Human Resources Director

RecruiterForge; United States; Remote; USD 140,000 - 155,000; Full time

Benefits offered by this job

403(b) match

Health insurance

Generous paid time off

Job summary

RecruiterForge seeks an HR Director to lead people practices for a national nonprofit with 70+ employees. This role blends strategic HR leadership with hands‑on lifecycle operations, manager development, and culture work, reporting to the COO and coordinating with external HR partners.

The position is fully remote across the United States. Starting compensation is $140,000–$155,000, with a 403(b) match, health insurance, and generous paid time off.

Qualifications

• Commitment to the mission of addressing homelessness and to values‑driven, inclusive organizational practices.
• At least seven years of progressive experience across multiple HR functions, with increasing responsibility.
• Experience as an HR business partner or internal HR leader in an organization of comparable size and complexity.
• Strong knowledge of recruitment, employee relations, performance management, compensation, benefits, employment policies, employment law, and HR compliance, including judgment about escalation to outside HR or legal counsel.
• Experience managing sensitive employee relations issues and workplace investigations with discretion and sound judgment.
• Experience coaching managers on performance, employee relations, and people management, and developing, implementing, and maintaining HR policies and processes.
• Experience with a primarily remote or geographically distributed workforce.
• Ability to give and receive constructive feedback and implement organization‑wide feedback systems.
• Leadership grounded in integrity, accountability, trustworthiness, empathy, self‑awareness, and emotional intelligence.
• Excellent written and verbal communication, organizational skills, and attention to detail when handling sensitive and confidential information.

Responsibilities

• Advise the COO, Executive Director, and leadership team on people and organizational decisions, bringing timely insight into employee trends, emerging risks, and workforce needs.
• Build an effective partnership with the external HR provider and clarify responsibilities among HR, managers, leadership, and outside partners.
• Bring a values‑centered, inclusive perspective to policies, employee experiences, organizational planning, and decision‑making.
• Partner with leaders and staff on culture and inclusion initiatives, and translate organizational development needs into practical programs, resources, and tools.
• Develop managers and organizational leaders through coaching, leadership development, and capacity building in feedback, communication, conflict resolution, performance management, and employee development.
• Adapt HR practices to the organization’s evolving strategy and workforce needs.
• Recruitment and employee lifecycle: develop and post job announcements, coordinate interviews, support hiring managers, conduct reference checks, facilitate offers, and prepare compensation documentation. Maintain equitable, inclusive hiring aligned with values and competencies.
• Performance management: administer and evolve the performance process, help managers set expectations, give feedback, document performance, address concerns, and implement PIP.
• Employee relations and workplace support: be an accessible resource, handle concerns, investigations, and advise on compliant approaches.
• Policies, systems, and compliance: maintain handbook, policies, procedures, align with laws, and improve HR tech and records.
• Compensation, benefits, and payroll: support changes and open enrollment, communicate with employees, ensure contractual compliance.
• Engagement and culture: strengthen connection across a remote workforce, recognize and drive culture initiatives.

Skills

HR leadership

Employee relations

Recruitment

Performance management

Policy compliance

Change management

Remote workforce management

Communication

Coaching

Education

Bachelor's degree in HR

SHRM‑SCP/SHRM‑CP/SPHR/PHR certification

Tools

HRIS

Payroll systems

Job description

The Human Resources Director leads people practices for a national nonprofit of more than 70 employees working to end homelessness, prevent its recurrence, and reduce its impact on communities. The position combines strategic HR leadership with hands‑on employee lifecycle operations, manager development, and organizational culture work. Reporting to the Chief Operating Officer with a strong dotted‑line relationship to the Executive Director, the Director serves as the internal HR leader and partners with an external HR provider.

People Leadership and Organizational Development

HR leadership and partnership account for approximately 20% of the role, with organizational development accounting for another 20%.

• Advise the COO, Executive Director, and leadership team on people and organizational decisions, bringing timely insight into employee trends, emerging risks, and workforce needs.
• Build an effective partnership with the external HR provider and clarify responsibilities among HR, managers, leadership, and outside partners.
• Bring a values‑centered, inclusive perspective to policies, employee experiences, organizational planning, and decision‑making.
• Partner with leaders and staff on culture and inclusion initiatives, and translate organizational development needs into practical programs, resources, and tools.
• Develop managers and organizational leaders through coaching, leadership development, and capacity building in feedback, communication, conflict resolution, performance management, and employee development.
• Adapt HR practices to the organization’s evolving strategy and workforce needs.

