Director of People & Culture

Title: Director of People & Culture

Reports to: Chief Operating Officer

Salary: $125,000 - $135,000

Job Status: Full-time

Location: Washington, DC (preferably)

ABOUT NAPAWF

NAPAWF is the only organization focused on building power with AAPI women and girls to influence critical decisions that affect our lives, our families and our communities. Using a reproductive justice framework, we elevate AAPI women and girls to impact policy and drive systemic change in the United States.

NAPAWF was founded in 1996 to realize the vision of 100 AAPI women who recognized the need for an organization that would amplify AAPI women’s stories and experiences. Being seen and heard in the public narrative gives us the power to shape the policy and cultural change needed to gain agency over our lives, families, and communities.

Today, we are mobilizing and building power in cities across the United States to create social, political, and economic change for AAPI women and girls. Five of those cities have local staff on the ground. We also show up in solidarity for other women of color who are experiencing injustice and harms of oppression and marginalization.

We use the Reproductive Justice lens to intersectionality address three core issues:

• Reproductive Rights and Health

• Economic Justice and Gender Equity

• Immigration and Racial Justice

POSITION SUMMARY

The Director of People & Culture sets and owns NAPAWF’s overall people and culture strategy and oversees the full HR portfolio across talent, culture, equity, labor relations, compliance, benefits, payroll, compensation, and HR systems. The role stewards a legally sound, equity-centered, trauma‑informed, and union‑savvy HR function for a multi‑state, remote/hybrid workforce. Reports directly to the Chief Operating Officer and provides strategic oversight and decision-making authority across all HR functions.

LOCATION

This position can work remotely on the East Coast (NY, DC, FL, GA) and will travel for required meetings and events up to six times per year or as required.

KEY RESPONSIBILITIES

Strategic Leadership & Governance

• The Director serves as a key partner to leadership in shaping an inclusive, healthy, and high-performing organization, while providing strategic direction and supervision to the HR team to advance people and culture priorities across the organization.

• Develop and execute a people strategy that advances organizational goals and reflects Reproductive Justice (RJ) principles of equity, dignity, access, and agency.

• Serve as a thought partner to the Chief Operating Officer (COO) and leadership on organizational design, workforce planning, and change management.

• Own and approve HR annual planning, objectives and key results (OKRs), and budget; collaborate with the HR team to prepare and monitor these plans, while setting team priorities, establishing workflows, and defining service standards.

• Drive cross-departmental projects that enhance internal operations, ensure role clarity, and improve collaboration across teams.

HR Operations, Compliance & Risk

• Oversee multi‑state employment compliance, including wage/hour, leave laws, EEO, ADA/ADAAA, FMLA, pay transparency, and remote work requirements.

• Oversee benefits administration and payroll processing (e.g., ADP) in partnership with Finance, ensuring accuracy and maintaining audit-ready records and filings.

• Standardize policies, SOPs, and internal norms for consistency, transparency, and inclusiveness

• Own risk management across HR processes (documentation, investigations, security of personnel and labor‑relations records) with clear escalation paths, while delegating day-to-day process design and analysis to other HR staff.

Labor & Employee Relations

• Provide senior leadership for labor relations; ensure compliance with the collective bargaining agreement (CBA); guide day‑to‑day contract interpretation.

• Prepare for bargaining in partnership with leadership and counsel; ensure confidential labor information is safeguarded and used appropriately.

• Oversee fair, timely investigations/resolutions for potential policy or CBA concerns, coach managers on performance documentation and conflict resolution.

Talent Systems & Employee Experience (through the Senior Manager, Talent Management)

• Ensure inclusive, legally sound recruitment and selection with diverse candidate pools; review applicant pipeline reports and remove barriers.

• Oversee onboarding and new‑hire integration; align performance management and succession planning with growth and accountability.

• Direct the learning strategy: launch and sustain the learning platform (LMS), curate core onboarding modules, annual refreshers, and deep‑dive series.

• Coordinate bi‑annual culture & climate surveys; synthesize insights and drive follow‑up actions to improve engagement and retention.

• Support staff engagement and wellness programming, including recognition rhythms and heritage‑month activities in partnership with staff working groups.

Equity, Inclusion, and Reproductive Justice Integration

• Integrate equity and anti‑bias practices into HR policy, compensation/benefits design, and decision‑making; monitor outcomes and close gaps.

• Ensure responsible collection and stewardship of demographic data to inform equity goals while preserving privacy and trust.

• Collaborate with staff leaders/committees to align HR practices with the lived experiences of AAPI communities and other marginalized identities.

• Bachelor’s Degree in a related field required; Master’s degree, PHR, or SPHR certification preferred.

• 7-10 years of experience as an HR professional is required, with direct management and supervisory experience

• Union experience is required.

• Strong Generalist background and employee relations experience within a non profit organization is required.

• Collective bargaining, and labor relations is very strongly preferred.

• Benefits and Compensation experience is highly desired.

• A demonstrated track record of recruiting diverse employees for a range of positions throughout the organization.

• Outstanding interpersonal skills are required, with extensive experience in coaching and guiding employees at all levels to build trust and resolve problems.

• An excellent ability to communicate effectively both in writing and orally. Experience conducting and presenting research, analysis, and policy proposals on HR issues.

• Extensive knowledge of employment trends, innovations, best practices, laws, and regulations in a multi-state environment.

• Ability to exercise sound judgment, work independently as well as collaboratively, manage multiple competing demands from a variety of sources, build credibility, and demonstrate personal integrity.

• Working knowledge of technology and software applications is necessary to perform the responsibilities of this position.

The annual salary range for this position is $125,000 - $135,000 (salary commensurate with experience). This position can work remotely or as a hybrid position, visiting one of the established regional offices (NY, IL, DC, FL, GA) for required meetings and events up to six times per year and as required.

A highly competitive benefits package includes a 401(k) plan, medical, dental, and vision insurance. NAPAWF's medical plan is covered by NAPAWF at 100% for employees and dependents with no out of pocket costs, including prescription drugs costs. Qualified dependents may also be covered.

NAPAWF also offers full-time employees 15 days of vacation in the first year, sick leave, flexible spending program options and personal/family leave, as well as paid vacation between December 25 and January 1 of each year.

NAPAWF is committed to public health, and to the safety and well being of our colleagues and visitors. As such we have adopted a policy requiring all employees to receive all recommended COVID-19 vaccines and boosters or to apply for and receive an exemption.