Director of Human Resources

The Movement Cooperative · Remote · Remote

Posted 8/13/2026 · last confirmed live 8/26/2026

Apply on The Movement Cooperative’s site

Organizational Overview Do you want to help ensure that every organizer, advocate, and changemaker in the progressive movement has what they need to create bold, people-powered change? Join us in making that vision a reality. Launched in 2018, The Movement Cooperative (TMC) is a nonprofit member cooperative uniting more than 80 national and state-based organizations and over 1,400 affiliates through shared infrastructure and collaborative support. We bridge the gap between vision and capacity—democratizing access to tools, data, and strategic expertise that help our members organize more efficiently, campaign more effectively, and drive lasting impact across the movement. As a cooperative, TMC is governed by and for its members, with a board(s) made up primarily of staff from member organizations. Together, we’re reimagining what’s possible when movement groups have the infrastructure they need to thrive. Position Overview The Director of Human Resources plays a pivotal role in ensuring an equitable, compliant, and thriving workplace at TMC. As the senior HR leader for TMC’s human-centered, fully remote, and unionized workplace, they report to the Chief of Staff. This role is responsible for shaping the organization’s people strategy while ensuring smooth day-to-day HR administration.  The Director is a leader who is energized by both high-level considerations and operational execution. They enjoy visioning, leading change, and coaching leaders, while also valuing reliable systems, attention to detail, and consistent follow-through. They integrate compliance and operational efficiency into a cohesive people strategy that supports a values-driven and high-performing workplace. As the sole HR leader, the Director is responsible for HR strategy and operations, labor relations, employee relations, people management, benefits administration, compliance, HR vendor management, and organizational development. They lead TMC’s People Operations team, including the Operations Strategist and Learning & Development Lead, which strives to empower TMC staff to thrive by building and sustaining concise, transparent, and equitable practices, policies, and procedures across HR, systems, learning, and culture. This role is part of the Programs constellation at TMC.  Responsibilities HR Operations & Administration (~20%) Own the organization's HR infrastructure: HRIS/PEO (Rippling), benefits platforms (Human Interest, WageWorks/HealthEquity), ATS (Greenhouse), and related tools, ensuring data integrity, accurate reporting, and reliable day-to-day operation. Lead payroll and compensation processing and reporting, in partnership with the CFO, ensuring accuracy, compliance, and timely delivery of pay and benefits. Own benefits administration. Serve as a point of contact for complex benefits questions and collaborate with external vendors as needed. Lead annual benefits open enrollment, including communication planning, system setup, and coordination with external vendors. Own PTO administration and reporting. Maintain the Employee Handbook, HR policies, SOPs, job descriptions, and personnel files, keeping them current with law, CBA provisions, and best practices. Serve as project manager for federal, state, and local compliance reporting, in partnership with the PEO and legal counsel as needed. Serve as primary or triage point for HR-related inquiries from staff, union leadership, and outside parties, ensuring timely, accurate, and consistent responses. Lead proactive communications to staff on policy, benefits, procedure changes, and other people-related announcements (including the monthly People Operations newsletter highlighting benefits, changes, events, and culture). Maintain systems, documentation, and workflows that support accountability and consistency, and reduce dependence on memory. People Experience, Relations & Performance (~20%) Oversee the full employee lifecycle (hiring, promotions, transitions, and separations) in alignment with organization policies, CBA provisions, employment laws, and HR best practices. Serve as the primary point of contact, trusted advisor, and administrator for employee relations matters like conflicts, extended leave requests, accommodation requests, and sensitive HR issues. Own the performance management lifecycle: goal-setting, feedback cycles and reviews, and introductory period processes. Coach managers to apply policies consistently, deliver effective feedback, and lead with equity and clarity. Lead investigations and conflict resolution processes; escalate high-risk matters to legal counsel as appropriate. Lead employee experience research (surveys, interviews, stay/exit conversations) and translate findings into actionable recommendations. Drive retention and engagement strategies grounded in data and what staff are telling you. Partner with the L&D Lead on standard