ABOUT US

Founded in 1974 by Cushing N. Dolbeare, NLIHC educates, organizes and advocates to ensure decent, affordable housing for everyone.

Our goals are to preserve existing federally assisted homes and housing resources, expand the supply of low income housing, and establish housing stability as the primary purpose of federal low income housing policy.

NLIHC’s staff teams work together to achieve our advocacy goals. Our Research Team studies trends and analyzes data to create a picture of the need for low income housing across the country. Our Policy Team educates lawmakers about housing need and analyzes and shapes public policy. Our Field Team mobilizes members and supporters across the country to advocate for good housing policy. Our Communications Team shapes public opinion of low income housing issues. And our Administration Team works to ensure NLIHC remains a sustainable, high-capacity organization.

POSITION SUMMARY

The Director of People and Culture is primarily responsible for leading all aspects of Human Resources including fostering an inclusive culture, talent acquisition/development, compensation and benefits, hiring/onboarding, employee engagement, performance management, change management, organizational and workforce planning, training, and development. Reporting to the VP of Operations and Finance, they will be involved in a wide range of internal initiatives, including the creation and implementation of staffing plans, policies, and practices.

ESSENTIAL JOB FUNCTIONS 

Culture/Employee Relations

• Collaborate with members of the Operations Team to oversee, support, and distribute internal staff communications.
• Serve as HR contact for all employees; proactively engage employees to maintain and improve working relationships and office culture, build morale, and increase productivity and retention; communicate openly and frequently, keeping staff informed on benefit resources, organizational events, and other pertinent information.
• Provide leadership and partnership with all staff to suggest updates with the Operations Team and communicate and administer human resource policies and procedures.
• Demonstrate understanding, sensitivity, and responsiveness to cultural differences in staff; be a champion for and oversee the creation and implementation of policies and programs that build momentum for diversity, equity, and inclusion.
• Manage and resolve complex employee relations issues; where applicable, conduct effective, thorough, and objective investigations.
• Conceptualize and oversee planning and implementation of employee events and appreciation activities, such as the annual all-staff meeting, social events, and group activities, tracking anniversaries, birthdays, and other milestones.

Strategy

• Collaborate with Operations Team to assess and address staffing requirements and employee needs.
• Review and make recommendations to SLT for improvement of the organization’s organizational development policies, procedures, and practices; propose strategies for effective talent management as part of organizational development.
• Provide input on department restructurings, workforce planning and succession planning.
• Serve as the senior staff liaison to the IS’ Racial Equity taskforce.

Professional Development and Performance Management

• Oversee performance management activities including supporting staff growth and improvement through effective feedback and performance management process and training; collaborate with Operations Team, with input from full Senior Leadership Team, to develop and implement new performance management approaches.
• Provide performance management guidance and training to supervisors and support them in carrying out their responsibilities on personnel matters (supervision/coaching, mentoring, professional development, and disciplinary actions); provide supervisors and staff members with coaching and resources to promote and improve interpersonal and team collaboration.
• In collaboration with the Operations Team and full Senior Leadership Team, identify departmental and organizational needs, and assist management with finding appropriate training resources; ensure that relevant training is being offered to all employees across all programs; monitor and evaluate success of training programs, following up to ensure training objectives are met.
• Help identify and coordinate ongoing training for staff members, including annual mandatory trainings (e.g., workplace safety, sexual harassment), skills-based training, diversity and inclusion trainings, organizational compliance, and other trainings as needed; in consultation with Operations Team, design and implement a management training program for supervisory staff.

Recruitment, Hiring, Onboarding, Off Boarding, Succession Planning

• Lead the development of strategies to identify and attract talent, including the creation of a recruitment and hiring process; work closely with supervisors and Operations Team on crafting job descriptions and setting recruitment goals.
• Plan and conduct general organizational onboarding and orientation for new employees; develop and standardize onboarding expectations, schedules, protocols, and procedures across organization.
• Manage and conduct an off-boarding process, including exit interviews; analyze data and make recommendations to Operations Team and full Senior Leadership Team for corrective action and improvement.
• In collaboration with the Operations Team and full Senior Leadership Team, develop, maintain, and update a senior leadership succession plan for the group, and proactively identify and develop new leaders.

