ABOUT NLIHC

 Founded in 1974 by Cushing N. Dolbeare, NLIHC educates, organizes and advocates to ensure decent, affordable housing for everyone.

Our goals are to preserve existing federally assisted homes and housing resources, expand the supply of low income housing, and establish housing stability as the primary purpose of federal low income housing policy.

NLIHC’s staff teams work together to achieve our advocacy goals. Our Research Team studies trends and analyzes data to create a picture of the need for low income housing across the country. Our Policy Team educates lawmakers about housing need and analyzes and shapes public policy. Our Field Team mobilizes members and supporters across the country to advocate for good housing policy. Our Communications Team shapes public opinion of low income housing issues. And our Administration Team works to ensure NLIHC remains a sustainable, high-capacity organization.

JOB SUMMARY

The Director of People and Culture is primarily responsible for leading all aspects of Human Resources including fostering an inclusive culture, talent acquisition/development, compensation and benefits, hiring/onboarding, employee engagement, performance management, change management, organizational and workforce planning, training, and development. Reporting to the VP of Operations and Finance, they will be involved in a wide range of internal initiatives, including the creation and implementation of staffing plans, policies, and practices.

A FEW ESSENTIAL DUTIES & RESPONSIBILITIES

Culture/Employee Relations

• Collaborate with members of the Operations Team to oversee, support, and distribute internal staff communications.
• Serve as HR contact for all employees; proactively engage employees to maintain and improve working relationships and office culture, build morale, and increase productivity and retention; communicate openly and frequently, keeping staff informed on benefit resources, organizational events, and other pertinent information.

Strategy

• Collaborate with Operations Team to assess and address staffing requirements and employee needs.
• Review and make recommendations to SLT for improvement of the organization’s organizational development policies, procedures, and practices; propose strategies for effective talent management as part of organizational development.

Professional Development and Performance Management

• Oversee performance management activities including supporting staff growth and improvement through effective feedback and performance management process and training; collaborate with Operations Team, with input from full Senior Leadership Team, to develop and implement new performance management approaches.
• Provide performance management guidance and training to supervisors and support them in carrying out their responsibilities on personnel matters (supervision/coaching, mentoring, professional development, and disciplinary actions); provide supervisors and staff members with coaching and resources to promote and improve interpersonal and team collaboration.

Recruitment, Hiring, Onboarding, Off Boarding, Succession Planning

• Lead the development of strategies to identify and attract talent, including the creation of a recruitment and hiring process; work closely with supervisors and Operations Team on crafting job descriptions and setting recruitment goals.
• Plan and conduct general organizational onboarding and orientation for new employees; develop and standardize onboarding expectations, schedules, protocols, and procedures across organization.

Compensation and Benefits Management/Payroll

• Administer a compensation program including salary and benefit surveys and market research to ensure that salary offers remain highly competitive.  
• Oversee and implement budgets for recruiting, training/staff development, and benefits programs.

View full position details and how to apply!

Our Commitment to Equity, Diversity, Inclusion & Justice

Nonprofit HR is committed to fostering and maintaining a work environment where equity, diversity, inclusion & justice (EDIJ) 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 EDIJ and position our content and educational opportunities to help strengthen the talent management capacity of the social impact sector. See the full statement