Director of People - US

The Humane League; New York (NY); Remote; USD 70,000 - 110,000; Full time

Job summary

An established industry player is seeking a Director of People to lead their HR initiatives across the U.S. This full-time remote role involves shaping workplace culture, developing strategic HR policies, and ensuring compliance with employment laws. The ideal candidate will have a passion for fostering an inclusive environment and a proven track record in managing teams within a national organization. Join this mission-driven nonprofit to make a significant impact on the lives of animals and the people who work to protect them. If you are ready to inspire change and lead a dedicated team, this is the opportunity for you.

Qualifications

• Experience leading a team in a multi-state organization.
• Proven track record in developing HR policies and procedures.

Responsibilities

• Lead all People initiatives and ensure compliance with legal requirements.
• Foster a culture of excellence and inclusivity within the organization.

Skills

Team Leadership

Strategic HR Management

Change Management

Talent Acquisition

Employee Engagement

Performance Management

Compliance Knowledge

Education

Bachelor's Degree in Human Resources or related field

Master's Degree in Human Resources or related field

Tools

HR Analytics Software

Payroll Systems

Performance Management Systems

Job description

Join to apply for the Director of People - US role at The Humane League

WHO WE ARE
The Humane League (THL) is a global nonprofit ending the abuse of animals raised for food. THL fosters a high-energy culture of teamwork and mission-driven problem solving, and we have earned recognition as Top Charity from Animal Charity Evaluators for all of their rating periods. Over the past few years, we've grown to a staff of 100+ talented individuals dispersed across the country and around the world. At THL, how animals are treated in the food system is at the forefront of our everyday work. We welcome all mission-aligned candidates to apply, no matter where you are in your journey to end the abuse of animals raised for food.

YOUR OPPORTUNITY
At THL, we're dedicated to providing an exceptional employee experience, supporting our team, removing barriers, and equipping our people with the skills, knowledge, and tools needed to achieve THL's mission and goals. We're seeking someone who shares our vision and commitment to a culture of excellence. The Director of People – U.S. will be responsible for leading all People initiatives, embedding THL's values into People policies and procedures, and creating and maintaining open communication channels between staff and leadership to foster a strong and positive culture. In addition, this position will partner closely with the Sr. Director of People – Global to ensure that all People policies and procedures maintain a global perspective so that all THL team members, no matter where they reside, feel seen, heard, and valued. Join us in creating an inclusive workplace where everyone feels empowered to do their best work.

As Director of People – U.S., you will play a pivotal role in shaping and enhancing the workplace experience for THL's team members, while ensuring compliance with applicable legal requirements, and fostering a culture consistent with THL's values. The successful candidate must have experience leading a team of direct reports at a multi-state, national organization and will use that experience to lead a six-person team. You also must have previously managed and mentored staff and worked with external providers such as PEOs and benefits administrators to maximize the services they provide to your organization. You will use your experience to oversee the design, development, implementation, and maintenance of THL's People policies, procedures, systems, and initiatives to ensure the organization has a strong team that is well-trained, motivated, and productive. You should also be process-oriented, love to inspire change within an organization, and thrive in a dynamic setting.

This is a full-time, remote position, reporting directly to the Sr. Vice President of People and Operations. This position may require domestic and/or international travel, equivalent to 2 or more trips per year.

This position is based in the United States. The successful candidate must be authorized to work in the United States.

We will be holding a webinar on Monday, May 5th 2025 at 1:00pm PT/2:00pm MT/3:00pm CT/4:00pm ET for you to find out more about the role and ask any questions you may have. The webinar will be hosted by Juan Taveras, Sr. Vice President of People and Operations, and Christina Sargsyan, Talent Attraction and Engagement Coordinator. If you're interested, please register here. The webinar will be recorded and available here by May 6th, 2025.

