Director, People & Culture

Position Summary

The Director of People & Culture serves as a senior HR leader responsible for overseeing all areas of Human Resources—including compliance, employee relations, talent development, benefits, and core HR operations. This role will manage day-to-day HR functions while collaborating with the CPO to shape and execute the long-term People & Culture strategy for the organization.

This is an ideal role for a proactive, values-driven HR leader who thrives in a collaborative nonprofit environment and is comfortable balancing strategic thinking with hands-on work.

Key Responsibilities

HR Leadership & Strategy

• Serve as a trusted advisor to the CPO and senior leadership team on all matters related to people, culture, and organizational health.
• Translate organizational goals into HR strategies that support growth, employee retention, and mission delivery.
• Lead, coach, and develop a small People & Culture team, creating clarity, accountability, and service excellence.

HR Operations & Compliance

• Oversee HR policies, employee handbook updates, procedures, and compliance across multi-state nonprofit operations.
• Ensure compliance with federal, state, and local employment laws (FLSA, ADA, EEOC, FMLA, EEO, state leave laws, etc.).
• Develop and maintain strong audit practices and documentation for payroll, benefits, and personnel files.
• Manage employee relations issues with fairness, confidentiality, and a DEI-informed approach.
• Support risk mitigation efforts, partner with legal counsel as needed, and lead investigations.

Talent Development & Performance

• Lead organization-wide performance management programs, including goal-setting, evaluations, and feedback processes.
• Identify learning needs; design or source professional development, leadership training, and skill-building programs.
• Support succession planning and career pathway development in partnership with the CPO.
• Strengthen manager capability through coaching, toolkits, and training programs.

Talent Acquisition Support

• Provide strategic oversight for recruiting programs and workforce planning.
• Ensure equitable, mission-aligned hiring practices and compliance with applicable regulations.
• Partner with hiring managers to strengthen candidate experience and selection processes.

Benefits & Total Rewards

• Oversee benefits strategy and administration (medical, dental, vision, retirement plans, wellness programs, leave programs, etc.).
• Partner with brokers and vendors to manage renewals, plan design, open enrollment, and market benchmarking.
• Ensure equitable, compliant, and mission-aligned compensation practices.
• Manage employee education, communication, and support for benefits programs.

Culture, Engagement & DEI

• Partner with the CPO to strengthen a culture rooted in equity, respect, and mission alignment.
• Lead employee engagement initiatives, surveys, feedback processes, and action planning.
• Ensure HR practices reflect the organization’s DEI values and commitments.
• Support recognition programs, wellness initiatives, and community-building efforts.

Systems, Reporting & People Analytics

• Oversee HRIS administration and data integrity.
• Develop and provide reports on headcount, turnover, demographics, compliance metrics, and other people data.
• Use data to support decision-making and enhance HR programs.

Qualifications

• 7–10 years of progressive HR experience, with at least 3–5 years in a leadership or management role.
• Experience working in the nonprofit sector strongly preferred.
• Demonstrated expertise in HR compliance, employee relations, benefits, and talent development.
• Strong knowledge of employment laws across multiple states.
• Experience managing or supporting HR operations for ~200 employees or similar scale.
• Excellent interpersonal, communication, and relationship-building skills.
• Ability to navigate ambiguity with integrity, judgment, and a mission-centered approach.
• Experience with HRIS systems and strong analytical/reporting skills.
• Bachelor’s degree required; HR certifications (PHR/SPHR, SHRM-CP/SCP) a plus.