical health & well-being activities.

Children Services: UMOM is the only family emergency shelter to our knowledge, which has a full branch of the Boys & Girls Club operating on our main campus. Kids are able to engage in after-school and summer activities through this partnership. Additionally, our Supportive Services team works with parents to ensure their kids are receiving the daycare and educational resources they need to be successful.

Family Housing Hub: The Family Housing Hub is called the "front door" of our family homeless response system. Families who are homeless or at risk of homelessness can visit the FHH to access homeless resources and connect with the network of family homeless service providers.

FHH staff work 1:1 with each family to understand their situation and create a short-term crisis plan and a long-term housing stability plan. FHH helps the family identify their own supports and community resources. Many families are able to create a stability plan that avoids needing emergency shelter; for those who can't, FHH collects the necessary information to put families on the list for 5 family homeless shelters in the valley and screen for eligibility for over 10 housing programs.

Description:

The Director of Human Resources will be responsible for developing and executing a progressive People Operations strategy in alignment with the vision, values, and mission of the organization, and in support of its overall strategic direction. The Director serves as a strategic and operational leader who specifically oversees Human Resources functions including talent management, organizational development; employee relations; talent acquisition; on-boarding; off-boarding; performance management; training and staff development initiatives; policy administration; and compensation and benefits design and administration. The Director is responsible for setting, enforcing, and evaluating legally compliant human resource policies, procedures, and best practices, and identifying and implementing long-range strategic talent management goals.

Key Areas of Focus Include:

1. Leadership and oversight of the HR team to ensure that all programs and initiatives are integrated and effective in supporting the overall mission, goals, and objectives of the organization.
2. Directly participating in institutional planning and decision-making as a member of the Operations Leadership team and providing broad leadership and coordination to the organization as designated by the Chief Operating Officer.
3. Serving as a strategic leader whose role is to advance the organization’s mission by supporting the organization’s primary asset—its passionate and talented changemakers.

Reports to: Monique Lopez, Chief Operating Officer

Direct Reports:

4 Direct Reports:

1. Talent Manager (oversees a Talent Generalist)
2. Recruitment Manager
3. Learning & Development Manager
4. Benefits Manager

Essential Duties and Responsibilities:

People Operations/HR Leadership

• Serve as internal consultant and strategic advisor to the COO and Executive Leadership team on people and culture development.
• Lead, manage, and develop an efficient and highly competent People Operations and HR team who serve as valuable partners to the management of the organization, and supportive advocates of effective staff management and development.
• Work closely with the team on strategic initiatives and programs. Oversee and coach work of the People Operations leaders who manage employee relations, HR policies, recruitment, retention, and compensation and benefits administration.
• Align our People Operations strategies to be an employer of choice within our industry.
• Guide senior leaders in implementing employee engagement initiatives at the organizational, team, and individual employee levels.
• Work with the general counsel (GC) to ensure regulatory compliance with all state and federal employment laws.
• Collaborate and partner with the COO, as needed, on employee relations matters, anticipating regulatory changes, and implementing strategies to ensure adherence to ethical standards across the organization.

Talent Acquisition, Compensation, and Benefits

• Build a robust recruitment strategy, focused on equity that attracts top talent to the organization.
• Provides strategic direction and oversight on compensation and benefits, ensuring regulatory compliance, equity, and competitive salary levels necessary to attract and retain qualified staff.
• Modernize and make transparent our compensation philosophy and structure. Design a comprehensive strategy to integrate practices that focus on total wellness programming. This includes the processes for managing, analyzing, and determining the salary, incentives, and benefits each employee receives.

Leadership, Talent Development, and Succession Planning

• Directs the development of training and organizational development programs through staff or external consultants that address personal, professional, and organizational needs of employees and departments, supporting equitable opportunities for continuous learning.
• Better utilize data to build scale leadership, talent development plans, and formulate cross-organizational processes to facilitate aligned succession plans.
• Provide an equitable focus on administrative support. Work with the CEO and Executive Leadership team to establish a sound plan of succession that corresponds to the mission, strategy, and goals of the organization.

