Director of Human Resources

Job Title:                Director of Human Resources             

Classification:        Full-Time, Exempt, Hybrid Work Schedule Available

Department:          Human Resources 

Reports to:            Chief Financial Officer     

Location:               Meridian, ID

How to Apply:        https://idahofoodbank.org/about/employment/            

Job Summary: 

The Director of Human Resources serves as a strategic partner and culture champion, fostering meaningful relationships across The Idaho Foodbank's statewide organization while ensuring our people strategies reflect and reinforce our mission, vision, and values. This role focuses on developing talent, building succession pipelines, championing employee engagement, and modeling our values of belonging, commitment and collaboration where team members thrive in service to our communities.

Principle Duties and Responsibilities:

Culture & Engagement Leadership

• Champion and model The Idaho Foodbank's culture and values in all interactions, serving as a visible and accessible HR leader across statewide locations.
• Lead employee engagement initiatives that create meaningful connections between team members and our mission, utilizing both data insights and relationship building to drive participation and enthusiasm.
• Partner with leadership to design and implement recognition programs that celebrate contributions and reinforce organizational values.
• Serve as a trusted advisor and coach to employees at all levels, building authentic relationships that foster open communication and trust.

Statewide Relationship Strategy

• Establish and maintain strong, collaborative relationships with team members, managers, and leaders across all Idaho Foodbank locations throughout the state.
• Conduct regular site visits to understand unique location needs, listen to employee concerns, and ensure consistent application of HR practices while respecting local context.
• Provide continuous feedback to leadership on organizational health, employee sentiment, and emerging trends across locations.
• Act as a bridge between locations, sharing best practices and fostering a sense of connection and shared purpose across the organization.
• Partner with operations leaders to understand business needs and align people strategies with organizational goals.

Talent Development & Succession Planning

• Design and implement comprehensive talent development programs that prepare team members for increased responsibility and leadership roles.
• Lead succession planning efforts by identifying high-potential employees, creating development pathways, and ensuring leadership continuity across the organization.
• Collaborate with managers to assess team capabilities, identify skill gaps, and create targeted development plans that align with organizational needs.
• Build and maintain a talent pipeline through strategic workforce planning that anticipates future organizational needs.

Team Development & Performance Management

• Partner with leaders to strengthen their capability to lead, develop, and engage their teams effectively.
• Design and facilitate performance management processes that emphasize growth, accountability, and alignment with organizational values.
• Provide coaching and guidance to managers on difficult conversations, performance improvement, and team development strategies.
• Create learning opportunities and resources that support continuous professional development within the HR Department as well as organization wide.
• Lead new hire onboarding process and introduction to The Idaho Foodbank organizational resources.
• Build and oversee comprehensive training plans that support employee development at all levels.

Strategic HR Operations

• Develop and implement people-focused HR programs and initiatives that support business objectives while enhancing organizational culture.
• Partner with the leadership to advance initiatives that create a welcoming environment for all.
• Manage organizational benefit package including medical, dental, vision, leave time, retirement, and employee assistance programs.
• Oversee employee relations matters with a focus on resolution, learning, and maintaining positive relationships.
• Ensure compliance with employment laws and regulations while maintaining a people-first approach.
• Support change management initiatives by helping leaders and teams navigate transitions effectively.
• Manage HR metrics and analytics to inform decision-making and measure the impact of people programs.
• Participate in special projects as requested (i.e. maximize use of HRIS system, open enrollment process, oversight of 401k administration, etc.).

Knowledge, Skills and Abilities Required:

Education & Experience

• Bachelor's degree in human resources, business, organizational development, or related field required.
• SHRM-CP/SCP or PHR/SPHR certification preferred.
• Minimum five years of progressive HR experience with demonstrated success in talent development, culture building, and employee engagement. Preferred experience at a leadership level and with a multi-site organization.

Core Competencies

• Exceptional relationship-building skills with the ability to connect authentically with diverse stakeholders across all organizational levels.
• Proven ability to champion organizational culture and translate values into meaningful programs and practices.
• Strong coaching and facilitation skills that inspire growth and development in others.
• Experience designing and implementing succession planning and talent development programs.
• Demonstrated success leading employee engagement initiatives that drive measurable results.
• Skilled in conflict resolution with a focus on maintaining relationships and finding collaborative solutions.
• Ability to balance strategic thinking with hands-on implementation.
• Strong communication skills including verbal presentations and written communication.

Technical Knowledge

• Working knowledge of employment law, compensation principles, and HR best practices.
• Experience with performance management systems and talent assessment tools.
• Understanding of change management principles and practices.
• Proficiency in presentation and communication tools.
• Proficiency with HRIS systems and data analytics.

Work Environment & Physical Requirements

This work is performed primarily in an office environment while sitting at a computer terminal for extended periods of time. May involve periodic lifting and carrying of items that may weigh up to 30 pounds. May work outside normal working hours and drive own vehicle for various projects on a daily basis.

Disclaimer

This job description in no way states or implies that these are the only duties to be performed by the employee in this position. Employees will be required to follow any other job-related instructions and to perform any other job-related duties requested by any person authorized to give assignments.

This position description excludes the marginal functions of the position that are incidental to the performance of fundamental job duties. All duties and responsibilities are essential job functions and requirements. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions. This document does not create an employment contract, implied or otherwise, other than an "at will" relationship.

Organizational Culture

At The Idaho Foodbank, we live our core values of Belonging, Commitment, and Collaboration. We’re driven by our mission to nourish, educate, and advocate for food-secure communities.  We believe every team member plays a vital, daily role in our mission.

Equal Opportunity Employer

The Idaho Foodbank is an Equal Opportunity Employer committed to fostering a welcoming and supportive workplace. We strive to create an environment where all employees and those we serve feel valued, respected, and empowered to reach their full potential. Our hiring and workplace practices are rooted in merit, fairness, and belonging.

All qualified applicants will receive consideration for employment without regard to race, color, religion, sex, sexual orientation, age, national origin, disability, protected veteran status, gender identity, or any other factor protected by applicable federal, state, or local laws.