Director of Human Resource
The Director of Human Resources serves as Junior Achievement of Wisconsin's senior HR leader and a trusted strategic partner to the CEO, driving the organization's people strategy, culture, and organizational effectiveness. As a key member of the leadership team, this role balances strategic vision with hands-on execution, leading all aspects of Human Resources while building scalable systems, developing leaders, and fostering a high-performing, values-driven workplace. This highly visible "player-coach" role is responsible for aligning talent, culture, and workforce strategy with organizational priorities, guiding change, strengthening employee engagement, and ensuring operational excellence across all HR functions. The Director partners closely with leaders throughout the organization to enhance organizational capability, develop future talent, and create an exceptional employee experience that supports Junior Achievement Wisconsin's mission, growth, and long-term success.
Primary Responsibilities:
Strategic Leadership & Organizational Effectiveness
▪ Serve as a strategic thought partner and trusted advisor to the CEO and leadership team.
▪ Develop and execute a comprehensive people strategy aligned with organizational priorities and growth plans.
▪ Lead workforce planning, organizational design, and succession planning efforts.
▪ Establish scalable HR frameworks, systems, and processes to support a growing, multi-location organization.
▪ Use data, insights, and business acumen to inform decision-making and influence organizational direction.
▪ Partner with Finance on budgeting, compensation strategy, and workforce investments.
Culture, Employee Experience & Leadership Development
▪ Champion a strong, cohesive organizational culture across all locations.
▪ Design and implement initiatives to improve employee engagement, retention, and overall employee experience.
▪ Coach and support leaders on performance management, employee relations, and team effectiveness.
▪ Develop and facilitate leadership development programs that strengthen management capability.
▪ Lead engagement assessments and translate insights into actionable plans.
Change Management & Organizational Growth
▪ Lead and support change management efforts tied to organizational growth, transformation, and strategic initiatives.
▪ Build readiness and adoption strategies for new programs, structures, and processes.
▪ Support leaders and employees through change while maintaining trust, clarity, and alignment.
▪ Establish strong communication and feedback loops to promote transparency and engagement.
Human Resources Operations
▪ Maintain direct ownership and accountability for all HR functions, including employee relations, performance management, compensation, benefits, compliance, talent acquisition, onboarding, policy development, and employee development.
▪ Balance strategic leadership with hands-on execution in core HR processes and day-to-day needs.
▪ Ensure compliance with all federal, state, and local employment laws and regulations.
▪ Develop, maintain, and continuously improve HR policies, procedures, and the employee handbook.
▪ Oversee payroll processing, and directly perform recruiting activities, HRIS administration, reporting, and employee records management.
▪ Independently manage health, retirement, and wellness programs provided through Junior Achievement USA, including local implementation, compliance, employee education, and issue resolution, ensuring a seamless employee experience within a multi-entity model.
▪ Evaluate and implement HR systems, tools, and process improvements to increase efficiency and scalability.
Talent Management
▪ Design and execute talent acquisition strategies to attract and retain high-quality talent.
▪ Build structured onboarding, performance management, and career development programs. ▪Implement succession planning and internal talent development practices.
▪ Monitor workforce trends and proactively recommend talent and retention strategies.
Operational Leadership (as assigned)
▪ Provide leadership and oversight for administrative functions, facilities, or related operational support areas, as needed.
▪ Identify and implement opportunities to improve organizational efficiency and service delivery.
▪ Collaborate cross-functionally to enhance overall organizational performance and effectiveness.
Qualifications (required)
• Bachelor’s degree in human resources, business administration, or a related field.
▪ 7+ years of progressive HR experience, including senior-level leadership responsibility.
▪ Experience as the lead HR professional in a mid-sized organization (<150 employees) as well as a non-profit organization is preferred.
▪ Demonstrated success building HR programs, infrastructure, and processes from the ground up.
▪ Strong knowledge of employment law, employee relations, compensation, and talent management.
▪ Proven experience in change management and organizational development. ▪Excellent interpersonal, communication, and conflict-resolutions skills.
▪ Ability to maintain confidentiality and handle sensitive information with discretion.
▪ Proficiency in HRIS systems, ADP Workforce Now preferred, and Microsoft Office Suite. ▪HR certification (e.g. SHRM-CP, SHRM-SCP, PHR, SPHR) preferred.
COMPETENCIES & PERSONAL ATTRIBUTES FOR SUCCESS
Strategic Human Resources Leadership
Builds and leads a modern Human Resources function that serves as a strategic business partner to the President & CEO and Executive Leadership Team. Aligns people strategy with organizational priorities by developing scalable systems, strengthening organizational effectiveness, enhancing the employee experience, and ensuring operational excellence through thoughtful leadership, sound business acumen, continuous improvement, and a commitment to building organizational capacity.
Relationship Building & Trust + Communication & Influence
Builds authentic, trusting relationships through visible leadership, emotional intelligence, active listening, and transparent communication. Influences organizational decisions by fostering collaboration, facilitating meaningful dialogue, navigating difficult conversations with courage and diplomacy, and building alignment across diverse stakeholders. Demonstrates executive presence, sound judgment, integrity, and consistent follow-through while creating an inclusive environment where employees feel respected, valued, and empowered to contribute their best work.
Change Leadership & Organizational Development
Leads organizational transformation with confidence by building culture, strengthening organizational capability, and implementing sustainable change. Demonstrates resilience, adaptability, operational discipline, thoughtful prioritization, and a continuous improvement mindset while effectively guiding leaders and employees through complexity, ambiguity, and organizational evolution.
Leadership Development & Talent Stewardship
Builds organizational capacity by developing leaders and investing in talent through coaching, performance management, succession planning, employee development, and meaningful accountability. Creates an environment where leaders are equipped to inspire high-performing teams, cultivate future talent, and foster continuous learning and professional growth throughout the organization.
Junior Achievement of Wisconsin is an equal opportunity employer. We celebrate diversity and are committed to creating an inclusive environment for all employees.
Application Process
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