Description

Join OCCF: 

The Oklahoma City Community Foundation (OCCF) brings people together to invest in our community and those who live here. Founded in 1969, the Oklahoma City Community Foundation is a 501(c)(3) public charity that works with individuals, families, and organizations to benefit our community now and in the future. We make the biggest impact when we join together to address our community’s needs. As a growing organization, we are expanding our services and efforts to transform lives across Central Oklahoma and beyond. We offer competitive salary, generous benefits, including a 403(b) retirement plan, paid leave, and we are building an energized, values driven culture. We welcome talented, committed, caring individuals to join our team in connecting donors, programs and initiative to advance our mission to serve Central Oklahoma. To join us or learn more about our work to maximize charitable funds visit occf.org.

Position:   Director of Human Resources

The Director of HR is a strategic leader and trusted advisor who shapes the Foundation’s talent strategy to support mission delivery and organizational excellence. With a focus on talent retention, the Director anticipates future workforce needs, nurtures emerging leaders, and strengthens leadership capacity across the organization. An essential player in developing a trust-based organizational culture, this individual brings discernment and high integrity and builds confidence within staff and senior leadership while enabling an enhanced employee experience and Foundation growth. This role works in tandem with the HR Manager to guide all human resource functions for the Foundation, and collaboratively partners with the leadership team to set the people strategy, actively identify strong solutions, and ensure compliance with employment and tax laws to mitigate risk. 

 Principal Duties and Responsibilities: 

1. Organizational Culture & Engagement (Lead)

•         Champion a mission-aligned, inclusive, and engaging workplace culture where people thrive and do their best work.
•         Design and implement strategies that enhance employee belonging, connection to purpose, and sustained engagement.
•         Elicit trust and confidence across the organization by modeling transparency, empathy, accuracy, and high ethical standards.
•         Supports HR Manager in implementing culture-building programs and engagement surveys. 

2. Leadership Development & Succession Planning (Lead)

•         Identify and cultivate future leaders early—before their potential is obvious or recruited by competitors.
•         Work with COO and VPs to develop and implement succession plans for key positions to ensure leadership continuity.
•         Design programs that accelerate the readiness of high-potential employees.
•         Collaborate with managers to identify potential advancement/promotion opportunities.
•         Serve as a strategic coach to executives and managers, strengthening decision-making, communication, and team leadership.
•         Guides HR Manager in executing staff development logistics and tracking.

3. Talent Acquisition & Retention (Co-Lead)

•         Build strong teams through targeted recruitment, internal development, and culture fit.
•         Forecast talent needs and skills gaps to align with future priorities and initiatives.
•         Ensure new team members are well onboarded and supported.
•         Provide annual reporting on staff turnover and the execution of staff retention strategies.
•         Partners with HR Manager on recruitment operations and candidate experience.

4. Performance Management & Development (Co-Lead)

•         Lead the design and implementation of performance systems that are fair, forward-looking, and outcomes based.
•         Connect promotions, development opportunities, and feedback to broader strategic and growth objectives.
•         Partner with supervisors to reinforce accountability and celebrate excellence.
•         Collaborates with HR Manager to implement reviews, track development plans, and support training programs.

5. Staff Management Support & Coaching (Shared)

•         Serve as a trusted advisor and coach to managers on supervisory responsibilities, staff development, and employee relations.
•         Make proactive, courageous decisions when performance expectations are not met, and partner with supervisors to execute difficult conversations        
•         Works with HR Manager to ensure documentation and procedural support. 

6. Metrics & Analytics (Lead)

•         Identify key HR metrics, track performance and use data in strategic decision making done in conjunction with leadership.
•         Analyze trends from engagement surveys, exit interviews, and performance data to identify areas for growth and improvement.
•         Use insights to proactively shape people strategies and workforce decisions.
•         Partners with HR Manager to collect, organize, and interpret qualitative and quantitative data.

7. Compensation & Benefits (Oversight)

•         Shape and communicate a compensation and benefits strategy that reinforces equity, transparency, and competitiveness.
•         Monitor internal and market trends to recommend proactive adjustments.
•         Works with HR Manager to manage vendors, administer benefits, and analyze pay equity.

8. HR Infrastructure & Systems (Oversight)

•         Ensure systems, data, and reporting tools support effective workforce planning, efficient delivery and leverage automation.
•         Leverage HR analytics to measure progress and anticipate needs.
•         Supports HR Manager in maintaining HRIS and tracking key metrics.

9. Compliance & Risk Management (Oversight)

•         Maintain rigorous compliance with employment laws and ethical standards.
•         Oversee all aspects of worker’s compensation, unemployment, records retention, employment policies and EEOC requirements.
•         Assess and mitigate risk in all people-related policies and actions.
•         Advises HR Manager on policy application and audits. 

Supervisory Responsibilities

•         Manage all human resources staff members.
•         Responsible for hiring and conducting performance evaluations.
•         Hold team members accountable through developing and coaching as needed in accordance with company policy.

Requirements

Qualifications & Skills: 

•         Bachelor’s degree in Human Resources Management, or a related field.
•         8+ years of progressive HR experience, including 3+ years in a senior leadership role.
          Management experience required.
•         Experience in mission-driven or nonprofit settings preferred.
•         Known for high integrity, sound judgement, and the ability to earn trust at all levels of an organization.
•         People-oriented and results-driven.
•         Must be adept at collaborative problem solving, including identifying and resolving issues; critical thinking.
•         Excellent interpersonal, written, and communication skills.
•         Competence to build and effectively manage interpersonal relationships at all levels of the company.
•         Strong Microsoft Office Suites skills.
•         Excellent organizational skills.
•         Contributes to the management team, embraces operational changes with a positive approach, actively contributes                                                                  to our cultural initiatives, and supports the development of a resilient and agile team.

•         Strong team builder, able to attract, develop and retain talented team members and unite the team in reaching Foundation objectives.
•         Through open communication and active listening, contributes to an organizational culture where every team member feels valued and supported.
•         Understands trends in the philanthropic field and works with internal partners to select and apply practices that advance the Foundation’s mission.

Working Conditions & Physical Demands 

•         Prolonged periods of sitting at a desk.
•         The ability to lift objects of 25 lbs.
•         Extended periods of working with a computer, requiring the ability to focus on tasks and navigate software interfaces.
•         Requires fine motor skills, including using touch, pinch, or prick, primarily with fingers. This involves precision and                                                                      dexterity for tasks such as typing, clicking and manipulating small objects.
•         Strong visual acuity is essential for reading information on a computer screen and discerning details.
•         The work environment is an office setting with minimal noise.
•         Minimal travel in the metro and surrounding area.

*This position is a safety-sensitive position based on the frequent operation of a motor vehicle*

 To apply, please send a cover letter, resume, and three references with the job title in the subject line to [email protected].

Oklahoma City Community Foundation provides equal employment opportunities to all employees and applicants for employment and prohibits discrimination and harassment of any type without regard to race, color, religion, age, sex, national origin, disability status, genetics, protected veteran status, sexual orientation, gender identity or expression, or any other characteristic protected by federal, state or local laws.