The Director of Human Resources will drive recruitment, ensuring that the organization attracts a highly diverse and extraordinarily gifted staff. They will have oversight of the compensation system and will partner with the Chief Operating Officer around continuous refinement of benefits offerings to recruit and retain high-performing staff while controlling costs. With expertise in human resources systems and functions, the Director of Human Resources will ensure compliance with employment laws and regulations for Common Justice’s offices and remote working environments.
Through the building of an effective performance management system that supports clarity of expectations and feedback, the Director of Human Resources will work to develop leaders to best support staff performance, growth, and learning so that everyone is positioned to make their greatest possible contribution to the mission. Partnering with managers throughout the organization, the Director of Human Resources will work with the Chief Operating Officer to support excellence across the organization, including supporting the development of supervisory skills and continually building managers’ effectiveness in growing, mentoring, and retaining highly effective staff members.
The Director of Human Resources will lead with attentiveness to employee morale, development, and wellbeing. They will be a key influencer across the organization in fostering and strengthening a culture of collaboration, excellence, and initiative that will be vital to Common Justice’s success.
The Director of Human Resources will bring an unfaltering commitment to equity, including racial equity, to all dimensions of their role.
This job will be primarily in Brooklyn, though some travel to the Bronx office will be expected as often as once per week.
The Director of Human Resources role is expected to be part-time (60-80% time), with a starting salary of $113-$119k prorated.
Responsibilities include but are not limited to:
Create and implement employee relations policies to help increase employees' job performance and satisfaction.
- Develop procedures and practices for hiring new employees and managing staff.
- Implement an orientation procedure for onboarding new hires and training them to meet the needs of the organization.
- Collaborate with senior leadership to understand the organization’s goals and strategy related to staffing, recruiting, and retention.
- Plan, lead, develop, coordinate, and implement policies, processes, training, initiatives, and surveys to support the organization’s human resource compliance and strategy needs.
- Administer or oversee the administration of human resource programs including, but not limited to, compensation, benefits, and leave; disciplinary matters; disputes and investigations; performance and talent management; productivity, recognition, and morale; occupational health and safety; and training and development.
- Identify staffing and recruiting needs; develop and execute best practices for hiring and talent management.
- Monitor and ensure the organization’s compliance with federal, state, and local employment laws and regulations, and recommended best practices; review and modify policies and practices to maintain compliance.
- Maintain knowledge of trends, best practices, regulatory changes, and new technologies in human resources, talent management, and employment law; apply this knowledge to communicate changes in policy, practice, and resources to upper management.
- Support the development and growth of directly impacted people in the organization.
- Systematically integrate an equity lens into all dimensions of the work and role.
- At least 10 years of business and HR/talent management experience (with a minimum of five years of direct managerial responsibilities); ideal candidates will have served as the HR leader of an organization or as the senior-most HR leader of a division or service line of an organization.
- Fluency with primary HR functions (employee relations, recruitment, staff development, compensation and benefits, performance management, HR administration, and compliance).
- Understanding of best practices and experience in building inclusive and engaged workplaces.
- Demonstrated commitment to equity and to the advancement of directly impacted people in social justice work.
- Experience with conflict resolution and/or restorative practices.
- Experience providing HR support through organizational change (i.e. change management expertise), with exposure to acknowledged change management methods.
Ideal Personal and Professional Characteristics
- Commitment to the mission and values of Common Justice.
- A collaborative work style that enables partnership and engagement with others at all levels of the organization, as well as with key external stakeholders.
- An initiative through self-directed, appropriate action to influence outcomes and/or drive progress and positive change.
- Comfort demonstrating confidence and appropriate assertiveness as an organizational leader.
- Ability to effectively communicate with and engage staff at all levels of the organization, in large and small meetings, as well as one-on-one.
- Trustworthy, ethical, and able to maintain discretion and confidentiality.
- Cultural awareness and sensitivity with a lens on racial equity and comfort working in a gender-fluid environment and with diverse constituencies.
- Effective listener and evaluator.
Please submit a resume, dates of availability and cover letter to: firstname.lastname@example.org.
Common Justice is an equal opportunity/affirmative action employer. All qualified applicants will be considered for employment without unlawful discrimination based on race, color, creed, national origin, sex, age, disability, marital status, sexual orientation, military status, prior record of arrest or conviction, citizenship status, or current employment status. Common Justice values diverse experiences, including educational background and justice system involvement. We depend on a diverse staff to carry out our mission.