Director of Human Resources

About the role

The Director of Human Resources is a key member of the Executive Team and plays a vital role in advancing NLSLA’s mission, values, people and culture with exceptional personal sensitivity and skill. Providing guidance and expertise to the Leadership Team and human resources staff, the Director leads the organization in attracting, retaining, and managing human resources to meet the current and future needs of the organization.

Responsibilities

• Shape and reinforce a workplace culture that reflects and advances the organization’s mission and values.
• Develop and implement both long-term and near-term strategies to attract, develop, and retain top talent.
• Advise on compensation and benefits strategies to ensure the organization remains competitive in the employment market.
• Provide strategic guidance on change management initiatives to support sustainable growth and organizational impact.
• Develop and implement HR policies, initiatives, and training programs aligned with organizational priorities and evolving workforce needs.
• Build and maintain an effective and efficient human resources infrastructure that promotes professional development and supports employee retention.
• Oversee the administration of employee benefits and leave programs in partnership with HR team members.
• Lead the organization’s performance management strategy, including evaluation processes and leadership coaching.
• Design, oversee, and continuously improve the organization’s human resources information system (HRIS).
• Coach and support managers in leading their teams, including developing work plans, addressing performance concerns, resolving workplace conflicts, and supporting professional growth.
• Serve as a welcoming, approachable, and trusted resource for employees, maintaining confidentiality and exercising sound judgment.
• Collaborate with departmental leaders to understand workforce needs, including the skills and competencies required for current and future roles.
• Analyze organizational trends and workforce data through HRIS and talent management systems to inform strategic decision-making.
• Ensure compliance with employment laws and regulations while proactively identifying and managing HR-related risks.
• Develop, update, and implement employment policies and procedures in accordance with federal, state, and local laws.
• Oversee compliance with the Collective Bargaining Agreement.
• Partner with Labor Counsel and the Executive Office to mitigate risk and address complex employment matters.

Qualifications

• A minimum of 8 years of progressive experience in human resources, preferably in a non-profit setting.
• A bachelor’s degree in human resources, business administration, or a related field.
• Proven experience in strategic planning, change management, and talent management.
• Strong knowledge of labor laws and collective bargaining agreements.
• Excellent communication, interpersonal, and problem-solving skills.
• Ability to manage multiple tasks and prioritize effectively.
• Experience with HRIS and talent management systems.