Organizational values and culture: All MCC workers are expected to exhibit a commitment to a personal Christian faith and discipleship; active church membership; and nonviolent peacemaking. MCC is an equal opportunity employer, committed to employment equity. MCC values diversity and invites all qualified candidates to apply.

  Essential:  

• Ability to articulate, demonstrate and support MCC U.S. values of faith in Christ, peace, justice, service and anti-oppression among MCC staff.

• Bachelor’s degree is required.

• 5 years minimum HR leadership experience showing a progressively responsible career trajectory (direct reports, job complexity, etc.).

• SHRM certification. If not certified, equivalent working experience in HR is preferred.

• Knowledge of current employment best practices and applicable laws.

• Self-directed with strong organizational and financial management skills and a proven record of managing and prioritizing multiple tasks.

• Strong team building, spiritual leadership and inter-personal skills; exercises judgment, tact and discretion.

• Problem-solving and negotiation skills; demonstrated ability to research, analyze, assess and provide options and make recommendations.

• Aptitude for faith-based international relief and development work.

• Computer literacy with good working knowledge of Human Resource Information systems, Microsoft Excel and Word.

Employment eligibility: Legally eligible to work in the U.S. MCC offers of employment are subject to a successful criminal background check(s).

  Preferred: 

• Graduate degree in the fields of human services, management or leadership.

• Deep and broad experience in faith-based international relief and development work.

• Spanish language abilities.

Anti-oppression commitment: MCC expects all staff to actively participate in an organization culture that focuses on dismantling any barriers based on race, economic inequality or gender-based oppression. This includes an expectation to assess and address any barriers within themselves, within their team(s), and within MCC; supervisors are expected to take leadership in assessing and addressing these barriers.

Safeguarding commitment: All MCC managers are expected to work collaboratively to create and maintain an organizational culture that prevents and responds to situations of abuse of power (sexual harassment, child abuse, racism, exploitation, and fraud among other situations). Managers at all levels have responsibilities to support, promote, and develop systems that maintain this environment.

Key Responsibilities

The Director of Human Resources is an emotionally intelligent, energetic, multi-tasking individual who genuinely embraces a fast-paced environment with the ability to be both organized and personally engaging with high ethical standards and integrity and who maintains confidentiality in handling sensitive information with discretion and professionalism. This senior role is unique in that s/he needs to strike a balance between the needs of MCC and its employee community. This responsibility requires empathy, good judgment, and exceptional communication skills to implement policies and practices that benefit MCC and its employees. The HR Director leads MCC in creating policies and practices that combine best HR practices with Anabaptist theology. The HR Director provides leadership to a HR team responsible for the human resources function of Mennonite Central Committee U.S. The key functions of the HR Department include but not limited to recruitment, hiring, employee relations, onboarding and offboarding of salaried staff and service workers, maintenance of personnel information and related data, training and support of MCC personnel, policy development, and interpretation, salary and benefits administration.

The US HR Director is a close collaborator with the Canada HR Director - MCC – Canada. This position shares responsibility for activities of the entire MCC HR Network (approx. 30 HR staff) with the Director of HR - MCC Canada. As such, the synergistic relationship with the HR Director MCC Canada is vital to ensure a positive and forward-thinking HR department for the MCC system. The U.S. and Canadian Directors of Human Resources co-chair the Human Resource Policy Review Committee (HRPRC) of MCC. Both HR Directors oversee the International Program human resource functions under synopsis. The Director of HR is deeply committed to MCC values of promoting and monitoring equity and anti-oppression goals.  The Director of Human Resources reports to the MCC U.S. Associate Executive Director. However, due to the nature of this position, s/he will have regular interaction with the national and regional Executive Directors. The HR director regularly attends board meetings and serves as a resource to the board for relevant MCC policy interpretation. The HR Director also develops positive and reciprocal collaboration with a number of stakeholders from across the MCC system.

• Ensure collaborative efforts in HR across the MCC system 30%

• Policy development and implementation 5%

• Staff supervision, leadership and management of HR duties and responsibilities 30%

• Other assignments as determined by Associate Executive Director 5%

• Generalized HR counsel and guidance on employee relations, climate, culture and management 30%

Specific Tasks and Duties:  

Management and Leadership 

• Serves as the Human Resource leader and technical expert for MCC U.S.

• For MCC U.S., manages the HR Department’s work in planning and implementation, budgeting and reporting.

• Oversees MCC’s International Program human resource functions along with the MCC Canada HR Director.

