Human Resources Director

About the role

The Human Resources Director serves as a trusted advisor to senior leadership and provides leadership across compensation, employee relations, workforce planning, organizational development, compliance, and strategic HR initiatives. This role requires a collaborative leader who can balance strategic thinking with operational execution and who brings innovative ideas to improve systems, processes, and workforce outcomes.

Responsibilities

• Partner with the Chief People & Culture Officer to operationalize the organization’s People & Culture strategic plan and workforce priorities.
• Lead HR-related strategic initiatives and ensure alignment between organizational goals and human capital strategies.
• Develop implementation plans, timelines, measurable outcomes, and accountability structures for HR initiatives.
• Identify opportunities for innovation, process improvement, workforce optimization, and culture enhancement.
• Present recommendations, workforce insights, and HR trends to senior leadership to support informed decision-making.
• Participate in cross-functional leadership meetings and organizational planning discussions.
• Manage the organization’s compensation structure, salary administration practices, and compensation-related projects.
• Lead compensation analysis initiatives, including internal equity reviews, market benchmarking, salary structure evaluations, and pay practices.
• Partner with Chief People & Culture Officer, Finance and leadership teams on compensation planning, budgeting, and workforce cost analysis.
• Support the development and administration of compensation philosophies, promotional increases, salary adjustments, and retention strategies.
• Ensure compensation practices remain competitive, equitable, fiscally responsible, and compliant with applicable laws and regulations.
• Lead and manage employee relations matters, including workplace concerns, investigations, conflict resolution, corrective action, and performance-related issues.
• Provide guidance and coaching to managers and supervisors regarding employee performance, documentation, accountability, and staff development.
• Promote fair, consistent, and compliant employment practices across the organization.
• Support leadership in fostering a culture of professionalism, collaboration, inclusion, accountability, and respect.
• Identify organizational trends impacting morale, engagement, retention, or workplace culture and recommend proactive solutions.
• Support initiatives that strengthen employee engagement, retention, leadership development, succession planning, and career growth.
• Aid in implementing staff wellness, recognition, and employee experience initiatives.
• Assist in developing workforce development strategies that align with organizational growth and operational needs.
• Promote a positive organizational culture rooted in the organization’s mission, values, and commitment to inclusion.
• Ensure compliance with federal, state, and local employment laws and HR best practices.
• Support the review, development, and implementation of HR policies, procedures, and operational standards.
• Maintain HR metrics, workforce trends, turnover data, vacancy trends, and retention outcomes to support strategic planning.
• Partner with HR team members to strengthen HR systems, workflows, reporting, and operational efficiencies.
• Maintain appropriate documentation, confidentiality, and risk mitigation practices.
• Serve as a strategic advisor and thought partner to senior leadership.
• Partner cross-functionally with program, HR, and development teams.
• Mentor and support HR staff and contribute to a collaborative and solutions-oriented HR team environment fostering a culture of accountability, collaboration, and excellence.
• Lead projects and initiatives independently while managing competing priorities in a fast-paced environment.
• Promote a culture of equity and inclusion throughout financial operations and organizational practices.

Qualifications, Education And Experience

• Bachelor’s degree in Human Resources, Business Administration, Organizational Leadership, or related field required. Master’s degree preferred.
• Minimum of 7–10 years of progressive human resources experience, including leadership-level responsibilities.
• Strong experience managing employee relations, compensation programs, workforce planning, and organizational initiatives.
• Experience supporting senior leadership and translating strategic goals into operational HR plans.
• Experience in nonprofit, social services, or multi-site environments preferred.

Skills & Competencies

• Strong knowledge of employment laws, HR best practices, compensation strategy, and employee relations practices.
• Demonstrated ability to be strategic while executing operationally.
• Excellent leadership, communication, interpersonal, and relationship-building skills.
• Strong analytical and problem-solving abilities with experience using workforce data to support decisions.
• Ability to manage sensitive and confidential matters with professionalism and sound judgment.
• Ability to coach and advise leaders across multiple levels of the organization.
• Strong project management and organizational skills with the ability to manage multiple priorities simultaneously.
• Ability to develop innovative solutions and operationalize organizational initiatives effectively.
• Collaborative, inclusive leadership approach with strong interpersonal skills.
• Bi/Multi-lingual a plus.

Preferred Certifications

SHRM-CP, SHRM-SCP, PHR, or SPHR preferred.

Capabilities

• May be required to work a flexible schedule including weekends, holidays, and evenings.
• Ability to sit, stand, walk, bend, stoop, push, pull, lift (up to 25 lbs.).
• Desire to perform the essential functions of this job.
• Reasonable accommodation may be made to enable individuals with disabilities to perform the essential functions.

Benefits

Urban Pathways offers a comprehensive benefits package designed to support the well-being and professional growth of our employees. These benefits include:

• Healthcare Coverage: Medical, dental, and vision insurance plans to keep you and your family in good health.
• Retirement Savings: A 403(b) plan and a 401(a) with employer annual contribution to help you plan for a secure financial future.
• Paid Time Off: Generous paid time off, including vacation, holidays, and personal days.
• Professional Development: Opportunities for continuous learning and professional development to enhance your skills and advance your career.
• Flexible Work Arrangements: Work-life balance is important to us, and we offer flexible work arrangements to accommodate your needs.
• Wellness Programs: Employee wellness programs, including fitness initiatives and mental health support.
• Employee Assistance Program (EAP): Confidential counseling and support services for personal or work-related issues.
• Employee Recognition: Recognition programs to celebrate and reward outstanding contributions.