Position: Director, Human Resources

Reports To: Chief Operations and Strategy Officer

Department: Human Resources

Supervisory Role: Yes

Location: Remote, U.S.

Employment Status: Full-Time

FLSA Status: Exempt

POSITION OVERVIEW

The Director of Human Resources leads the HR function in service of our mission and the people who carry it forward. This role guides the organization’s approach to compensation, workforce planning, talent management, and organizational effectiveness by building the conditions for employees to do meaningful work and for the organization to meet its goals.

Working in partnership with the Chief Operations and Strategy Officer, the Director brings sound judgment, strong compensation expertise, and a practical understanding of the people and organizational needs that shape a nonprofit. This role leads the HR team, advises leaders on workforce decisions, and stewards policies and practices that supports a capable workforce and a healthy workplace.

ESSENTIAL DUTIES & RESPONSIBILITIES

• 45% | HR Strategy & Function Leadership
  • Lead HR strategies and priorities that support organizational and workforce needs.
  • Serve as a strategic advisor to the executive leadership team on workforce decisions, organizational effectiveness, and HR priorities.
  • Translate organizational goals into HR strategies, priorities, and measurable outcomes.
  • Advise executive leadership on organizational design, workforce changes, leadership transitions, and change management.
  • Assess current and future workforce needs, identify emerging organizational concerns, and recommend strategies that support long-term capacity and sustainability.
  • Lead the HR team, establish priorities, assign responsibilities, manage performance, and support professional development.
  • Oversee HR service delivery across recruitment, employee relations, compensation, benefits, compliance, and HR operations.
  • Direct improvements to HR processes, policies, procedures, reporting, and internal controls.
  • Manage the HR budget in partnership with the Chief Operations & Strategy Officer.
• 20% | Workforce Planning & Organizational Effectiveness
  • Lead workforce planning efforts to assess human capital needs, workforce capacity, and organizational priorities.
  • Oversee talent acquisition and retention strategies to address current and anticipated staffing needs.
  • Guide succession planning, leadership development, and talent management to build organizational capacity and support employee growth.
  • Oversee performance management practices that establish clear expectations, assess performance, and address performance concerns.
  • Analyze workforce data, including turnover, engagement, and staffing trends, to identify workforce risks and inform organizational decisions.
• 20% | Employee Relations & Compliance
  • Advise managers on complex, high-risk, and sensitive employee relations matters, employment decisions, and related organizational risks.
  • Provide direction and oversight on workplace investigations, corrective actions, and employee relations matters.
  • Guide managers on performance expectations, workplace conflict, and the application of HR policies.
  • Lead the development and review of HR policies and practices in response to organizational needs, changes in employment law, and identified risks.
  • Oversee compliance practices and assess employment-related risks and recommend actions based on organizational needs and circumstances.
• 15% | Compensation & Total Rewards
  • Lead the development and review of compensation philosophy, salary structures, and pay practices, subject to approval by the Chief Operations & Strategy Officer.
  • Oversee compensation benchmarking, position evaluations, pay equity reviews, and annual compensation planning.
  • Review and recommend salary adjustments and other compensation decisions in accordance with established compensation practices.
  • Oversee benefits and total rewards programs and partner with Finance on workforce cost analysis, including compensation and benefits.

KNOWLEDGE, SKILLS, AND EXPERIENCE

• Bachelor’s degree in Human Resources, Organizational Development, or a related field required; equivalent professional experience may be considered in lieu of a degree.
• Minimum 10 years of progressive human resources experience.
• Minimum 5 years of experience leading an HR function or managing an HR team.
• Experience advising on HR strategy, workforce planning, organizational design, and organizational effectiveness.
• Experience managing complex employee relations matters, workplace investigations, performance management, and employment risk.
• Demonstrated experience leading compensation and total rewards strategy, including pay structures, market benchmarking, pay equity, and annual compensation planning.
• Experience overseeing talent acquisition, succession planning, talent management, and employee retention.
• Experience overseeing HR operations, including payroll, benefits, leave administration, HR systems, and compliance.
• Knowledge of federal and state employment laws and their application across a geographically dispersed workforce.
• Ability to assess organizational and workforce challenges, exercise sound judgment, and recommend practical solutions.
• Ability to set priorities, manage performance, and hold team members accountable for results.
• Strong written, verbal, and interpersonal communication skills.
• Ability to influence executive leaders, navigate sensitive employment matters, and build credibility across the organization.
• Professional HR certification such as SHRM-SCP or SPHR preferred.
• Ability to travel up to 15% annually, as needed.

SUPERVISORY RESPONSIBILITIES

This position reports to the Chief Operations & Strategy Officer and has direct reports.