trainings and ongoing learning programs. Labor Relations & CBA Administration (~15%) Actively administer the Collective Bargaining Agreement (CBA), including day-to-day interpretation, application, and compliance with contract provisions including regular reporting requirements. Manage the grievance process end-to-end (intake, investigation, documentation, resolution, and coordination with legal counsel when needed). Serve as primary staff liaison to the Labor Management Committee (LMC) and steward productive, trust-based labor-management relationships. Interpret CBA provisions with managers and the executive team; flag implementation issues and propose resolutions before they escalate. Facilitate Bi-Annual Equity Audit process, as required by the CBA, including hiring of outside consultants, consultation with LMC, and leading review and strategy for implementation of feedback. Track grievance patterns, labor relations trends, and contract risks; report to the Chief of Staff and executive team as needed. Stay current on labor law, employment law, and HR best practices; maintain active HR certification (SHRM-CP/SCP or PHR/SPHR). Strategic Leadership & Organizational Design (~15%) Guide leadership through periods of change and ambiguity with clarity, follow-through, and steady decision-making. Serve as trusted advisor to executive and senior leadership on change management, organizational transitions, and people-related risk. Translate TMC's organizational strategy into a people strategy that advances the mission, supports long-term sustainability, and reflects the organization's structure. Partner with the Chief of Staff and leadership teams to plan workforce needs, organizational structure, role design, and capacity. Ensure job descriptions and competency matrices are holistically considered and aligned with compensation model categorizations, so roles are described consistently and pay decisions are equitable. Identify people-related risks early (staffing gaps, compliance gaps, labor relations issues) and bring forward options before they become crises. Support succession planning for key organizational roles, in partnership with executive leadership. Contribute to organizational strategy as a member of the Senior Leadership Team (SLT). Team Leadership: People Operations (~15%) Lead the People Operations team with a focus on clarity of priorities, coaching, and quality of deliverables. Set team goals and OKRs aligned with the organization's strategy; hold accountability through documentation, regular check-ins, and follow-through. Coach team members in their day-to-day work and professional growth. Make decisions about when to delegate, when to stay close to the details, and when to step in directly. Plan for team capacity and coordinate cross-training. Oversee the team’s maintenance of staff information spaces (e.g. Notion, Drive, Slack) with direct accountability for HR-specific sections. Manager Development, Coaching & Leadership Partnership (~15%) Lead difficult conversations with managers and staff with confidence, humility, and a commitment to resolution. Build trust with managers through reliability, clear communication, and consistent follow-through. Coach and advise managers across the organization on people decisions, team dynamics, and leadership challenges. Develop and maintain training and resources for new and experienced managers to ensure management practices are consistent, compliant, and human-centered across the organization, partnering with the L&D Lead on design and delivery. Convene and facilitate manager meetings, design agendas that advance leadership practice and build a coherent manager community. Qualifications Experience  8+ years of progressive HR experience, including 4+ years in a senior HR leadership role and 2+ years managing people. Active CBA administration in a unionized workplace is a must-have. Candidates should have hands-on experience with contract interpretation, grievance management, and labor-management collaboration (not just familiarity with these concepts). Current HR certification (PHR, SPHR, SHRM-CP, or SHRM-SCP), or willingness to obtain within 6 months of hire. Proven success operating as the senior HR leader for a small-to-mid-sized organization (~50 people), ideally as a sole HR practitioner or with limited direct support. Experience working across multiple state jurisdictions. Demonstrated experience with employee relations, conflict resolution, performance management, and workplace investigations. Strong background in HR compliance, federal and state employment law, and labor relations. Track record of building and maintaining iterative and dependable HR systems, processes, and documentation. Experience using and administering HRIS, benefits management systems, and ATS. Experience working in or with values-driven, progressive, member-driven, and/or nonprofit organizations. Proven experience supporting organizations through significant change management moments. Demonstrated commitment to