What are the responsibilities and job description for the Human Resources Director position at Service Employees International Union?
Director of Human Resources
SEIU Local 2015
Strategic Role Overview
The Director of Human Resources is a senior executive leader responsible for the strategic direction, operational excellence, and continuous improvement of the Human Resources function across SEIU Local 2015. This role leads the design and execution of HR strategies that support a unionized workforce, strengthen organizational effectiveness, ensure legal and contractual compliance, and advance a high-performance, equity-centered culture.
Reporting to the Head of People & Culture and serving as a key member of the executive leadership team, the Director of Human Resources partners closely with senior leaders, the Executive Board, and department heads to align people strategy with the union’s mission, values, and long-term goals. This role holds primary accountability for labor and employee relations, HR governance, HR systems, workforce planning, and the development of a strong, values-aligned HR team.
Key Responsibilities
Strategic Leadership & Executive Partnership
Serve as a strategic advisor to executive leadership on workforce strategy, labor relations, organizational design, and change management.
Translate organizational and union priorities into multi-year HR strategic and operational plans with measurable outcomes.
Assess and advise on the people impact of long-range initiatives, regulatory changes, and bargaining strategies.
Represent Human Resources in executive leadership discussions and, as appropriate, with the Executive Board.
Labor Relations & Union HR Leadership
Lead and oversee labor and employee relations in a complex, unionized environment, including investigations, grievance handling, and disciplinary processes.
Ensure consistent and compliant application of collective bargaining agreements, policies, and past practices.
Provide strategic HR guidance during negotiations, reorganizations, and workforce transitions.
Align HR practices to support organizing, member strength, and internal equity.
HR Operations & Governance
Plan, develop, implement, and evaluate all HR policies, programs, and services.
Ensure compliance with federal, state, and local employment laws and proactively mitigate risk.
Establish HR governance frameworks that promote consistency, accountability, and transparency.
Talent Strategy & Workforce Development
Lead workforce planning, recruitment, retention, performance management, leadership development, and succession planning.
Ensure equitable, inclusive hiring and advancement practices aligned with SEIU values.
Partner with leaders to build management capability and organizational effectiveness.
Total Rewards, Benefits & Employee Programs
Oversee compensation, benefits, and rewards programs to ensure equity, competitiveness, and fiscal responsibility.
Evaluate and recommend benefits strategies that support employee well-being and retention.
Provide executive oversight of employee engagement, communications, safety, health, and wellness initiatives.
HR Systems, Analytics & Budget Management
Provide executive leadership for HRIS and people systems, ensuring accurate data, reporting, and analytics.
Use workforce metrics to inform executive decision-making and continuous improvement.
Develop and manage the HR departmental budget with demonstrated ROI on people initiatives.
Team Leadership & Development
Lead, mentor, and develop a high-performing HR team with clear expectations and accountability.
Build internal HR capacity through coaching, training, and succession planning.
Maintain the highest standards of confidentiality, ethics, and professionalism.
Required Qualifications & Experience
Experience
10–12 years of progressive Human Resources leadership experience, with accountability for organization-wide HR strategy and operations.
Significant experience in unionized environments, including labor relations, investigations, grievances, and contract administration.
Proven success serving as a senior HR leader and trusted advisor to executive leadership and governing bodies.
Experience in complex, mission-driven or values-based organizations strongly preferred.
Education & Professional Development
Bachelor’s degree in Human Resources, Business Administration, Organizational Development, or a related field (or equivalent experience).
Advanced or specialized training in employment law, labor relations, compensation, or organizational development preferred.
Active engagement in HR professional networks and ongoing professional development preferred.
How Success Is Measured
The Director of Human Resources is evaluated on delivering measurable, sustainable outcomes that strengthen the organization and support a unionized workforce.
Labor & Employee Relations
Timely, consistent, and legally compliant resolution of investigations and grievances.
Reduced escalation and repeat employee relations issues.
Demonstrated compliance with CBAs, employment laws, and past practices.
Talent & Workforce Effectiveness
Improved retention of critical and leadership roles year over year.
Effective workforce planning, leadership development, and succession outcomes.
Equitable hiring, promotion, and development metrics aligned with union values.
HR Operations & Systems
Accurate, timely HR reporting and analytics supporting executive decisions.
Successful optimization and adoption of HRIS and people systems.
Reduced organizational risk through strong compliance and governance.
Leadership & Organizational Impact
Increased executive and manager confidence in HR as a strategic partner.
Strong cross-functional collaboration and alignment.
Positive trends in engagement, trust, and organizational culture indicators.
Team Leadership & Fiscal Stewardship
High performance and retention within the HR team.
Effective budget management with demonstrated ROI.
Consistent ethical leadership and confidentiality.
Core Competencies
Strategic and ethical leadership
Deep union and labor relations expertise
Executive presence and influence
Strong judgment, discretion, and confidentiality
Exceptional communication and coaching skills
Equity-centered, inclusive leadership
Advanced organizational and analytical capability
Working Conditions
This position requires long and irregular hours, including evenings and weekends, and participation in union-wide activities. Travel to different locations for extended periods may be required.
Physical Requirements
Ability to sit for extended periods and operate standard office equipment
Ability to lift up to 15 pounds
Equal Employment Opportunity Statement
SEIU Local 2015 is an equal employment opportunity employer committed to recruiting and hiring without regard to race, color, religion, sex, sexual orientation, gender identity, national origin, disability, veteran status, or any other characteristic protected by law.