• Leads and oversees HR team meetings and retreats.

• Co-supervises International Program human resource employees along with the MCC – Canada HR Director.

• Develops a healthy and vibrant climate and culture in the MCC U.S HR department.

• Contributes to a healthy and vibrant climate and culture in MCC U.S. and where appropriate the entire MCC system.

• Co-Chairs the monthly MCC HR Network teleconference meetings.

• Plans and hosts the Joint HR meetings.

• Offers counsel and direction on human resource matters to all managers in MCC U.S. and the relevant International Program staff.

• Authentically represents the principles and practices of Mennonite Central Committee. Promotes MCC’s identity and models MCC’s commitment to Christian faith, service and non-violent peacemaking in daily interactions with staff, applicants, and all other constituents.

• Participates actively as a key member of the MCC U.S. Management Team.

• Communicates and connects MCC’s mission, principles, and practices when responding to inquiries from prospective MCC employees.

Employee Relations 

• Develops and interprets HR policies for managers and employees.

• Be a culture champion by tracking indicators that assess organizational culture and health, developing recommendations and building meaningful programs for MCC.

• Leads the Salary Classification Committee (directly or via delegation) with classifying all MCC U.S. job descriptions.

• In conjunction with Finance Services, administers payroll and benefits.

• Maintains employee records as mandated by law.

• Works to ensure workplace safety and compliance with all labor standards, laws, and regulations.

Talent Acquisition and Retention 

• In collaboration with managers, develops inclusive, safe and best practice recruitment, learning, development, and retention for MCC U.S.’s diverse employee community in alignment with our organizational frameworks, employee standards, and safeguarding commitment.

• Collaborates with hiring managers to identify staffing needs and create job descriptions.

• Overseas the design and implementation of learning and development programs to enhance employee skills and knowledge, fostering professional growth, career advancement, and employee wellbeing.

• Helps to lead the performance management process by assisting managers with goal setting, performance reviews, and feedback sessions.

• Oversees HR’s assistance to managers in an advisory or mediation role with performance improvement plans and other disciplinary meetings.

• Oversees the provision of training to managers on effective performance management techniques.

Board relations 

• Attend MCC U.S. Board Meetings and report as requested.

• Provide and interpret HR policies and procedures.

Safeguarding

• In collaboration with the Executive Directors, keep an ongoing focus on an organizational culture that prevents and responds to situations of abuse of power.

• Partner with senior staff and relevant working groups to monitor organizational progress and cultivate policies, practices, and behaviors for safeguarding.

• Oversee MCC’s response to concerns related to workplace harassment and violence, sexual exploitation and abuse and child abuse, ensuring a trauma-informed response, adequate training and support for case management team member and internal investigators, and tracking of cases for reporting to boards.

• Oversees continuous improvements to and staff training and awareness raising efforts on MCC’s mechanisms for reporting abuses of power and protections against retaliation for staff who report concerns.

Compliance and Legal Matters 

• Ensure compliance with federal, state, and local employment laws and regulations.

• Develop and implement MCC policies and procedures, covering areas such as attendance, standard code of conduct, safeguarding, and diversity and inclusion initiatives. This includes annual updates and edits to policies.

• Maintain accurate and up-to-date employee records, including documentation related to disciplinary actions and grievances.

MCC U.S. and system policy development 

For the U.S. Regional MCCs:

• Serves as a resource on HR issues. Communicates with regional executive directors on personnel issues pertaining to their region.

For MCC in the U.S. and Canada:

• Serve as the U.S. representative on the Human Resource Policy Review Committee (HRPRC); attend HR Steering Committee meetings in conjunction with HRPRC meetings.

• Shares oversight of the development and implementation of a long-range strategic measurable network-wide recruitment plan.

• Shares leadership of HR Network in developing best practices which include both industry and theological inputs with a measurable goal for meeting expectations of program staff in areas of customer service.

• Shares oversight of development of agency-wide technology advancement to make recruitment and tracking of candidates and workers more efficient and user friendly.

• Participates in MCC Working Groups on topics relevant to this role.

Supervision: This position currently supervises 4 employees at present and is the senior manager for the entire MCC U.S HR department. The MCC U.S. HR Director supervises 3 HR Managers (who each manage 3-5 Team Members) and 1 Administrative Assistant.
Travel expectations: Up to 25% with less than 30 nights away per year. Travel within the U.S. and internationally and hosted in the conditions of MCC service workers internationally.