Higher Education Loan Authority of the State of Missouri (“MOHELA”) is a nationally-recognized leader in student loan servicing and higher education financing. Established in 1981, our success for more than 40 years is due to the tremendous efforts of our outstanding staff.
We are headquartered in Chesterfield, Missouri (outside of St. Louis), with an operation center in Columbia, Missouri, and an office in Washington, DC.
MOHELA is looking for a passionate and skillful Director Human Resources.
MOHELA offers competitive salary and a benefits package that includes paid personal and vacation time-off, insurances for medical, dental, life, short-term disability, 401K plan with dollar-for-dollar match up to 8% of salary, and tuition assistance.
What You Will Be Doing:
Accountable for overall human resources management for MOHELA. Work involves planning and implementing human resources programs, policies, procedures, and initiatives related to recruitment and selection, classification, salary administration, benefits, performance evaluation, training and development, employee engagement, diversity, equity and inclusion programs, and disciplinary investigations. Ensures work is done in compliance with relevant federal and state laws. Work may involve providing advice and counsel to other human resources professionals. Responsibilities include making executive level decisions, strategic planning, and working on project teams with operational departments to enhance human resources programs.
As a member of Executive Management, direct and coordinate, in compliance with government laws and regulations, organizational activities related to employment and employee relations. Additionally, responsible for protecting the Authority by ensuring that all policies and procedures are followed according to federal and state employment laws.
Essential Duties and Responsibilities:
Active participant and champion of Authority’s culture. Participate in the development of the plans and programs as a strategic partner, particularly from the perspective of change leadership and its impact on the organization’s talent. Collaborate with departments to set robust objectives for both business and development objectives. Identify opportunities and recommend changes to increase performance, reduce cost, and positively impact metrics through analytical approaches, including the tracking of key data and analyzing trends.
Ensure that employees are treated in an equitable and consistent manner. Find the right balance between the business need and employee advocacy. Provide consultation to line managers on employee engagement strategies. Provide expertise and guidance to department leadership when setting salaries and ensure compliance with compensation policies. Investigate and evaluate complaints or arguments to determine viability; propose and implement resolutions. Provide expertise, guidance, coaching and mentoring to leaders in managing highly sensitive and complex employee relations matters, including performance management, disability management, etc. Where needed, facilitates resolution to complex employee relations matters and minimize risks to company. Effectively administer the performance management process, including: calibration sessions, and facilitating line manager excellence in managing low performers, recognizing high performers, and ensuring that all employees have development plans.
Lead and partner with departments to ensure that their organization is structured in a way that will enable them to meet or exceed business targets. This includes communication to impacted associates and change management. Partner with departments to design and structure effective organizations, manage complement, and update position descriptions. Collaborate with departments to conduct effective workforce planning activities to ensure adequate staffing levels are met. Identify development initiatives to increase organizational and leadership strengths. Identify training and development gaps and close these gaps by working collaboratively with training in a way that provides the most effective return on investment. Mentor, train, and coach management to effectively coach and develop their staff. Consult on business effectiveness projects, as required (e.g., structural re-organizations, work/role redesign or business process improvements).
Develop and implement the organization’s diversity initiatives and strategy to attract, hire, and maintain a diverse workplace. Researches, develops, recommends, and executes creative strategies to foster the organization’s diversity goals. Reviews current practices and policies, assessing and analyzing the extent to which they support or hinder the company’s diversity goals. Collects and analyzes statistical data to evaluate the company’s population in accordance with diversity standards and goals. Drafts and implements recruiting and hiring strategies to attract employees from diverse backgrounds. Develops and/or acquires training and development to aid diversity and retention initiatives. Provides guidance to supervisory and human resources staff in developing objective performance and other employee evaluations and policies. Maintains knowledge of diversity-related issues, legislation, and best practices. Provides training and policy updates to colleagues, ensuring legal compliance of management and human resources staff.
Lead a collaborative effort with Leadership, HR and Legal to research, develop, communicate, and implement new or expanded HR practices (e.g., Performance Management Process, Succession Planning, Knowledge Management, Telecommuting).Develop and implement process to audit policy compliance. Mentor department leaders in human resources best practices and employee relations.
As a member of senior management, participate in the formulation, development, and implementation of short, intermediate and long-range tactics to achieve strategic objectives. Strive to create a cohesive and productive work environment. Positively represent the organization at external events or with communication with various vendors and customers. Develop and administer divisional operating budget(s) in connection with and in support of MOHELA’s overall budget. Stay abreast of industry related updates and changes.
To build a diverse workforce, MOHELA encourages applications from individuals with disabilities, minorities and veterans.
We are an EEO/AA Employer. We do not discriminate in hiring on the basis of race, color, national origin, sex, gender identity, sexual orientation, religion, age, disability, protected veteran status, or any other characteristic protected by federal, state or local law
In compliance with the American Disabilities Act Amendment Act (ADAA), if you have a disability and would like to request an accommodation in order to apply for a position with MOHELA, please call x3571, TDD 7-1-1, or email
What Experience You Will Bring: