Director of Human Resources

Child Care Aware; Richmond (VA); Hybride; USD 80 000 - 100 000; Temps partiel

Avantages offerts par ce poste

403(b) plan with 4.5% match

Hybrid work flexibility

Résumé du poste

The Community Foundation for a greater Richmond is seeking an experienced HR executive to shape strategy and coach leaders while remaining hands-on as needed. This hybrid, part-time role emphasizes strategic partnerships with the CFOO and Executive team, plus practical, day-to-day HR operations.

You’ll drive compensation strategy, workforce planning, and staff development for a ~50-person organization, with a flexible 25-hour-per-week schedule and a competitive salary range of $80,000–$100,000

Qualifications

• 10+ years of progressive HR leadership experience, including senior-level responsibility.
• Track record of being a genuine strategic thought partner to executive leadership.
• Experience in compensation design, including incentive and bonus plan structuring; nonprofit incentive experience is a strong plus.
• Demonstrated success building cultures of inclusion and collaboration across all staff levels.
• Comfort operating from strategic advisor to hands-on executor, willing to do tactical work when needed.

Responsabilités

• Strategic Partnership & Organizational Design: Advise CFOO and Executive team on people implications of the strategy; translate priorities into workforce decisions.
• Total Rewards & Compensation: Own and evolve compensation philosophy; ensure incentive design complies with nonprofit rules; collaborate on budget impact and governance.
• Performance Management: Maintain and improve performance review systems across levels, including executive reviews; coach leaders.
• Culture, Inclusion & Staff Development: Champion an inclusive culture; build relationships; design staff development programs.
• HR Operations, Administration & Compliance: Own HR operations end-to-end; oversee onboarding, payroll coordination, benefits planning; ensure compliance with employment laws.

Connaissances

HR leadership

Strategic partner

Compensation design

Culture & inclusion

Hands-on executor

Cross-functional partnering

Strategic judgment

Nonprofit experience

Description du poste

The Community Foundation for a greater Richmond stewards more than $1 billion in assets on behalf of our donors and community and employs a staff of approximately 50. We recently launched a multi-year strategic plan, and human capital — how we structure work, develop people, and reward performance — is central to executing it.

We're looking for an experienced HR executive who wants to keep operating at a senior level — shaping strategy, sitting credibly with the Executive team, and coaching leaders — without carrying a full-time role. This is a genuine hybrid: the right person will spend real time on strategic work but will also roll up their sleeves and execute tactically when that's what the moment requires. It is not a role where administrative work is someone else's job — it's a role where you decide, week to week, what needs your strategic judgment and what you simply need to do yourself.

This role reports to the Chief Financial & Operations Officer, giving it a direct line into both financial governance and organizational operations — a natural home for compensation strategy, incentive plan design, and workforce planning decisions.

This is a part-time, exempt position at approximately 25 hours per week, with schedule flexibility to accommodate the CFOO's calendar, Executive team meeting cadences, etc.Hybrid work arrangement based in the Richmond, VA area, with regular in-person presence expected for Executive team and staff engagement.

The salary range for this position is $80,000–$100,000 annually, determined by candidate experience, credentials, and demonstrated scope of prior HR leadership responsibility.

This range is posted in accordance with the Commonwealth of Virginia's pay transparency requirements and represents a good-faith estimate of anticipated compensation.

This role is not purely strategic, and it's not purely operational — it's built to flex between the two depending on what the organization needs in a given week. You'll partner closely with existing staff on shared HR functions, such as payroll, benefits administration, and onboarding.

Realistically, you should expect to execute hands-on work including but not limited to recruiting, prepping board materials, policy administration, etc.

What You'll Do

Strategic Partnership & Organizational Design

• Serve as a trusted advisor to the CFOO, CEO, and Executive team on the people implications of the Foundation's strategic plan
• Translate strategic priorities into workforce, staffing, and organizational design decisions the Executive team can act on

Total Rewards & Compensation

• Own and evolve the Foundation's compensation philosophy, ensuring it is competitive, equitable, and defensible to the Board
• Ensure incentive compensation design complies with IRS rules and best practices governing nonprofit executive and staff compensation
• Work directly with the CFOO on budget impact, plan funding, and compensation governance — a single-point relationship that streamlines approval and avoids the translation layer a separate CFO/COO structure would require

Performance Management

• Maintain and continuously improve performance review systems across levels, including the executive-level review process
• Coach Executive team members and people managers on giving effective, development-oriented feedback

Culture, Inclusion & Staff Development

• Champion a culture of inclusion and collaboration across a 50-person staff, translating that commitment into concrete practices, not just language
• Build relationships with staff at every level — not just the Executive team — serving as a credible, approachable resource for coaching and development
• Design and support staff development programming, including manager coaching, growth planning, workforce development and succession planning

HR Operations, Administration & Compliance

• Own HR operations end-to-end — executing directly where needed, and partnering key stakeholders (Finance, Operations, IT, etc.) where their roles intersect with HR
• Train and direct dotted-line resources on HR administrative tasks including applicant tracking, onboarding coordination, and open enrollment coordination
• Partner with the Assistant Controller on payroll and benefits plan design, compliance, and HR vendor management
• Ensure HR policies and practices meet employment law requirements and nonprofit sector standards

Required Qualifications:

• 10+ years of progressive HR leadership experience, including senior-level (Director/VP/CHRO-level) responsibility
• A track record of being a genuine strategic thought partner to executive leadership — not solely a program administrator
• Experience in compensation design, including incentive and bonus plan structuring; nonprofit incentive compensation experience is a strong plus
• Demonstrated success building cultures of inclusion and collaboration, with the interpersonal skill to coach and build trust across all levels of a staff
• Comfort operating across the full spectrum from strategic advisor to hands-on executor — genuinely willing to do the tactical work yourself when the situation calls for it, not just direct others to do it
• Experience partnering effectively with staff outside your own function (e.g., finance, front-office/administrative staff) to get HR work done without a dedicated HR team
• Strong judgment about where to spend limited hours — the ability to triage what's strategic versus what needs your direct execution in the moment
• Nonprofit sector experience is a plus, not a requirement; what matters most is senior HR judgment that transfers across sectors

$80,000 – $100,000 / year

This position includes a 403(b) w/ 4.5% match

We’re here to help you make an impact. Let’s connect and explore the possibilities.

The Community Foundation for a greater Richmond
P.O. Box 49044
Baltimore, MD 21297-9044

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