Director Of Human Resources | National Alliance Of State&Territorial Aids Directors

TheDirector, HumanResources(DHR) plays a critical and strategic role in theoversightof NASTAD’s humanresources matters. TheDHRis a partof NASTAD’sOrganizational Leadership Team(OLT) and a thought partner to the Executive Leadership Team (ELT). With a primary focuson equity,theDHR implementsand evaluatesongoing HR policies, programs,functions,and activities to attract, grow, retain, and motivate high

performing employees. TheDHRsuccessfully leads their team andcollaborate withstaff

across theorganization to: 1) assess, anticipate, and solve HR-related issues;2) ensure theorganization is infull compliance with applicable laws andregulations; 3) support and promote NASTAD’s values and strategy, includingDiversity, Equity, and Inclusion (DEI), anti-racism, and trauma-informed approaches.

EssentialFunctions

General Leadership and Human Resources Oversight

• Promoteand develop creative solutions tocultivateNASTAD’sorganizational cultureand staff wellness.
• Foster teamwork, partnership,and collaboration among allstaffcentering
• Act asthe primary HRofficeroftheorganization.
• Work with staff committees andteams across theorganization toencourage participatory and inclusive dialogue and decision-making; collaborate withSeniorDirector,Organizational Excellence when beneficial.
• Lead theHR teamand manage day-to-day HR activities, includingproviding strong HRsupportand guidanceto staff across theorganization with a specialfocuson equity andon staff wellness.

NASTAD’svaluessuch as equityand wellness.

• OverseeHR to ensure effective, efficient,and legallycompliantprocesses are followed.
• Design, coordinate, and continuously evaluate HR systems to ensure best practicesand alignment withorganizational values and strategic priorities.
• Evaluate systems and procedures to addressoverall complianceand risk management.

Technical Human Resources

• Coordinate all benefit plans(health, life, COBRA, LTD,STD, workers’

compensation, unemployment, retirement,etc.) andsalary programs including appropriate record keeping, preparation, analysis,and presentationof dataon cost-effectiveness, market competitiveness,internal equity, and compliance.

• Manage performance evaluation systems and processes.
• Identify HR trends that could impactorganizationalobjectives and/oroperational
• Manage recruitment,on-boarding, retention, training and development, employeerelations, and stafftransitions inaccordance withoverallobjectivesof theorganization andto ensure compliancethereof.

resourcesand develop means toaddress asneeded.

• Providecreative strategic thinking, problem-solving, and leadershipon all Human

Resource matters.

• Ensure staff are awareof HR policies, procedures, andchangesastheyoccurand

thatall HR manuals,handbooksand guides/procedures are current and maintained.

• Serve asHR pointofcontact for all staff.

SupervisionSupport

• Guideand adviseonsupervision and performance coachingof all staff to ensure

legal/regulatory compliance, successoforganizationalcoachingprocess, and the development andadvanced capacity necessary to furtheroverallorganizational goals and mission

Otherduties andspecialprojects asassigned.

Skills/Knowledge/Abilities

Minimum Qualifications

• Ability tomakestaff comfortable, beopen-minded, and engage positively with all
• Expertiseand experience inHRbestpractices.
• Demonstrated experience inallaspectsof HR legal compliance in a 70+ employeeorganization.

staff regardlessof background, status, and positionin theorganization

• Demonstrated experience inproviding solid HR support to staff and supervisors
• Ability tomanage participatorydialogue around HR-related decision-making while anticipating theimplications and consequencesof thesolutions proposed and maintaining bestpractices and legal compliance.

includingcoaching, performance management, grievance, etc.

• Ability tothink creatively withanopen mind, be innovative,andadapt in a fast-

growing, progressiveorganization.

• Ability toexpressoneself clearly in writingand in conversations and interactions

withothers.

• Commitment to integrateDEIand anti-racism acrossHR workand functions.

Experience/Education

• Bachelor’s degree inHuman Resourcesor BusinessAdministration; at least 12 yearsof relevantexperience ispreferred. A combinationof relevant educational, professional, andlived experience will beconsidered.
• Experience managing a team
• Human Resourcecertification preferred.
• Experience working in a non-profit a plus.
• Experience working in a multi-stateoperation a plus.

Competencies

• Leadership- Integrates in their work astrategic vision and critical analysis that

optimizessuccess for projects,andorganizational priorities as applicable.

• Communications-Strategicallycommunicates internally and externally in a clear,

concise, respectful, and trauma-informedmanner; simplifies complicated conceptsand communicatesthem clearlyregardlessof the situationor audience.

• ReliabilityandAdaptability-Takesownershipofownobjectivesand
• Teamwork- Proactively contributes towardthe completionof team tasks and team building. Champions an anti-racist, collaborative, and supportiveorganizational teamculture.

performance. Independently completes tasks in a timely and consistent manner.Adapts to, and integrates inown tasks, changes in work environment, priorities, andorganizational needs.

• Problem Solving andAnalytical Thinking- Takes a solutions-focused approachto

problem solving: identifies aproblem, findsthe root cause, andstructures logical solutions.Able to solve problems by analyzing situations and applying critical thinking to resolve them.

Environment andScheduling

• Commitment toAnti-Racism values.
• Interest in workingwith a national HIV and hepatitispublichealthorganization.
• Remote workis possible.
• Full-time,40 hours/week role.
• Interest in workingwithin adiverse environment.

Compensation

Salary Range of $120 -138,000

We encourage peopleof diverseages, sexualorientations, gender identitiesand expressions, disabilities, religions, races, ethnicities,socioeconomic statuses, work, and life experiences toapply. Werecognize thatto accelerate the endof the HIVand hepatitisepidemics,our workforce must be representativeof groups that have been disproportionately impacted.

All your informationwill be keptconfidential accordingto EEO guidelines.

Our Commitment to Diversity, Equity, Inclusion& Belonging

Nonprofit HR is committed to fostering and maintaining a work environment where diversity, equity, and inclusion (DEI) are fully integrated into everything we do for the benefit of our employees and the clients that we serve. To fully realize our goal, we prioritize our understanding of the complexities of DEI within our workforce to inform our approach to talent management. We believe that this guides how we do our work, advise our clients to operationalize DEI and position our content and educational opportunities help strengthen the talent management capacity of the social impact sector.

Continue reading our about our commitment atnonprofithr.com/deinow.

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