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Human Rights Campaign

Human Rights Campaign

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Associate Director, People Strategy

Associate Director, People Strategy

Human Rights Campaign (HRC)

Washington, DC

Other

Posted 6 days ago

Job description

We strongly encourage people of color, transgender and non-binary people to apply. HRC is an equal opportunity employer and welcomes everyone, including non-LGBTQ+ people, to join our team.Don't meet every single requirement? Studies have shown that people from marginalized communities are less likely to apply to jobs unless they meet every single qualification. At HRC, we are dedicated to building a diverse, inclusive and authentic workplace, so if you're excited about this role but your past experience doesn't align perfectly with every qualification in the job description, we encourage you to apply anyway. You may be just the right candidate for this or other roles.

Position Summary:

The Associate Director, People Strategy partners closely with People Strategy leadership to design, implement, and continuously improve human resources programs and initiatives that enhance the employee experience, strengthen manager capability, ensure compliance, and foster a culture of accountability and growth.The Associate Director serves as a trusted advisor and operationalpartnerwithin the People Strategy team andreports to the Vice President, People Strategy.

The Associate Director is a Washington, DC-based role, reporting to the office in person 2 days/week.

Position Responsibilities:

Employee & Labor Relations:

  • Collaborates on employee relations investigationsin partnership with theVP, People Strategy, ensuring matters are handled with consistency, sound judgment, confidentiality, and alignment with organizational values.
  • Advise and guide managers throughdisciplinary,performance improvement, and corrective actionprocesses, promotingequitable,timely, and well-documented outcomes.
  • Support interpretation, administration, and consistent application of theCollective Bargaining Agreement(CBA)inpartnership with the VP, PeopleStrategy,and other organizational leaders.

Performance Management & Talent Strategy:

  • Leadthe design, implementation, and continuous improvement of the performance review system;assessits effectiveness instrengtheningstaff development, manager accountability,and organizational outcomes.
  • Oversee the administration, adoption,and strategic use of the performance management platform, using data and feedbacktoimprove process quality and user experience.
  • Championa performance culture grounded in accountability, equity,timelyfeedback,and clearexpectations for staff and managers.
  • Lead on operational andmaintainingHRIS systems.

Policy, Compliance & Total Rewards:

  • Revise and communicate HR policies topromotelegal compliance, consistency,operational clarity,and alignment with HRC's organizational values.
  • Advance compliance with applicable federal, state, and local employment laws by advising leaders,identifyingrisk areas, and supporting consistentpeoplepractices.
  • Contribute strategic analysis and recommendations tothe total rewards strategy, including compensation analysis, benchmarking, and equity review.
  • Analyze workforce, compliance, and employee relationstrends thatmayaffect organizationalobjectivesor operational resources; interpret relevantlaws and policies and advise management and employees accordingly.
  • Overseetimelyandaccuratecompliance reporting, including OSHA, EEOC,unemployment,and otherapplicablelaborand employmentrequirements.

Recruitment & Workforce Planning:

  • Handle full-cycle recruitmentfor assigned rolesand adviseleaderson workforce planning,talent pipeline strategies, and staffing decisions that support organizational priorities.
  • Coach and guidehiringmanagers onequitable,effective, and legally complianthiring practicesthat strengthen candidate experience and decision quality.
  • Manage job architecture and position classification reviewsto support internal equity, role clarity, and consistent organizational design practices.
  • Act as backup for new hire orientationas needed, ensuring onboarding practices reinforce organizational culture, expectations, and employee engagement.

Benefits:

  • Serve as back up on employee benefits administrationas needed, helping ensureaccurate, responsive, and employee-centered service delivery.
  • Contribute to benefits-related projects and process improvements that enhance program administration, employee communication, and operational effectiveness.

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