Careers & Internships

Summary

Reporting directly to NJFPL’s President & CEO, the Senior Director of People & Culture serves as a strategic business partner responsible for developing and executing people strategies that support the organization’s mission, culture, and long-term objectives. This is a hands-on role that provides leadership and management of all human resources functions, including employee relations, talent acquisition, organizational development, performance management, compensation and benefits, compliance, employee engagement, workforce planning, and HR operations. The Senior Director operates with a high degree of autonomy, exercises sound judgment in complex and sensitive personnel matters, and partners closely with leadership to foster an inclusive, high-performing workplace. This position plays a critical role in helping the organization attract, develop, engage, and retain a talented workforce while ensuring compliance with applicable employment laws and regulations.

Essential Duties & Responsibilities

Strategic Partnership

• Serve as a trusted advisor to managers and leadership on employee relations, workforce planning, organizational effectiveness, and talent management.
• Partner with leadership to develop and implement people strategies aligned with organizational goals, mission, and strategic priorities.
• Analyze workforce trends and recommend solutions to improve employee retention, engagement, and performance.
• Lead and support organizational change initiatives and growth strategies.
• Partner with the President & CEO and Board of Directors, as appropriate, on workforce strategy, succession planning, and organizational development initiatives.
• Identify opportunities to strengthen organizational culture and employee engagement.

Talent Acquisition and Workforce Planning

• Lead full-cycle recruitment efforts for staff positions.
• Develop innovative recruitment and retention strategies to attract diverse, mission-driven talent.
• Partner with organizational leaders to identify workforce needs, succession planning priorities, and long-term talent strategies.
• Monitor recruiting metrics and recommend process improvements.
• Manage employee onboarding programs to ensure a positive and effective employee experience.
• Develop workforce planning strategies that support organizational sustainability and growth.

Employee Relations and Performance Management

• Provide guidance on performance management, coaching, disciplinary actions, corrective action plans, and employee development.
• Conduct and document employee relations investigations and recommend appropriate resolutions.
• Facilitate conflict resolution while promoting a respectful and inclusive workplace culture.
• Support managers in addressing complex personnel issues and performance concerns.
• Ensure consistency and fairness in the application of workplace policies and practices.
• Provide guidance on sensitive employee relations matters while mitigating organizational risk.

Compensation, Benefits, and Total Rewards

• Administer and evaluate compensation and benefits programs to ensure competitiveness, equity, and compliance.
• Participate in salary benchmarking and compensation analysis.
• Manage benefits administration, including annual open enrollment, 401(k) plan administration, workers’ compensation programs, and external vendor relationships.
• Serve as the primary liaison between employees, benefit providers, insurance carriers, brokers, and third-party administrators.
• Provide guidance regarding leave administration, disability benefits, and workplace accommodations.
• Manage payroll administration and ensure the timely and accurate processing of employee compensation and related reporting.
• Evaluate and recommend enhancements to total rewards programs that support employee attraction and retention.

Compliance and Risk Management

• Ensure organizational compliance with all applicable federal, state, and local employment laws and regulations.
• Maintain and update HR policies, procedures, and employee handbook materials consistent with legal requirements and industry best practices.
• Conduct internal audits of HR processes, personnel records, and employment practices.
• Manage unemployment claims, workers’ compensation matters, and employment-related risk mitigation efforts.
• Provide guidance on legal and regulatory developments affecting employment practices.
• Partner with external legal counsel as needed regarding employment matters.

Organizational Development and Employee Engagement

• Lead employee engagement initiatives and workplace culture programs.
• Coordinate leadership development, employee training, and professional development opportunities.
• Support diversity, equity, inclusion, and belonging initiatives across the organization.
• Design and implement employee recognition and wellness programs.
• Assess organizational development needs and recommend strategies to improve effectiveness and employee satisfaction.

HR Operations and Systems

• Manage the HRIS administration and ensure the integrity of employee data.
• Analyze HR metrics and prepare reports for executive leadership and board committees, as needed.
• Recommend and implement process improvements that enhance efficiency and the employee experience.
• Ensure the accuracy and integrity of employee records, documentation, and reporting processes.
• Maintain HR-related records in accordance with applicable legal and regulatory requirements.
• Evaluate technologies and systems that support HR operations and organizational goals.

Qualifications

Education

• Bachelor’s degree in Human Resources, Business Administration, Public Administration, Organizational Development, or a related field required.
• Master’s degree in Human Resources, Organizational Leadership, Business Administration, or a related field preferred

Experience

• At least seven years of progressively responsible human resources experience, including at least three years leading an HR function.
• Experience in employee relations, compliance, talent acquisition, performance management, compensation, and benefits administration required.
• Experience advising managers and senior leadership on workforce and organizational issues required.
• Demonstrated experience applying New Jersey employment requirements and managing a small to mid-sized nonprofit HR function

Knowledge, Skills, and Abilities

• Comprehensive knowledge of employment laws, HR best practices, and nonprofit workforce challenges.
• Strong business acumen and ability to align people strategies with organizational objectives.
• Exceptional coaching, consultation, mediation, and conflict-resolution skills.
• Experience conducting workplace investigations and managing complex employee relations matters.
• Demonstrated ability to influence decision-making and build trust across all levels of an organization.
• Strong project management, organizational, and prioritization skills.
• Excellent analytical and problem-solving abilities with experience utilizing HR metrics to support decision-making.
• Excellent written, verbal, presentation, and interpersonal communication skills.
• Demonstrated ability to handle sensitive and confidential information with the highest level of discretion.
• Experience leading organizational change and culture initiatives.

Preferred Certifications

• SHRM Senior Certified Professional (SHRM-SCP)
• SHRM Certified Professional (SHRM-CP)
• Senior Professional in Human Resources (SPHR)
• Professional in Human Resources (PHR)

Leadership Competencies

• Strategic Thinking
• Relationship Management
• Change Leadership
• Emotional Intelligence
• Decision Making and Judgment
• Talent Development
• Diversity, Equity, Inclusion, and Belonging
• Mission-Driven Leadership
• Collaboration and Influence
• Accountability and Results Orientation

Ideal Candidate Profile

The ideal candidate is a proactive and strategic HR professional who can balance day-to-day operational excellence with long-term organizational planning. They possess strong employee relations expertise, excellent judgment, and a passion for advancing the mission of the League.

Work Schedule and Time Commitment

• Flexible Schedule – The League maintains a flexible schedule. Employees must work at least seven (7) hours per day with a thirty (30)-minute lunch period. Employees must begin the workday between 8:00 a.m. and 9:30 a.m. All employees are expected to be available between 9:30 a.m. and 3:30 p.m.
• Hybrid Schedule – The League maintains a hybrid work environment. Employees must work in the League office a minimum of 3 days a week and may work in a remote capacity the remaining 2 days per week. Employees may elect to work in the office up to 5 days a week.
• Flexible hours and schedule must be coordinated with your supervisor and are subject to change based on business needs.
• Travel required throughout New Jersey.

Physical Requirements

• Extended periods of sitting, standing, and driving.
• Ability to move throughout the office.