Organizational Development and Performance Management

• Provide coaching/advising of senior leaders on team development and key organizational and management issues. Develop a unified approach and corresponding tools for executive and senior leaders to evaluate, design and align their structures to build high-performing teams.
• Design and align Talent strategy, including a talent management strategy, to support the overall mission and strategic framework of the organization. Evaluate and redesign the processes, tools, and activities to manage, maintain, and/or improve the performance of employees.

Diversity, Equity, and Inclusion

• In partnership with the Executive Leadership Team (ELT), supports the development, articulation, and implementation of a DEI strategy to embed equity across the organization.
• Under the guidance of the ELT, provides strategic leadership and change management of layering equity into the lifecycle of talent management—recruitment and retention of diverse candidates and staff, respectively; organization engagement and performance management that is inclusive and equitable, respectively; training and development; succession planning; and compensation and benefits, all of which are also inclusive and equitable.
• Help set the tone and nurture a collaborative and culturally competent workplace environment and promote a culture of belonging and respect.
• Provide organizational leadership around culture assessment and development, introducing and managing organizational change and development initiatives.

General Compliance, Data Analytics, and Reporting Maturity

• Directs overall management of the organization’s staff recruitment and employment processes, ensuring that all federal and state laws, regulations, and standards are met, and that the organization’s equal opportunity and diversity goals are met.

Qualifications and Competency Requirements:

Experience and Education

• Minimum ten years of professional human resources management experience required, with strategic, talent management, and/or business development experience highly preferred
• Minimum of five years of professional management experience
• Bachelor’s degree in Human Resources, Business Administration, or related field required – Master’s degree highly preferred
• SHRM-CP or SHRM-SCP strongly preferred
• Demonstrated experience in the development, implementation, and evaluation of a department level vision and/or strategic plan, including successful change management at a department and/or multi-department level
• Knowledge of human resource management principles, best practices in talent related functions, data analysis & reporting, and employment regulations is required
• High proficiency in effective writing and communication is required

Computer Skills

• Demonstrated experience with leadership of Applicant Tracking Systems (ATS), Human Capital Management Systems (HCM), and Learning Management Systems (LMS) required
• Strong proficiency with applications including Microsoft Word, Excel, PowerPoint, and Outlook

Compliance

• Valid Level One Fingerprint Clearance Card or the ability to obtain one
• Valid AZ Driver’s License and a driving record that falls within UMOM’s policy
• 50/100 level of car insurance coverage (mileage reimbursement available)

Physical Activities and Working Conditions

The physical demands and working conditions described here are representative, but not exhaustive, of those that must be met by an employee to successfully perform the essential functions of this job.

• This position is typically performed in an interior, environmentally controlled office setting. The duties of the job require extended periods of time being stationary and manipulating a computer (keyboard, monitor, mouse), and other standard office equipment including, but not limited to: printer, fax, calculator, copier, telephone and associated computer/technology peripherals.

Additional Attributes

• Willingness to embrace and actively support the unique culture and values of UMOM
• Ability to focus on the tasks and details relevant to the position and the organization while also switching quickly between tasks
• Ability to exercise excellent independent judgment and take ownership of decisions
• Ability to think on a broad, systems-level relative to the scope of the position
• Ability to work independently and self-manage to achieve goals while being a strong team player
• Ability to organize, meet deadlines, and delegate appropriately
• Ability to cope with and embrace change, risk, and uncertainty
• Ability to develop strong relationships within a fast-paced, collaborative setting that values diverse opinions; enthusiasm for helping drive change as UMOM becomes a more data-driven organization

Why consider the opportunity?

• If you are a strategic, visionary HR Generalist – this is the role for you!
• The team at UMOM is compassionate and operates with the highest integrity while providing programs that will help end homelessness.
• Use your talents to enable UMOM to serve approximately 12,000 individuals across all of their services annually, including those families receiving support at the Family Housing Hub. Of those 12,000 clients, approximately 7,000 (or 2,800 households of individuals and families) are served in their shelter, housing, and outreach programs.
• Continue to create a highly engaged culture that honors Diversity, Equity, and Inclusion.
• UMOM has a fantastic reputation in the community, and this role can drive them to attaining a “Best Places to Work”  designation!

Haley Dagit                                                                                          

Senior Executive Recruiter

(602) 654-1995

hdagit@duffygroup.com

Colleen Neese

Practice Director

(602) 802-8329

cneese@duffygroup.com