Compensation and Benefits Management/Payroll

• Administer a compensation program including salary and benefit surveys and market research to ensure that salary offers remain highly competitive.
• Oversee and implement budgets for recruiting, training/staff development, and benefits programs.
• In collaboration with the Operations team, manage all HR administration, including the organization’s benefits programs, and provide payroll support to the Finance team; manage relationship with benefit brokers, coordinate annual Open Enrollment, and address employee benefits questions; propose additional benefit options pertinent to the organization’s workforce.

HRIS/Technology

• Select, maintain and maximize implementation of human resources information systems (HRIS) ensuring integration with other IS systems, as applicable; track and apply relevant organizational/human resources metrics; contribute HR information, analysis, and recommendations; advance use of technology in HR functions and activities to support programmatic and fiscal needs.

Employment Regulatory/Compliance

• Guide management and employee actions by researching, developing, and updating policies, procedures, methods, and guidelines following all applicable laws and regulations.
• Provide leadership and direction to ensure compliance with local, state, and federal employment-related laws and regulations; advise management on necessary actions in alignment with current employment law requirements; provide guidance and training to staff as required.
• Maintain in-depth knowledge of changing employment regulations and implement policies, and procedures by participating in educational opportunities, reading professional publications, maintaining personal networks, and participating in professional organizations/committees, to ensure regulatory compliance and reduce the organization’s legal risks.

MINIMUM REQUIREMENTS AND QUALIFICATIONS

Experience and Education:

• Bachelor's degree in human resources, Business Administration or a related field required; advanced degree in human resources, business, public administration, or related field highly desirable; SHRM-SCP, PHR, or SPHR certification a plus.
• Minimum of 7 years of relevant professional experience; knowledge of nonprofit organizations; medical/scientific organization knowledge a plus.
• Extensive knowledge of benefit administration, employee relations, performance management, recruitment, HRIS, and training and development.
• Extensive knowledge of and experience with change management, DEI work, and improving organizational culture.

Qualifications:

• Ability to connect with all staff, cultivate an environment of openness and empathy and encourage honest, compassionate feedback.
• Knowledge of best practices and experience in building inclusive and engaged workplaces; cultural awareness and sensitivity with lens on racial and gender equity; experience supporting a diverse, multi-generation workforce.
• Capacity to demonstrate leadership skills, with a minimum office (5) years of supervisory/personnel management experience; experience consulting and educating senior management on HR-related topics.
• Knowledge of local and federal laws and regulations affecting employer practices and compliance requirements; specific knowledge of requirements for 501c3 or 501c6 organizations preferred.
• Experience in revising or developing new HR policies and procedures to meet changing organizational needs, and to support the desired organizational culture.
• Proficient in industry trends and best practices in workplace development and change management.
• Ability to deal with conflict effectively, and to manage difficult situations confidently and calmly; capability to coach and counsel both executive-level management and employees; willingness to make decisions.
• Excellent interpersonal communications skills: ability to partner effectively with internal and external stakeholders, including expectation setting.
• Strong project management skills: ability to effectively plan, implement and manage HR programs and functions; ability to implement, explain, and apply relevant policies, procedures, laws, and regulations.
• Desire to be part of a hardworking, collaborative, fun and value-driven team.
• Commitment to the NLIHC’s mission.

Our Commitment to Diversity, Equity, Inclusion & Belonging

Nonprofit HR is committed to fostering and maintaining a work environment where diversity, equity, and inclusion (DEI) are fully integrated into everything we do for the benefit of our employees and the clients that we serve. To fully realize our goal, we prioritize our understanding of the complexities of DEI within our workforce to inform our approach to talent management. We believe that this guides how we do our work, advise our clients to operationalize DEI and position our content and educational opportunities help strengthen the talent management capacity of the social impact sector.

Continue reading our about our commitment at nonprofithr.com/deinow.