Employee Lifecycle and HR Operations

Each of the following six areas represents approximately 10% of the role.

• Recruitment and employee lifecycle: Develop and post job announcements, coordinate interviews, support hiring managers, conduct reference checks, facilitate offers, and prepare compensation documentation. Maintain equitable, inclusive, efficient hiring aligned with organizational values and competencies. Coordinate onboarding with the COO, functional leaders, and hiring managers, and improve the experience through onboarding, employment, and offboarding.
• Performance management: Administer and evolve the performance process. Help managers establish expectations, give effective feedback, document performance, address concerns, and implement performance improvement plans. Handle performance, conduct, and employment matters fairly, consistently, confidentially, and with sound judgment while strengthening accountability and professional growth.
• Employee relations and workplace support: Be an accessible resource for employees and managers. Manage concerns, complaints, interpersonal conflicts, and sensitive matters; conduct or coordinate investigations with the COO, external HR partners, and legal counsel as appropriate. Advise on consistent, legally sound approaches and identify systemic HR or culture issues.
• Policies, systems, and compliance: Maintain the employee handbook, policies, procedures, and confidential employee records. Align practices with federal, state, and local employment law, organizational values and policies, and contractual and funding requirements. Partner on compliance and risk management; administer Payroll Action Forms, salary and status changes, and employment documentation; improve HR technology, systems, processes, and records.
• Compensation, benefits, and payroll: Support compensation changes and documentation with internal consistency and funding and contractual compliance. Coordinate with the COO, Finance, and the external HR provider; support annual open enrollment, employee communications, surveys, and feedback. Answer employee benefits and HR questions and improve the compensation and benefits experience.
• Engagement and culture: Strengthen connection and belonging across a remote workforce. Coordinate recognition, engagement, and organization‑wide culture initiatives, partner with affinity groups and employee‑led efforts, and improve communication across teams.

Required Qualifications

• Commitment to the mission of addressing homelessness and to values‑driven, inclusive organizational practices.
• At least seven years of progressive experience across multiple HR functions, with increasing responsibility.
• Experience as an HR business partner or internal HR leader in an organization of comparable size and complexity.
• Strong knowledge of recruitment, employee relations, performance management, compensation, benefits, employment policies, employment law, and HR compliance, including judgment about escalation to outside HR or legal counsel.
• Experience managing sensitive employee relations issues and workplace investigations with discretion and sound judgment.
• Experience coaching managers on performance, employee relations, and people management, and developing, implementing, and maintaining HR policies and processes.
• Experience with a primarily remote or geographically distributed workforce.
• Ability to give and receive constructive feedback and implement organization‑wide feedback systems.
• Leadership grounded in integrity, accountability, trustworthiness, empathy, self‑awareness, and emotional intelligence.
• Excellent written and verbal communication, organizational skills, and attention to detail when handling sensitive and confidential information.

Preferred Qualifications

• Nonprofit and/or movement experience is strongly preferred, including HR leadership in a nonprofit or mission‑driven organization.
• A bachelor's degree in Human Resources, Business Administration, Organizational Development, or a related field, and/or SHRM‑SCP, SHRM‑CP, SPHR, PHR, or an equivalent professional HR certification.
• Experience with HRIS, payroll, benefits, and other HR technology platforms.
• Experience supporting organizational change, growth, or restructuring and leading leadership development, organizational development, or culture‑building initiatives.
• Experience with conflict resolution or transformation that honors relationships and community.

Work, Compensation, and Application

This regular, full‑time, exempt position is fully remote from anywhere in the United States, with negligible travel. There are currently no direct staff reports; the Director oversees some outsourced HR capabilities.

Starting compensation is $140,000–$155,000. Benefits include a 403(b) match, health insurance, and generous paid time off.

by 2 p.m. PST on November 12, 2026.

Interviews are planned from November 2026 through January 2027, with a target start in late February or early March 2027.