Director of Human Resources

SETTLEMENT HOUSING FUND INC•New York, NY

2d•$135,000 - $150,000

About The Position

The Director of Human Resources functions as a senior strategic leader and trusted advisor to executive leadership and department heads, while maintaining direct oversight of the organization’s human resources operations. This position blends the traditional responsibilities of an HR Director with those of an HR Business Partner, ensuring HR strategy is fully aligned with organizational goals, culture, and operational needs as the organization continues to grow. Reporting to the Chief Operating Officer, the Director of Human Resources is responsible for providing leadership across all HR functions, including employee relations, talent management, performance management, compensation and benefits, payroll, compliance, and organizational development, while acting as a consultative partner to leadership on workforce planning, change management, and people related decision making. In this capacity, the Director of Human Resources is responsible for serving as the Director of HR for both Settlement Housing Fund (SHF) and its affiliate, New Settlement. As both organizations expand in size, complexity, and scope, the Director of Human Resources is responsible for building scalable HR and payroll systems, policies, and practices that support sustainable growth, operational efficiency, and a consistent employee experience.

Requirements

Bachelor’s degree in Human Resources, Business Administration, Organizational Development, or a related field; Master’s degree preferred.
7 10+ years of progressive human resources experience, including senior level leadership responsibility.
Demonstrated experience providing strategic and operational HR leadership in organizations with increasing scale, complexity, or multi entity structures.
Advanced knowledge of employment laws and regulations, including wage and hour, FMLA, FLSA, COBRA, leave administration, and related compliance requirements.
Advanced knowledge of best practices in performance management and progressive discipline.
Advanced knowledge of payroll administration, timekeeping standards, and applicable payroll regulations.
Strong knowledge of employee benefits administration, including retirement plans (403(b)/401(k)), health insurance, disability, and related programs.
Experience overseeing HRIS, personnel records management, records retention, confidentiality, and data integrity.
Demonstrated ability to analyze HR, payroll, and budgetary data using spreadsheet and reporting tools to inform decision making.
Proven ability to manage departmental budgets and partner effectively with Finance and Operations.
Demonstrated ability to lead, mentor, and manage professional and intermediate level staff.
Strong organizational skills with the ability to manage multiple, complex deadlines and competing priorities.
Demonstrated independent problem solving skills and ability to operate with a high degree of autonomy and sound judgment.
Excellent interpersonal, written, and verbal communication skills, with the ability to influence and advise senior leaders.

Nice To Haves

SHRMSCP, SPHR, or equivalent professional certification preferred

Responsibilities

Strategic HR Leadership and Business Partnership Serve as a strategic thought partner to the COO, President, Executive Director of New Settlement, and senior leadership teams on workforce strategy, organizational design, and people related initiatives.
In collaboration with the COO, establish and evaluate short and long term goals, objectives, policies, and operating procedures for the Human Resources department to support organizational priorities and growth.
Act as an HR Business Partner to department leaders by providing guidance on employee relations, performance management, team development, succession planning, and workforce planning.
Translate organizational goals into people strategies that support growth, equity, and operational effectiveness.
Analyze HR metrics and workforce data to identify trends, risks, and opportunities, and recommend data informed solutions.
Support leaders through organizational change, growth, and increased complexity, including department expansion and evolving leadership structures.
Direct and oversee all core HR functions, including recruitment, onboarding, payroll coordination, benefits administration, leave management, performance management, and employee relations.
Oversee the organization’s payroll function, ensuring accurate, timely, and compliant payroll processing in coordination with Finance and external vendors.
Ensure compliance with all applicable federal, state, and local employment laws and regulations.
Oversee HR policies, procedures, and employee handbook updates to ensure consistency, compliance, and best practices.
Partner with General Counsel and senior leadership on sensitive employee relations matters, investigations, and corrective actions.
Lead organization wide talent strategies, including recruitment, workforce planning, onboarding, training, performance evaluation, leadership development, and professional advancement.
Support managers in building strong, accountable teams through coaching, feedback, and performance improvement planning.
Oversee and continuously improve performance management processes to ensure alignment with organizational values and goals.
Support culture building initiatives that reinforce equity, inclusion, engagement, accountability, and retention as the organization continues to grow.
Oversee compensation and benefits administration, including salary structures, benefits plans, retirement plans, and annual renewals, in collaboration with Finance and external vendors.
Ensure HRIS, payroll, and personnel records are maintained accurately, securely, and in compliance with regulatory requirements, with strict adherence to confidentiality and data integrity.
Lead the evaluation and continuous improvement of HR and payroll systems and workflows to support increased scale, reporting needs, and operational efficiency.
Lead and support internal and external audits related to payroll, benefits, and HR compliance, and implement corrective actions as needed.
Lead, mentor, and develop HR staff, ensuring clear roles, accountability, and professional growth.
Build HR team capacity and recommend staffing, structure, or external resources to support organizational growth.
Collaborate cross functionally with Operations, Finance, and program leadership to ensure HR practices support operational and financial needs.
Provide regular reporting and updates to senior leadership and, as needed, the Board of Directors on HR strategy, workforce metrics, and initiatives.