Director of Human Resources

Citygate Network; City of Albany (NY); On-site; USD 85,000 - 125,000; Full time

Job summary

Citygate Network is seeking an experienced HR leader to manage all aspects of human resources for a faith-based nonprofit. The role partners with the Executive Director to forecast staffing, oversee recruitment, onboarding, and compensation, and drive policies that support engagement and compliance.

The ideal candidate will have a Bachelor's in HR (or equivalent) and several years in a senior HR role, with a track record of building strong HR programs in nonprofit or religious organizations.

Qualifications

• Bachelor's degree in HR or equivalent experience in HR field.
• Several years in a senior HR position preferred.
• Must be born-again Christian involved with a local fellowship.

Responsibilities

• Lead HR strategy and policies aligned with mission and leadership.
• Forecast staffing needs and develop workforce plans with senior leaders.
• Oversee recruitment, onboarding, and salary alignment with budget.
• Design and manage performance-review processes and training initiatives.
• Promote employee engagement, culture, and organizational effectiveness.
• Ensure compliance with wage-hour laws and nonprofit religious requirements.
• Manage HR data, confidentiality, and HRIS records.

Skills

HR leadership

Workforce planning

Recruitment

Performance management

Employee relations

Policy development

Education

Bachelor's degree in HR or equivalent

Tools

Microsoft Office

Job description

POSITION: Fulltime (40 hours per week), Monday through Friday

STANDARDS:

Must be a born-again Christian who is involved with a local fellowship of believers. Must have a valid driver’s license, be able to use Microsoft Suite, be organized and self-motivating, able to multitask and shift focus as the day progresses. Must have a Bachelor’s degree in Human Resources or equivalent experience in Human Resources field; several years in a top-level HR position preferred.

ACCOUNTABILITY: Executive Director

DUTIES: Responsibilities may include, but are not limited to the below.

• HR Strategy and Leadership
• Lead the Mission’s HR strategy, initiatives, systems, policies, and procedures in alignment with leadership, mission, organizational structure, and strategic plans
• Partner with senior leaders to forecast staffing needs, develop workforce plans, support retention, and ensure employees are effectively placed in the right roles
• Prepare monthly, annual, and ad hoc HR reports for leadership
• Protect the confidentiality of personnel, financial, and other sensitive employee information
• Recommend people-policies and initiatives that improve employee experience, engagement, culture, and organizational effectiveness
• Supervise HR personnel, provide guidance, and collaborate with support staff and organizational leaders
• Talent Acquisition and Onboarding
• Coordinate new-hire integration into the Mission’s culture, mission, job expectations, and available resources; include Mission-wide tour into orientation
• Ensure new employees and key volunteers complete required background checks, verify references, and receive a smooth, welcoming orientation and onboarding experience
• Lead full-cycle recruitment for paid positions, including workforce planning, job descriptions, postings, sourcing, candidate screening, interviews, offers, and salary alignment with budget
• Review job descriptions and workforce needs before beginning recruitment for new or replacement positions
• Performance, Learning, and Development
• Deliver or arrange HR-related training, including workplace conduct, anti-harassment, leadership practices, and employee development
• Design, implement, and oversee the performance-management system and annual performance-review process
• Partner with department heads on employee performance, coaching, counseling, development planning, and difficult employee conversations
• Work with Department heads to identify training needs and coordinate professional-development opportunities
• Employee Relations and Culture
• Conduct employee-engagement surveys at least every six months, analyze results, and recommend improvements
• Coordinate wellness initiatives, employee events, all-staff meetings, and other programs that support employee experience
• Foster a culture of open communication, respect, accountability, continuous improvement, and care for employees
• Manage exit-interview and offboarding processes, including feedback collection and organizational follow-up
• Provide an outlet to employees for critical feedback
• Serve as a trusted advisor to leaders and employees on employee-relations matters, including concerns, grievances, complaints, claims, allegations, coaching, discipline, and workplace conflict; provide referrals for pastoral counseling
• Compensation, Benefits, and Payroll
• Administer employee benefits, including health insurance, PFMLA, retirement plans, PTO, and related employee communications
• Coordinate semi-monthly payroll with Finance, ensuring timely and accurate pay, reliable employee data, and appropriate payroll and benefits changes during onboarding and termination
• Manage compensation policies and conduct regular market, equity, and pay-practice analyses; recommend adjustments needed to support fair pay, recruitment, and retention
• Partner with benefits brokers, consultants, vendors, Finance, and executive leadership to select cost-effective, responsive benefit programs
• Compliance, Risk, and HR Operations
• Ensure compliance with wage-and-hour requirements, including the Fair Labor Standards Act and applicable state requirements
• Establish compliant processes for employee discipline, involuntary terminations, offboarding, payroll/benefit removal, and related position or job-description updates
• Maintain accurate, confidential employee records, HRIS data, and retention practices
• Maintain, implement, and annually review the employee handbook, HR policies, procedures, and recordkeeping practices for compliance with applicable federal, state, and local employment laws
• Monitor and mitigate HR-related legal and litigation risk; partner with outside counsel when necessary and respond to legal complaints, unemployment claims, workers compensation, and regulatory matters
• Monitor, update and implement Emergency Disaster Plan
• Oversee annual HR audits and implement corrective actions as needed
• Serve as the primary HR contact for employment-law compliance, including requirements relevant to nonprofit and religious organizations
• Use workforce metrics to analyze hiring trends, employee information, and other key indicators; present findings and recommendations to leadership
• Work with Department Heads to update SOP’s (Standard Operating Procedures) annually and as needed