Director of Human Resources

Duties And Responsibilities

• Serve as a strategic thought partner to the COO, President, Executive Director of New Settlement, and senior leadership teams on workforce strategy, organizational design, and people related initiatives.
• In collaboration with the COO, establish and evaluate short and long term goals, objectives, policies, and operating procedures for the Human Resources department to support organizational priorities and growth.
• Act as an HR Business Partner to department leaders by providing guidance on employee relations, performance management, team development, succession planning, and workforce planning.
• Translate organizational goals into people strategies that support growth, equity, and operational effectiveness.
• Analyze HR metrics and workforce data to identify trends, risks, and opportunities, and recommend data informed solutions.
• Support leaders through organizational change, growth, and increased complexity, including department expansion and evolving leadership structures.

Human Resources Operations and Compliance

• Direct and oversee all core HR functions, including recruitment, onboarding, payroll coordination, benefits administration, leave management, performance management, and employee relations.
• Oversee the organization’s payroll function, ensuring accurate, timely, and compliant payroll processing in coordination with Finance and external vendors.
• Ensure compliance with all applicable federal, state, and local employment laws and regulations.
• Oversee HR policies, procedures, and employee handbook updates to ensure consistency, compliance, and best practices.
• Partner with General Counsel and senior leadership on sensitive employee relations matters, investigations, and corrective actions.

Talent Management and Organizational Development

• Lead organization wide talent strategies, including recruitment, workforce planning, onboarding, training, performance evaluation, leadership development, and professional advancement.
• Support managers in building strong, accountable teams through coaching, feedback, and performance improvement planning.
• Oversee and continuously improve performance management processes to ensure alignment with organizational values and goals.
• Support culture building initiatives that reinforce equity, inclusion, engagement, accountability, and retention as the organization continues to grow.

Compensation, Benefits And HR Systems

• Oversee compensation and benefits administration, including salary structures, benefits plans, retirement plans, and annual renewals, in collaboration with Finance and external vendors.
• Ensure HRIS, payroll, and personnel records are maintained accurately, securely, and in compliance with regulatory requirements, with strict adherence to confidentiality and data integrity.
• Lead the evaluation and continuous improvement of HR and payroll systems and workflows to support increased scale, reporting needs, and operational efficiency.
• Lead and support internal and external audits related to payroll, benefits, and HR compliance, and implement corrective actions as needed.

Team Leadership and Cross Functional Collaboration

• Lead, mentor, and develop HR staff, ensuring clear roles, accountability, and professional growth.
• Build HR team capacity and recommend staffing, structure, or external resources to support organizational growth.
• Collaborate cross functionally with Operations, Finance, and program leadership to ensure HR practices support operational and financial needs.
• Provide regular reporting and updates to senior leadership and, as needed, the Board of Directors on HR strategy, workforce metrics, and initiatives.