Director, Human Resources

About The Institute For Nonprofit Practice

The Institute for Nonprofit Practice (INP) works to ensure that the nation’s most promising nonprofit, public sector, and social impact leaders have the skills, knowledge, networks, and confidence to effectively lead, advance justice, and build a more equitable future for all. INP offers a suite of resources and programming, including equity-focused management and leadership development, community convenings, network building, and robust alumni programming, all designed to build upon the knowledge, financial, and social capital of leaders at all stages in their careers.

An intentional and wide-reaching focus on diversity, equity, inclusion, and belonging is core to INP’s mission and part of every aspect of the organization’s work. At present, 70% of INP faculty, staff, and participants identify as BIPOC (Black, Indigenous, People of Color).

Behind INP’s award-winning programming to develop leaders and advance their organizational missions is an organizational culture that is thoughtful and attentive to its staff and faculty. A strong sense of community and values are key aspects of what make working at INP unique.

After nearly 15 years of success in the Northeast, INP has expanded to further meet the need and demand for equity-focused capacity building and leadership development across the country. With sites in the Northeast, Midwest, and West Coast, INP now serves over 6,500 social impact leaders from over 1,000 distinct organizations annually.

For more information on the Institute for Nonprofit Practice, visit www.nonprofitpractice.org.

Position Summary

Under the direction of the Chief People & Equity Officer/EVP, the Director, Human Resources is responsible for providing excellent human resource direction and support to the Institute for Nonprofit Practice and the HR function by providing excellent leadership with compensation and benefits administration, recruitment, training, leaves management, performance management, employee relations, and other HR programs that are integral to the strategic plan. The Director, Human Resources will have exposure to the senior levels of the organization and will assist the Chief People & Equity Officer/EVP in developing best-in-class human resource programs. This position is both strategic and practical. The Director, Human Resources will work closely with leaders, managers and employees developing, interpreting, and communicating HR programs, policies, procedures, and federal and state employment laws. The Director, Human Resources will craft solid HR policies and practices in support of maintaining INP’s culture of diversity, equity, inclusion, and belonging for all employees. This position has no direct reports, but will work closely with the Senior HR Analyst.

Essential Functions

HR Administration

  • Collaborates with senior leadership to understand the organization’s goals and strategy related to staffing, recruiting, and retention.
  • Plans, leads, develops, coordinates, and implements policies, processes, training, initiatives, and surveys to support the organization’s human resource compliance and strategy needs.
  • Administers or oversees 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.
  • Maintains knowledge of trends, best practices, regulatory changes, and new technologies in human resources, talent management, and employment law; applies this knowledge to communicate changes in policy, practice, and resources to upper management.

Benefits Management and Administration

  • Continually evaluates the effectiveness of INP’s benefit programs, practices and procedures, including but not limited to health benefits, FMLA, Retirement Plans, life insurance, disability coverage, in relation to INP’s strategic objectives; and, in terms of perceived benefit to employees, cost, legislative requirements, organizational culture, and the retention and recruitment of talent.
  • Project Manager for major initiatives related to benefits programs; develops, proposes, and implements new employee benefit programs to capitalize on competitive opportunities.
  • Regularly assesses effectiveness and utilization of existing programs; makes recommendations and implements improvements as necessary.
  • Accountable for branding of INP’s benefits and communication program to employees.
  • Accountable for COBRA administration.
  • Manages all renewals and annual open enrollment.

Recruitment

  • Identifies staffing and recruiting needs; develops and executes best practices for hiring and talent management.
  • Oversees the hiring process, i.e., develops and maintains job posting process ensuring positions are filled in a timely manner, manages resume and applicant tracking systems, screens applicants, schedules and conducts interviews, checks references and background, and evaluates applicant qualifications.
  • Develops a “branding” initiative at local colleges; Develops and manages on-campus and off-site recruitment programs including job fairs.
  • Develops and manages temporary employee, internship, and other staffing programs.

Performance Management

  • Assists with the Performance Management Cycle as required.
  • Works closely with managers to develop and drive human resource activities and processes relative to employee performance that support organizational initiatives.

Employee Relations

  • Facilitates resolution of employee relations issues and administers progressive discipline and performance improvement plans with program management.
  • Advises and counsels managers and employees on a wide variety of organizational and employee performance issues. Responds to needs of managers and employees in a timely manner.
  • Provides advisory and investigative support to management on sensitive employee relations issues, working with legal counsel when necessary.

HRIS

  • Assists in the collection and reporting of employee metrics to support organizational and business decisions.
  • Analyzes and maintains HRIS database by reviewing, verifying and processing all employee personnel actions.
  • Reviews and analyzes data related to employee headcount, recruitment, terminations, on-boarding, and compensation to identify trends and recommend strategies for improvement; prepares a variety of reports interpreting and explaining data.

Additional REsponsibilities

  • Performs other related and unrelated responsibilities, as needed to support the Talent/Human Resources function.
  • Assists the Chief People & Equity Officer/EVP, and People & Equity team with various projects as needed.
  • Occasional regional office travel required.

* The above is intended to describe the general content and requirements of work being performed by people assigned to this classification. It is not intended to be an exhaustive statement of all duties, responsibilities, or skills required of personnel so classified.

Education and Experience

  • Authentic passion for INP’s mission and desire to foster practices incorporating diversity, equity, inclusion, and belonging.
  • 7+ years prior experience and/or progressive HR leadership responsibilities with proven experience in recruiting and strategic HR programs.
  • PHR/SPHR certification is a plus.
  • Thorough knowledge and demonstrated application of employment laws and regulations including but not limited to Title VII, FLSA, OSHA, multi-state Workers’ Compensation, ERISA, FMLA/MMLA/PFMLA, COBRA, HIPAA, etc.
  • Proven success managing employee relations with the ability to coach and advise managers.
  • Solid experience in coordinating and implementing training programs.
  • Solid experience with contemporary applicant tracking systems, LinkedIn, and other recruiting sites.
  • Proven organizational, interpersonal, and project management skills necessary.
  • Exceptional customer- service, communication (writing, editing, verbal, and presentation) skills necessary. Ability to communicate with all levels in the organization, both verbally and in writing.
  • Excellent interpersonal skills (collaboration, advanced problem-solving orientation and decision making, teamwork, conflict resolution) with ability to exercise sound judgment and discretion; and maintaining a high level of professionalism and strict confidentiality.
  • Proven skill with Google Docs, Chrome, Microsoft Office, Excel, Box, DocuSign, and HRIS systems a must.

Compensation and Benefits

INP offers a competitive salary for all staff positions. The exact salary that will be offered to the Director, Human Resources will be determined based on a consideration of the successful candidate’s skills, experience, and geography and aligned with INP’s compensation policies.

The Institute for Nonprofit Practice offers an attractive benefits package including health, dental, and vision coverage and a retirement savings 401(k) plan. In addition, and at present, we offer 15 days of paid vacation for new team members, ten paid holidays, a winter holiday break for all employees, professional development opportunities, and more.

The Institute for Nonprofit Practice is a Compact Signer for the 100% Talent Compact, which is administered by the Boston Women’s Workforce Council, a unique public-private partnership between the Boston Mayor’s Office and Greater Boston employers dedicated to eliminating the gender and racial wealth gap. We are proud to be part of this first-in-the-nation approach to reaching pay equity for women and people of color across our region.

The Institute for Nonprofit Practice is an equal opportunity employer fully committed to creating an environment and team that represents various backgrounds, perspectives, styles, and experiences. All are encouraged to apply because we believe a diversity of voices leads to better discussions, decisions, and outcomes for everyone. Salary range: $95,000-$110,000

Physical Requirements

Currently, the Institute for Nonprofit Practice team is working remotely based out of an abundance of caution for the health and safety of our community. Following the office opening, this position would allow for a flexible remote working arrangement although proximity to the office is desired given the nature of the role.

The Institute for Nonprofit Practice is an equal opportunity employer fully committed to creating an environment and team dedicated to the principles and practices of diversity, equity, inclusion, and belonging.

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