Director of Human Resources

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  Serve as a management co-chair of the labor-management committee to lead day-to-day labor relations affairs and bargaining efforts for successor contracts of the Collective Bargaining Agreement. 

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  Partner with the CPC and COO on the collective bargaining strategy, negotiations, contract administration, and ongoing labor-management collaboration. 

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  Interpret and administer the collective bargaining agreement and ensure compliance with its provisions. 

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  Manage unit grievances from submission through resolution, including coordinating with organizational leaders, managers, union representatives, and legal counsel as appropriate. 

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  Coordinate labor-management committee meetings (e.g. annual joint labor-management performance review committee), including preparation, follow-up, and implementation of agreed-upon actions. 

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  Partner with the Director of Talent in administering the performance management process. 

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  Partner with the CPC and organizational leadership on employee relations matters, including workplace concerns, investigations, conflict resolution, mediation, and personnel decision-making. 

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  Provide guidance to supervisors and leadership on employee relations matters, including performance concerns, disciplinary actions, accommodations, leaves, workplace conduct, and other employment issues. 

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  Identify emerging employee and labor relations trends and recommend appropriate interventions to the CPC and organizational leadership. 

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  Ensure bargaining-unit job description reviews and related classification processes in partnership with the Talent team and organizational leaders. 

• Monitor compliance with applicable federal, state, and local employment laws and regulations and advise the CPC and organizational leaders regarding changes and potential areas of risk. 

• Serve as an internal advisor to staff, supervisors, and managers regarding the interpretation and application of HR policies, procedures, rules, employment laws, and collective bargaining agreement provisions. 

• Lead the ongoing review, maintenance, and education of the employee handbook and HR policies, ensuring policies are legally compliant, clear, equitable, and aligned with organizational values. 

• Partner with the CPC and legal counsel, as appropriate, on employment-related compliance matters, investigations, policy interpretation, and emerging legal or regulatory requirements. 

• Conduct or oversee workplace investigations and recommend appropriate corrective or preventive actions. 

• Maintain appropriate HR documentation and records and ensure practices comply with applicable recordkeeping requirements. 

• Identify and assess employment-related risks and recommend improvements to policies, practices, and processes to mitigate organizational exposure. 

• Support organizational compliance with applicable requirements related to leave, accommodations, workplace conduct, wage and hour practices, and other employment matters. 

• Partner with the Director of Talent, CPC, and organizational leaders on workforce planning, including assessing organizational staffing needs, workforce trends, position structures, and future talent requirements. 

• Provide HR and employment-related guidance on organizational changes, restructurings, position classifications, and other workforce initiatives. 

• Partner with the Director of Talent on retention and employee engagement initiatives, contributing an HR perspective informed by employee relations, benefits, workplace practices, and workforce data. 

• Contribute to broader People & Culture initiatives that require cross-functional partnership between HR operations and talent development. 

• Evaluate and recommend improvements to HR systems, technology, workflows, and processes within the Director's portfolio. 

• Partner with the CPC and relevant internal stakeholders to implement and optimize HR technology and systems. 

• Use HR data and trends to identify compliance, employee relations, benefits, labor, and operational issues and inform recommendations. 

• Develop and maintain appropriate reporting and metrics related to labor relations, employee relations, benefits, compliance, and HR operations. 

• Identify opportunities to improve the consistency, efficiency, and effectiveness of People & Culture practices across a geographically distributed workforce. 

• Partner with the CPC and other leaders to ensure coordinated delivery of HR programs and services across the organization. 

• Serve as a trusted subject-matter expert and advisor to organizational leaders on matters within the Director's portfolio. 

• Contribute to broader People & Culture strategy and organizational initiatives where the Director's functional expertise is relevant. 

• Promote fair, equitable, inclusive, and consistent employment practices across the organization. 

• Participate in organizational leadership meetings and committees as appropriate to the scope of the role. 

• 8+ years of progressively responsible experience in HR, with a strong balance of strategic planning and hands-on execution. 

• Demonstrated experience working in a unionized environment, including experience administering a collective bargaining agreement and managing labor-management relationships. 

