Director of Human Resources

The Western Pennsylvania Conservancy

Website The Western Pennsylvania Conservancy

FUNCTION:  Responsible for administration, management, planning and development of all Human Resource functions for the Western Pennsylvania Conservancy (Conservancy), ensuring legal compliance and implementation of the Conservancy’s mission.

Responsible for human resource management for the Conservancy, including EEO regulatory compliance, recruitment and selection, compensation, wage and salary administration, benefit administration, performance management, employee relations, corrective action and disciplinary issues and termination.


Development of the Human Resources Program

  •  Defines, recommends and implements personnel policies and procedure; prepares and maintains employee handbook on policies and procedures.
  • Confers with executive/senior management to review achievements and discuss required changes in goals and objectives resulting from current status and conditions.  Evaluates reports, decisions, and results of human resources department in relation to established goals.   Recommends new approaches, policies, and procedures to effect continual improvements in efficiency of human resources department and services performed.  Functions as a strategic member of the senior management team.
  • Responsible for the development and administration of human resources budget, including review and approval of all human resources expenses and invoices in accordance with established policies and procedures.

Employee Relations

  •  Performs the completion of all exempt and nonexempt recruitment activities, including the administration of the job posting program, advertising, screening, interviewing, selection and new employee orientation.  Processes new employee onboarding and change-of status forms.
  •   Designs, recommends, and implements the Conservancy’s performance management program.  Distributes performance appraisal reminders, reviews and approves all performance appraisals and merit increases. Tracks performance appraisals to ensure they are completed within the proper timeline.
  • Assists with organizational training and development initiatives.  Develops and implements training and development needs analysis to determine education, training and competency levels of staff.   Works with division managers to identify skill gaps and to develop individual training and development plans.  Develops organization-wide training and development plans for major skill/development needs.  Assists with determination of training content, delivery and evaluation of programs.
  • Works with managers and employees to identify and resolve employee relations issues.  Assists managers with performance and disciplinary issues.
  • Conducts exit interviews and handles all aspects of separation of employment.

Compensation and Benefits

  • Maintains the Conservancy’s compensation program and salary administration policies, classifies/reclassifies positions, writes and updates job descriptions, and provides for annual/bi-annual wage and salary market surveys and updates to salary ranges.  Reviews and approves all salary increases and decisions in accordance with board approved policy.
  • Responsible for the development, maintenance, and revision of fringe benefits package.  Performs all benefit administration, including claims resolution, change reporting, approving invoices for payment, annual re-evaluation of benefit programs and policies.
  •  Functions as Pension Plan Administrator and works with auditors on pension plan audits and preparation of 5500’s and other regulatory reporting as required by the Department of Labor and Internal Revenue Service.  Provides for enrollment and staff training by TIAA-CREF.

Human Resources Information Systems (HRIS)

  • Manages the development and maintenance of the Human Resources section of the intranet to ensure current, accurate information and policies/procedures.
  •  Utilizes HRIS to the Conservancy’s recordkeeping and management advantage.

Compliance and Professional Development

  • Monitors and ensures compliance with federal, state, and local employment laws and regulations, and recommends best practices; reviews and modifies policies and practices to maintain compliance.
  • Maintains knowledge of trends, best practices, regulatory changes, and new technologies in human resources, talent management, and employment law; applies this knowledge to communicate changes in policy, practice, and resources to executive/senior management.
  •  Maintains OSHA compliance logs and all required paperwork regarding workplace injuries and illnesses, files worker’s compensation claims, and assists with employee safety programs.   Assists Vice President/Chief Financial Officer with insurance programs and risk management, as requested.

Organization Goals and Mission

  •  Participates with executive/senior management in strategic and organizational planning and is responsible for the development and implementation of human resource initiatives to accomplish the strategic goals of the organization.  Provides support to Personnel Committee meetings with the Board of Directors.
  • Assists organization with diversity initiatives.  Analyzes internal workforce demographics to identify where diversity could be improved.  Works with recruiting managers to identify and utilize recruiting sources that could provide qualified minority applicants.
  • Supports the Conservancy’s cost containment and fundraising efforts and needs, as applicable.
  • May serve on various internal and external committees, as appropriate.


Required Skills/Abilities

  • Excellent interpersonal, written and oral communication skills – including the ability to make presentations to the general public and peer audiences.
  • Excellent facilitation and coaching skills – must have the ability to work well inter- and intra-departmentally.
  • Excellent organizational skills – must be able to demonstrate prior success at executing projects in a timely manner and in achieving results on schedule.  Must be able to manage multiple projects and priorities simultaneously.
  • Strong planning skills – must be able to develop and implement tactical plans from established strategic goals.
  • Excellent computer skills in a Microsoft Windows environment.
  • Training/development background preferred.

Preferred Education and Experience

  • Eight (8) years experience in public or private human resource management; OR
  • A bachelor’s degree in Human Resources, Business Administration, or related field, and five (5) years’ HR generalist experience; ORA master’s degree in human resource management or related personnel/human resource field; OR
  • Any equivalent combination of experience and training that provides the required knowledge, skills and abilities.
  • Senior Professional in Human Resources (SPHR) certification and/or SHRM-SCP, strongly preferred.

Physical Requirements

  • Prolonged periods of sitting at a desk and working on a computer.

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