Director, Human Resources and Culture

Reports to: Chief Operating Officer

Supervision of: Human Resources, People Experience Manager; Administrator, Compensation and

Benefits (2 direct; one indirect)

Collaborate with: Leadership Team

Liaise: Outsourced benefits support and brokers; outsourced recruiting firm; related management

consultants

Organization Overview

The Children’s Defense Fund (CDF) envisions a nation where marginalized children flourish, leaders

prioritize their well-being and communities wield the power to ensure they thrive. The Children’s Defense

Fund builds community so young people grow up with dignity, hope, and joy. We serve and advocate for

the largest, most diverse generation in America: the 74 million children and youth under the age of 18

and 30 million young adults under the age of 25, with particular attention to those living in poverty and

communities of color. CDF partners with policymakers, aligned organizations and funders in this service.

The Children’s Defense Fund is the only national, multi-issue advocacy organization working at the

intersection of child well-being and racial justice by wielding the moral authority of programmatic

proximity and community organizing to inform public policy. For more information visit

www.childrensdefense.org.

Position Summary

The HR & Culture Director will lead and strategically develop the Human Resources department within our

nonprofit organization that has over 130 full-time employees across 20 states. This pivotal role will drive

the establishment of CDF HR policies, procedures, and initiatives that align with our mission and values,

supporting organizational growth and effectiveness. The HR Director will oversee all aspects of HR

management including: compensation and benefits; compliance; diversity, equity & inclusion; employee

relations; human resources information systems (HRIS); performance management; talent acquisition; and

training and development. This individual will provide cultural leadership, ensuring a positive and inclusive

workplace environment conducive to achieving our organizational goals with respect and professionalism.

This position requires an individual who is collaborative and capable of building consensus and

commitment toward shared outcomes. The ideal candidate will have 10 plus years of experience leading

HR teams.

Responsibilities

Strategy

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  Build relationships with key stakeholders and promote HR services across the organization 

  
  

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  Partner with the leadership team to develop, implement and evaluate strategic HR initiatives aligned with organizational goals and vision to ensure a positive and compliant workplace. `  

  
  

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  Assess current organizational culture and develop strategies to strengthen and promote a positive workplace environment 

  
  

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  Foster effective communication channels across all levels of the organization to ensure   transparency and alignment.  

  
  

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  Lead cultural initiatives that foster CDF’s values and promote diversity, equity, and inclusion (DEI) within the workplace. 

  
  

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   Provide coaching and mentorship to leadership, managers, and employees to enhance performance and career development opportunities.  

  
  

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  Identify ways to increase staff retention and productivity, including strategies to enhance employee engagement, leadership and staff development, regular feedback and coaching, career path development, and promoting a cohesive and inspiring organizational culture.  

  
  

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  Design and implement a strategy to optimize and integrate HR technology, enabling managers and employees to easily perform people-related transactions (e.g. benefits enrollment), facilitates delivery of effective HR services, securely stores employee data, and supports people-related decisions.

  
  

 Administration

• Oversee and administer all human resources programs including, but not limited to, compensation, benefits and leave; disciplinary matters; disputes and investigations; legal compliance; payroll; performance and talent management; productivity, recognition and morale; occupational health and safety; and training and development.  


•  Maintain current knowledge and application of all relevant laws and regulations at the local, state and national level relating to employment and ensure organizational compliance. This includes educating and advising managers and senior leaders on HR-related legal and regulatory matters and ensuring HR programs, practices and policies are aligned. Ensure that employee files and records are properly and securely maintained.  


•  Manage and review payroll to ensure timely and accurate processing of payroll transactions including salaries, benefits, garnishments, taxes, and other pays and deductions. Ensure accurate and timely processing of payroll updates including new hires, terminations, and changes to pay rates.  


•  Lead the effective and efficient administration of the performance management process, making sure that the organization’s managers are equipped to engage in constructive and ongoing feedback and coaching, collaborate effectively when co-managing staff, and encourage staff to actively participate in identifying and addressing performance gaps. Ensure regular updating of job descriptions, core competencies, salary banding, standards of performance and performance evaluation instruments. 


•  Develop and drive talent management strategies to ensure effective staffing alignment with the needs of the organization. Create systems to attract talent, identify critical talent needs, develop core competencies and corresponding development opportunities, and engage leadership in succession planning.  


•  Work with COO and managers to align and implement company-wide, team, individual and position-focused training and development 


•  Mitigate legal risk to the organization through proactive training and education, clear systems and processes for managing conflicts with and between employees, handling and investigating complaints of harassment/discrimination and other unjust practice allegations. 

Education and Experience

•  A minimum of 10 years of HR leadership experience.


•  A minimum of 10 years of experience with HR compliance and building HR systems.


•  At least 10 years of employee relations experience.


•  A bachelor’s degree in HR, Business or related field is preferred. Years of experience may be considered for education and/or years of education above the BA/BS degree may be considered for years of experience.

Preferred Qualifications

• Extensive experience building HR Systems.


• Experience with DEI Initiatives


• Experience leading executive level staff strategically


•  SPHR Preferred

Competencies

•  High level of interpersonal skills to handle sensitive and confidential situations. Position continually requires demonstrated poise, tact, and diplomacy.


• Proficiency with or the ability to quickly learn the organization’s HRIS and talent management systems


•  Excellent written and verbal communications and negotiation skills


• .Highly professional demeanor and presentation skills. 


• Excellent organizational skills and attention to detail Excellent time management skills with a proven ability to meet deadlines.


• Experience managing a hybrid workforce and coaching others about managing hybrid employees


• .Experience leading organizational change and transformation.


• .Strong analytical and problem-solving skills with high ethical standards.


• Strong supervisory and leadership skills.


•  Ability to adapt to the needs of the organization and employees


• .Ability to prioritize tasks and to delegate them when appropriate.


•  Thorough knowledge of employment-related laws and regulations


• . A self-directed individual who is an independent thinker and a team player


•  Analytical ability is required to gather and summarize data for reports as well as find solutions to business challenges.