This position has a priority application deadline of Monday, May 13th 2025 at 11:59 pm EST. Applications received after this date will be reviewed on a rolling basis. If you are experiencing technical issues, please contact [e-mail] prior to the deadline. Please submit applications and all supporting documents in English. All application questions and materials need to be submitted here through the application submission, we do not accept applications through our careers email.

ESSENTIAL FUNCTIONS

People & Culture Strategy

1. In partnership with the Sr. Director of People - Global, create and execute a unified People strategy that ensures consistency in staff member experience while respecting regional nuances and requirements. Ensure that all People initiatives align with THL's mission, goals, and core values, stay on track, and deliver measurable results.
2. Collaborate on global compensation frameworks, benefits philosophy, and talent management strategies to ensure equity across all regions while accounting for market-specific needs.
3. Serve as a strategic HR partner to people managers and department heads by providing data-driven insights and recommendations on workforce planning, team development, performance management, employee relations, and change management.
4. Lead People-related change initiatives; this includes developing communication strategies, managing stakeholder engagement, and ensuring smooth implementation.
5. Create and maintain effective internal communication channels that promote transparency, engagement, and two-way dialogue between leadership and staff members.
6. Collaborate with cross-functional teams, including Finance, Operations, IT, and Legal, to align People initiatives with broader organizational objectives and priorities.

Team Management & Development

1. Provide direct leadership to three direct reports, including setting clear performance expectations, conducting regular one-on-ones, and creating individual development plans that align with both team members' career aspirations and organizational needs.
2. Foster a culture of continuous improvement within the People team by implementing regular feedback mechanisms, encouraging innovation, and creating opportunities for skill development and cross-functional learning.
3. Coach and mentor team members to develop their strategic thinking, problem-solving, and leadership capabilities, preparing them for future growth opportunities.

Talent Management & Development

1. In partnership with the Sr. Associate Director of Talent, design and oversee comprehensive talent acquisition strategies, including employer branding initiatives, recruitment process optimization, and the development of diverse candidate pipelines.
2. Develop and maintain succession planning frameworks for key positions across the organization, identifying high-potential employees and creating targeted development programs.
3. In partnership with the Sr. Learning and Development Manager, manage and improve our performance management systems and ensure they align with THL's goals and core values.
4. Support the design and implementation of learning and development initiatives, including leadership development programs, skill-building workshops, and career pathing frameworks.
5. Design and implement employee engagement surveys and feedback mechanisms, analyzing results and developing action plans to address identified areas for improvement.

Financial Stewardship & Benefits Management

1. Manage an annual People budget, including careful planning, regular monitoring, and optimization of resource allocation across all People functions.
2. In partnership with the Sr. Benefits and Wellness Manager, support with bi-weekly payroll processing, monthly benefits reconciliation, ACA compliance, and the annual benefits open enrollment process.
3. Oversee the evaluation and selection of benefit programs, balancing cost considerations with the need to provide competitive benefits that support staff member wellbeing.

Compliance & Risk Management

1. Partner with THL's Legal team and our PEO to ensure compliance with federal, state, and local employment laws across all U.S. locations, including regular audits of People practices and policies.
2. Lead the development, implementation, and regular review of People policies and procedures that protect the organization while promoting a positive workplace culture.
3. Oversee workplace investigations, employee relations issues, and conflict resolution processes, ensuring fair and consistent application of policies while maintaining confidentiality.
4. Ensure accurate wage and hour compliance, including regular audits of employee classifications, overtime calculations, and meal/rest break requirements.

Systems & Innovation

1. Oversee the development of HR analytics capabilities, including establishing metrics, creating dashboards, and generating insights that inform strategic decision-making.
2. Drive process improvement initiatives across all People functions, identifying opportunities for automation, standardization, and enhanced service delivery.
3. Manage relationships with HR technology vendors, ensuring optimal utilization of systems and staying current with platform updates and new features.
4. Develop and maintain documentation of People processes and procedures, ensuring consistency and enabling scalability.

In addition to the above essential job duties, other duties may be assigned as business needs arise. These may include non-essential, marginal job duties.