The Organization
Purpose and Mission
Founded in 1999, CFUF strengthens urban communities by helping fathers and families achieve stability and economic success. As a pioneer in responsible fatherhood, family strengthening, and workforce development, CFUF’s programs seek to help clients fully exit poverty and sustain themselves and their families. CFUF serves Baltimore’s most marginalized populations living in high crime and high poverty communities. Our members (the term we use when referring to our clients) are 98% African American, 60% male, 89% unemployed, 50% ex-offenders and homeless, and 30% without high school diplomas. Over 90% face one or multiple temporary or chronic personal, logistical, or human barriers.
All In is the Center for Urban Families’ comprehensive strategy to accelerate social and economic opportunity and advocate for policies that promote equity and racial justice. Leveraging 20 years of positive impact and applied learnings, the All In strategy targets two critical areas: chronic unemployment and family instability. The approach links individual accountability, person-centered case management, and supportive networks with workforce development training, education, and civic engagement. All In dismantles poverty and builds long-term social and economic prosperity that results in brighter futures for our members, their families, and the communities in which they live.
National impact: CFUF’s Practitioners Leadership Institute (PLI) provides technical assistance, and promotes and extends best practices in family strengthening, responsible fatherhood and workforce development to practitioners and key stakeholders across the country. CFUF is also nationally renowned for its public policy work in the responsible fatherhood arena.
Culture and Practice
CFUF is an organization committed to high excellence and quality service to all of its stakeholders. Our culture thrives from a transparent, reflective, and creative environment. We are a highly autonomous workforce, and our staff embraces humor, food, fun, and a passion to serve our members. We believe in recognizing and rewarding high performers. All of these qualities and attributes makes a premier employer of choice.
Staffing and Governance
CFUF is governed by a 19-member board of directors. The organization’s current budget is $7.5 million, with 62% allocated to program services. CFUF maintains a staff of 53, and our leadership team is comprised of our Chief Executive Officer, Chief Operating Officer, Director of Development, Director of Finance & Administration, Director of People & Culture, Director of Research & Evaluation, Director of Advocacy & Strategic Initiatives, Director of Programs, Director of Family Strengthening & Community Engagement, and Director of Practitioners Leadership Institute.
POSITION SUMMARY:
The Director of People & Culture is responsible for leading and directing the routine functions of the Human Resources department, including hiring and interviewing staff, administering pay, benefits, and leave, and developing, implementing, maintaining, and enforcing organizational policies and practices. The Director of People & Culture will implement and maintain practices and objectives that protect the interest of the organization, facilitate positive employer-employee relationships, and promote a prominent level of employee morale.
POSITION RESPONSIBILITIES:
- Partners with the leadership team to understand and execute the organization’s human resource and talent strategy particularly as it relates to current and future talent needs, recruiting, retention, and succession planning.
- Manages the talent acquisition process by recruiting, interviewing, and hiring qualified job applicants.
- Collaborates with departmental managers to understand skills and competencies required for openings.
- Oversees HR/Payroll administration and record keeping including compensation, garnishments, taxes, and other deductions/earnings into ADP Workforce Now.
- Ensures accurate and timely processing of payroll updates including new hires, terminations, transfers, changes to pay, etc.
- Counsels, disciplines, and terminates staff in accordance with organizational policies.
- Manages the performance evaluation process; ensures that evaluations are timely provided and constructive in nature;.
- Spearheads compensation study in collaboration with external consultants; analyzes trends in compensation and benefits; researches and proposes competitive base and incentive pay programs to ensure the organization attracts and retains top talent.
- Creates learning and development programs and initiatives that provide internal development opportunities for employees.
- Supports management by providing advice and counsel, especially as it relates to complex, specialized and sensitive questions and issues; may be required to administer and execute routine tasks in delicate circumstances such as providing reasonable accommodations, investigating allegations of wrongdoing, and terminations.
- Guides management and employee actions by researching, developing, writing, and updating policies, procedures, methods, and guidelines; communicates and enforces organizational values.
- Maintains compliance with federal, state, and local employment laws and regulations, and recommended best practices; updates policies and procedures to maintain compliance; Advising management of necessary changes and actions.
- Maintains knowledge of trends, best practices, and new technologies in human resources, talent management, and employment law.
- Maintains and updates employee records.
- Updates job knowledge by participating in conferences and educational opportunities; reading professional publications; maintaining personal networks; participating in professional organizations.
- Performs other duties as assigned.
KNOWLEDGE, SKILLS, & ABILITIES:
- Bachelor's degree in human resources, business administration or related field required, Master’s degree preferred.
- Five or more years of experience in human resource operations and management essential.
- Professional human resource certification required.
- Ability to promote cooperation, collaboration, and partnerships between individuals or groups, both inside and outside the organization.
- Proficiency in ADP Workforce Now, including payroll processing, preferred.
- Strong organizational skills, ability to meet deadlines, and attention to detail.
- Ability to maintain confidential information and exercise discretion.
- Strong problem-solving and research skills.
- Familiarity with the laws, labor market, hour, and wage regulations.
- Broad knowledge of HR practices including employee relations, performance management, benefits, compensation, and learning & development.
- Skills in effectively communicating with a variety of audiences in large groups both verbally and in writing. Ability to present information effectively and persuasively.
- Proficient in the use of Microsoft Office applications, Internet, and E-mail.
- Experience with HRIS, LMS and Performance Management systems.
- Ability to drive and deliver results through others.
CFUF is an equal opportunity employer.