Director of Human Resources

The Director of Human Resources (HR) reports directly to the President and CEO, and is responsible for leading and executing all human resources functions across Pennsylvania Academy of the Fine Arts (PAFA). As a strategic partner to leadership, this role supports PAFA''s dual mission of advancing the study and creation of fine arts while preserving and promoting its nationally significant museum collection by ensuring effective, compliant, and people-centered HR practices.

The Director of HR provides strategic and operational leadership in all areas of human resources, including benefits administration, talent acquisition, employee engagement, employee relations, compensation, payroll, performance management, compliance, and workforce analytics. The position ensures that HR practices align with PAFA''s mission-driven culture, fostering a collaborative, inclusive, and high-performing workplace that supports artists, educators, and administrative staff. This role also oversees compliance and reporting requirements, supports accreditation processes, and delivers data-driven insights to inform executive decision-making.

RESPONSIBILITIES

Benefits

• Serve as the primary point of contact for employee inquiries related to all employee benefits, including medical, dental, vision, life, STD/LTD, FSA/HSA, retirement plans, etc.
• Administer employee benefits programs, including processing payments, reconciling monthly carrier invoices, and ensuring timely submissions.
• Act as liaison between the organization and benefits vendors, including health, workers'' compensation, unemployment, retirement, flexible spending providers, etc.
• Support administration of the 403(b)-retirement plan. Develop expertise as Plan Sponsor to oversee and manage the organization''s 403(b) plan.
• Assist with benefits counseling, employee communications, and change management; provide backup support to senior HR leadership.

Compensation and Workforce Planning

• Administer and evaluate compensation programs to ensure internal equity, market competitiveness, and compliance with applicable laws and regulations.
• Conduct compensation analyses, salary benchmarking, and position evaluations to support recruitment, retention, and organizational planning.
• Partner with leadership and Finance to develop, monitor, and manage personnel budgets and workforce planning initiatives.
• Provide data-driven recommendations regarding salary structures, compensation adjustments, promotions, and staffing allocations.
• Support annual budget preparation processes related to salaries, benefits, and workforce forecasting.
• Maintain and update compensation-related policies, practices, and job classifications in alignment with organizational objectives.

Data Analytics and Reporting

• Develop, maintain, and analyze HR dashboards and reports to track workforce trends, compliance, and organizational effectiveness.
• Conduct and report on personnel-related surveys, including compensation and workforce data.
• Provide actionable insights and recommendations based on data analysis to support leadership decisions.
• Ensure accurate and timely completion of all required federal, state, and local compliance reporting.
• Track, manage, and support accreditation-related reporting requirements and schedules, ensuring alignment with organizational and regulatory standards.

Employee Activities and Engagement

• Foster a positive, inclusive, and collaborative workplace culture that supports employee engagement and retention.
• Design, implement, and evaluate employee engagement and retention initiatives, including surveys, stay interviews, and exit interviews.
• Plan, promote, and support employee events, recognition programs, and service milestone celebrations.
• Communicate organizational updates such as new hires, promotions, and retirements.

Employee Relations

• Serve as a trusted resource to employees and managers by providing guidance on employee relations matters, conflict resolution, workplace concerns, and policy interpretation.
• Conduct and manage employee relations investigations in a fair, consistent, and confidential manner, ensuring compliance with organizational policies and applicable employment laws.
• Recommend and implement employee relations strategies, policies, and programs that promote communication, accountability, and a respectful work environment.
• Support organizational change management initiatives through effective communication and employee support practices.

Payroll Management

• Oversee payroll operations, ensuring accurate and timely processing of employee wages.
• Maintain payroll records, manage tax withholdings and deductions, and ensure compliance with all applicable laws and regulations.
• Coordinate with Finance and external vendors to resolve payroll discrepancies and improve processes.
• Support year-end payroll activities, including W-2 processing, audits, and reporting requirements.

Performance Management

• Administer the performance check-in program to ensure consistency, effectiveness, and equity across the organization.
• Educate employees and managers on performance processes to ensure consistent evaluation and feedback practices.
• Partner with supervisors and leadership to address performance concerns, corrective actions, and employee development opportunities.

HR Administration

• Maintain accurate and complete employee records (electronic and physical) in compliance with legal and organizational standards.
• Track, analyze, and report on key HR metrics; prepare reports for senior leadership.
• Maintain appropriate inventory levels of office and administrative supplies, including copy paper, mailing materials, and related items.
• Respond to employment verification requests and routine external/internal inquiries.
• Manage workers'' compensation claims, including coordination with carriers and scheduling regular claim reviews.
• Administer employee leaves of absence in accordance with company policies and applicable laws.

Talent Acquisition

• Lead full-cycle recruitment efforts, from requisition through onboarding, across all employee levels and classifications.
• Review and update job descriptions to align with organizational strategy and operational needs.
• Oversee onboarding and offboarding processes to ensure a positive, consistent, and compliant employee experience.
• Lead and facilitate new hire orientation programs, guaranteeing employees are effectively introduced to PAFA''s mission, culture, policies, benefits, and workplace expectations.

Communications and Development

• Develop and deliver HR-related training programs and educational resources for employees and managers.
• Design and implement HR policies, practices, and process improvements aligned with organizational strategy.
• Serve as a strategic HR advisor, supporting communication initiatives that enhance employee morale, engagement, and compliance.
• Draft, develop, and distribute HR communications and reference materials, including open enrollment guides, performance management resources, and employee benefits information.

REQUIREMENTS

• Bachelors degree in Human Resources, Business Administration or related field required; Masters degree preferred
• Knowledge of all functional areas of Human resources including general employment practices, payroll, talent acquisition, employee engagement, training and development, compensation and benefits, employee and labor relations, health and safety and security.
• Five or more years of experience in a professional human resources setting; Experience working in an academic or cultural institution preferred
• Excellent interpersonal skills with the ability to manage sensitive and confidential situations with tact, professionalism, and diplomacy
• Capable of working independently with the ability to manage and prioritize responsibilities depending on business needs
• Expert-level experience with HRIS, TA, and Benefit administration platforms