Conexus
This range is provided by Conexus. Your actual pay will be based on your skills and experience — talk with your recruiter to learn more.
Base pay range $180,000.00/yr - $230,000.00/yr
Direct message the job poster from Conexus
People Connector, Executive Search - Conexus CFO, HR, IT 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.
Seniority level Director
Employment type Full‑time
Job function Human Resources
Industries Non‑profit Organizations
#J-18808-Ljbffr
Base pay range $180,000.00/yr - $230,000.00/yr
Direct message the job poster from Conexus
People Connector, Executive Search - Conexus CFO, HR, IT 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.
Seniority level Director
Employment type Full‑time
Job function Human Resources
Industries Non‑profit Organizations
#J-18808-Ljbffr