• Strong knowledge of federal, state, and local employment laws and HR compliance requirements. 

• Demonstrated experience advising managers and organizational leaders on complex employee relations and employment matters. 

• Demonstrated ability to build and maintain trusted, collaborative relationships with employees, managers, senior leaders, and unit representatives. 

• Strong interpersonal and communication skills, with the ability to navigate sensitive, complex, and sometimes conflicting perspectives with professionalism, empathy, and sound judgment. 

• Experience partnering with counsel on complex employee relations, compliance, or labor matters. 

• Experience overseeing complex employee benefits and/or payroll-related operations within a unionized environment. 

• Strong judgment and discretion, with the ability to appropriately manage sensitive and confidential employee matters. 

• Demonstrated ability to interpret policies, collective bargaining agreements, and employment requirements and translate them into practical guidance for managers and employees. 

• Strong project management, organizational, analytical, and problem-solving skills. 

• Experience supervising, coaching, and developing staff through a values-aligned approach. 

• SHRM-CP, PHR, or equivalent HR certification. 

• Experience working in a nonprofit, advocacy, legal, or other mission-driven organization. 

• Experience working with geographically distributed or multi-state workforces. 

• Experience administering self-funded health plans and gender affirming care. 

• Experience advancing DEIB through employee relations, HR policies and practices, benefits, labor relations, and other core human resources functions. 

Our Values & DEIB Philosophy 

Successful candidates will embrace and champion our Organizational Values and DEIB Philosophy Statement, bringing a commitment to fostering an inclusive, equitable, and supportive workplace. They will thrive in a diverse environment, actively contributing to a culture that respects and uplifts the full spectrum of communities Lambda Legal serves. 

Candidates can review our Organizational Values and DEIB Philosophy Statement on our Careers Page. 
 

Why Work at Lambda Legal? 

You get to do meaningful, life-changing work at a national level for LGBTQ+ people and everyone living with HIV. Lambda Legal also proudly offers competitive benefits for our team. We understand that our staff’s dedication and effort are instrumental in achieving our mission. A highlight of the benefits we offer include: 

• Medical benefits that begin on your start date 
• Dental, Vision, and Life insurance (effective 30 days from your start date) 
• Short & Long-Term Disability plans (effective 30 days from your start date) 
• 403(b) Retirement Plan (employer contribution and matching program begins after 90 days of employment) 
• Paid Time Off: 
  • Paid Vacation (15 Days) 
  • Sick Leave (12 Days) 
  • Personal Leave (3 Days) 
  • Religious Observance Leave (3 Days) 
  • Bereavement and Bereavement Anniversary Leave 
  • Floating Holiday (1 Day) 
• 12 paid holidays and 5 early office closures 
• Flexible Spending Account (FSA/DC FSA) and Commuter Benefits 
• Health Reimbursement Account 
• Annual professional development funds 
• $50 monthly mobile phone reimbursement 
• Summer Fridays from Memorial Day to Labor Day 
• Premium subscription to the Calm App 
• Paid sabbatical after 7 years of service at Lambda Legal (4 weeks for non-exempt positions and 8 weeks for exempt positions) 

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Read more about Lambda Legal's work on our blog and Instagram.

Lambda Legal believes in creating a more equitable playing field for applicants and values the depth of relevant skills built through successful education, work, and life experiences. If your background and skills are a close match for this position, you are strongly encouraged to apply.

Lambda Legal is committed to further building and maintaining a staff that reflects the full range of LGBTQ+, HIV-affected and allied communities, and is an equal opportunity employer. We value a diverse workforce and an inclusive culture. Lambda Legal encourages applications from all qualified individuals without regard to race, color, religion, gender, sexual orientation, gender identity or expression, age, national origin, marital status, citizenship or immigration status, disability, veteran status, record of arrest or conviction, or any other characteristic protected by applicable law. Black people, Indigenous people, people of color, lesbian, gay, bisexual, queer, transgender and gender-diverse people, women, people with abilities in multiple languages, immigrants, people living with disabilities, protected veterans, and formerly incarcerated individuals and individuals living with HIV are all encouraged to apply.