Director of Human Resources

Equal Opportunity Employer

The mission of the Health Federation of Philadelphia is to promote community health by advancing access to high-quality, integrated, comprehensive health and human services. We believe in and are firmly committed to equal employment opportunity for employees and applicants. We do not discriminate on the basis of race, color, national or ethnic origin, ancestry, age, religion, disability, sex or gender, gender identity and/or expression, sexual orientation, military or veteran status.  This commitment applies to all aspects of the Health Federation of Philadelphia’s employment practices, including recruiting, hiring, training, and promotion.

JOB SUMMARY
The Health Federation of Philadelphia (HFP) is a mission-driven public health nonprofit with more than 43 years of experience improving access to healthcare and advancing health equity throughout the region. HFP manages an annual operating budget of $50 million and employs 100 staff across its own programs. In addition, HFP provides human resources services for 225 employees who are administratively employed by HFP and assigned to the Philadelphia Department of Public Health and other partner organizations.
The Director of Human Resources provides strategic leadership for all aspects of human resources across this diverse workforce. This position is responsible for developing and implementing HR strategies that support HFP's mission, strengthen organizational culture, and ensure compliance with employment laws and best practices. The Director serves as a key advisor to executive leadership on workforce planning, employee engagement, talent development, and organizational effectiveness
The successful candidate will be an experienced HR leader who combines strategic thinking with operational excellence and is committed to fostering an inclusive, collaborative, and high-performing workplace.
JOB SPECIFICATIONS
Responsibilities/Duties
Strategic Leadership & Culture

• Partner with senior leadership to align HR strategy with organizational priorities.
• Convey a strong sense of customer service to internal and external stakeholders.
• Advance a culture of equity, belonging, and accountability.
• Serve as a trusted advisor and coach to managers and leadership team member.

Talent Management

• Oversee recruitment, onboarding, employee engagement, and retention efforts.
• Develop equitable hiring practices and pipelines for diverse talent.
• Design and implement performance management and professional development systems.

Compensation & Benefits

• Manage compensation structures and benefits programs; ensure fairness and competitiveness.
• Oversee employee benefits, leave administration, and wellness initiatives.
• Oversee the administration of FMLA, Disability and Worker’s Compensation claims.

Employee Relations

• Provide guidance and conflict resolution for sensitive personnel issues.
• Investigate and/or oversee the investigation of complaints and support corrective actions consistent with organizational values.
• Foster open communication, teamwork, and positive employee morale.
• Collaborate with internal management, legal representation, and insurance providers in response to worker’s compensation, EEOC, and legal claims.

Compliance & Operations

• Collaborate with Director of Organizational Compliance and Operations to ensure compliance with all federal, state, and local employment laws.
• Develop HR policies that are consistent with regulatory requirements, organizational priorities, and workplace culture.
• Maintain and update policies, procedures, and employee handbooks.
• Lead HR data management systems and reporting.

Organizational Development

• Use HR metrics to inform planning and improve practices.
• Support change management and staff development initiatives.
• Develop training programs that build leadership capacity and promote inclusion.

Education:

• Master’s degree in human resources management, or related field or equivalent level of educational background and professional experience.
• HR certification = HRCI-PHR/SPHR) preferred.

Skills/Experience:

• Minimum 7–10 years of progressive HR leadership experience, ideally in a nonprofit setting.
• Deep knowledge of employment law and nonprofit management.
• Proven experience in conflict resolution, coaching, and performance management.
• Strong interpersonal, communication, and organizational skills.
• Proficient use of Google Workspace, Microsoft Office Suite, Adobe Acrobat, HRIS, internet, and email software.

Work Environment:  Standard office setting with extended periods at the workstation and periodic use of office equipment.

Position Type and Work Schedule: Full-time position, typical hours are Monday through Friday, 8:30 am to 5:00 pm. Flex office schedule options available with supervisor approval. May allow hybrid work arrangement following 6 months of successful employment.

Travel: Limited local travel Physical Demands: Ability to transport materials, routinely moves equipment or supplies weighing up to 30 lbs.

Salary and Benefits: Salary: $110,000 to $125,000 Our employees are our most valuable resource, so we offer a competitive and comprehensive benefits package, which can include:

• Medical with vision benefits
• Dental insurance
• Flexible spending accounts
• Life, AD&D Insurance
• Short- and long-term disability insurance
• 403(b) Retirement Plan, with a company contribution
• Paid time off including vacation, sick, personal and holiday
• Employee Assistance Program

Eligibility and participation is handled consistent with the plan documents and HFP policy.
DISCLAIMER
The Health Federation reserves the right to modify, interpret, or apply this job description in any way the Company desires. The above statements are intended to describe the general nature and level of work being performed by an employee assigned to this position. This job description in no way implies that these are the only duties, including essential duties, responsibilities and/or skills to be performed by the employee occupying this position. This job description is not an employment contract, implied, or otherwise. The employment relationship remains “at will.” The aforementioned job requirements are subject to change to reasonably accommodate qualified disabled individuals.

Salary : $110,000 - $125,000