anti-racism, equity, and justice in workplace practices. Skills A blend of strategic vision and operational rigor; equally energized by long-term planning and today's to-do list. Expert interpersonal and communication skills; able to coach, mediate, and advise across all levels of the organization. High emotional intelligence, discretion, and judgment in handling confidential and sensitive matters. Strong project management and prioritization skills; able to track dozens of moving priorities without dropping balls. Skilled at creating accountability through documentation and follow-through. Deep understanding of employment law, labor law, and HR compliance. Strategic thinking with the ability to align people strategy with organizational strategy and equity commitments. Comfortable making decisions with incomplete information and navigating ambiguity. Skilled at leading change: guiding others through transitions, building buy-in, and sustaining momentum. Ability to translate complex employment law and CBA concepts into practical guidance for staff and managers. Competency with Google Workspace, Slack, and Asana. Comfortable working independently in a fully remote environment. We especially encourage applications from people who have any of these additional qualifications, which are preferred but not required: Experience working with a PEO (Rippling a plus). Experience managing in a fully remote environment. Competency with Mac OS, Notion, Greenhouse. Experience designing or facilitating training programs for managers. Familiarity with compensation strategy, pay equity frameworks, or total rewards design. Background in organizational development, internal change consulting, or talent planning. Experience developing people strategies aligned to DEIA, retention, and engagement goals. Physical Requirements  Prolonged periods of working on a computer Location Requirements  While TMC’s workplace is remote, we require staff members to reside in and work in the continental United States.  Compensation & Benefits The starting salary range for this position is $123,120 - $132,354 per year. TMC follows a 5-year compensation model with time-in-role-based raises.  This is a full-time exempt position. TMC is dedicated to providing employees with world-class healthcare and wellness benefits, including: Fully covered employee-only health plans (plus many employee + spouse/dependent plans) and dental and vision coverage for employees and their dependents; Unlimited paid time off (PTO); Paid parental and adoption leave; Flexible holidays and all-staff holidays (including one-week summer closure, and two-week winter closure); Health Reimbursement Arrangement (HRA) up to $3,500 per year for out-of-pocket medical costs; 401(k) retirement plan with company matching (100% on the first 1% you contribute, plus 50% on the next 5%); Initial home office set-up stipend + monthly office stipend (or WeWork membership); $50,000 in life insurance, fully covered; Professional development stipend up to $3,500 per year for conferences, books, and other learning opportunities; Employee Assistance Program with confidential 24/7 support for emotional, financial, legal, family, and work-life issues; and more!! Next Steps Please submit your application materials as outlined here: https://docs.google.com/document/d/1dnHMr8ux4SP1nyz8hTD6XBQtyLWPejiKIP7EsxQenjk/preview Applications must be submitted by 6:00 p.m. ET on Thursday, August 27, 2026. Here’s what you can expect from our interview process:  Application Materials Review Panel interview (~60 minutes) Final interview (~60 minutes) We are looking to fill this position by October 2026.   In compliance with federal law, all persons hired will be required to verify identity and eligibility to work in the United States and to complete the required employment eligibility verification form upon hire. TMC will not sponsor work visas or green cards. The Movement Cooperative is an equal opportunity employer.  The Movement Cooperative is committed to providing a workplace free from discrimination or harassment. TMC recruits, employs, trains, compensates, and promotes regardless of race, religion, color, national origin, sex, gender, gender identity or expression, sexual orientation, citizenship status, disability status, genetics, age, veteran status, pregnancy/maternity, marriage/civil partnership, or any other characteristic protected by federal, state, or local laws. At The Movement Cooperative, we have a clear vision: to be an organization where a diverse mix of talented people are inspired to do their best work, incentivized to stay with us year-over-year, and can progress in their careers in meaningful and impactful ways. We pride ourselves on bringing the best to our members, and we know our organization runs on the hard work, well-being, and dedication of our passionate and creative employees. Request a reasonable accommodation if you need one to apply or participate in the interview process.

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