Position SummaryReporting to the VP of Operations & Finance, the Director will serve as Airlink's senior HR leader and a strategic partner to employees, managers, and organizational leadership. The Director will lead the full range of human resources functions, including recruitment, onboarding, compensation and benefits, performance management, employee relations, professional development, HR administration and ensuring compliance with State and Federal Regulations.
This is an opportunity for an experienced HR leader to help shape the next stage of Airlink's organizational development. The ideal candidate will bring strong judgment, emotional intelligence, and a collaborative approach, along with the ability to balance strategic thinking with hands-on execution. They will be an approachable and trusted resource to employees and managers, and a thoughtful partner to leadership as Airlink continues to grow and evolve.
We are looking for someone who is energized by establishing strategic employee operations and a healthy, high-performing workplace. The successful candidate will be comfortable navigating change, developing practical solutions, strengthening communication and accountability, and creating opportunities for employees to grow and thrive.
Primary ResponsibilitiesHuman Resources Strategy, Administration & Compliance - Lead and continuously improve the organization's HR strategy, policies, processes, and systems in alignment with organizational goals and strategic priorities.
- Ensure compliance with applicable federal, state, and local employment laws and regulations, proactively recommending updates to organizational policies and practices as needed.
- Develop, update, and communicate employee policies, procedures, and the employee handbook.
- Maintain accurate and confidential employee records and oversee HR systems and personnel processes.
- Utilize workforce metrics such as retention, turnover, and engagement to drive decision-making and provide recommendations to leadership.
- Manage relationships with external HR partners, benefits providers, employment counsel, and other vendors.
Recruitment & Onboarding - Develop and implement effective recruitment strategies that attract diverse and highly qualified applicants.
- Partner with hiring managers throughout the recruitment and selection process, ensuring consistency, equity, and strong candidate communication.
- Manage the end-to-end hiring process, including job descriptions, postings, interviews, references, offers, and pre-employment requirements.
- Develop and continuously improve onboarding programs that help new employees become connected, engaged, and effective members of the organization.
- Partner with leadership on workforce planning and future talent needs.
Compensation & Benefits - Lead the annual review of compensation and benefits programs in partnership with the VP of Operations & Finance and organizational leadership.
- Maintain equitable and competitive compensation practices, informed by market and peer nonprofit data, and recommend adjustments as needed.
- Oversee administration of employee benefits and serve as the primary point of contact for employees and benefits providers.
- Communicate compensation and benefits programs clearly to employees and managers.
Performance Management - Lead and continuously improve the organization's goal-setting and performance management processes.
- Coach managers on performance management, employee development, accountability, and feedback practices.
- Partner with managers and leadership to address performance concerns and implement improvement plans as needed.
- Oversee the development and maintenance of job descriptions, organizational structure, and workforce planning tools.
- Partner with leadership to strengthen organizational effectiveness, talent management, and succession planning.
Employee Relations, Engagement & Culture - Serve as a trusted resource to employees and managers on workplace concerns, policies, performance, and employee relations matters.
- Partner with leadership to foster a positive, respectful, inclusive, and high-performing workplace culture.
- Develop initiatives that strengthen employee engagement, communication, recognition, and retention.
- Coach managers on employee relations issues, conflict resolution, and navigating challenging workplace situations.
- Build and refine organizational practices that promote clarity, accountability, collaboration, and trust.
Learning & Professional Development - Develop and oversee employee learning, professional development, and succession planning programs.
- Identify and coordinate internal and external learning opportunities aligned with organizational and individual development needs.
- Partner with managers to support employee growth and career development.
Qualifications - Bachelor's degree in human resources, business administration, or related field preferred.
- 10+ years of progressive HR experience, with experience leading the HR function or serving as a senior HR business partner.
- Strong knowledge of employment practices, HR administration, employee relations, compensation, benefits, and performance management.
- Demonstrated ability to develop and implement HR policies, programs, and processes.
- Strong interpersonal and communication skills, with the ability to build trust and credibility at all levels of an organization.
- Sound judgment and discretion in handling confidential and sensitive employee matters.
- Strong organizational skills and the ability to manage multiple priorities in a fast-paced environment.
- Experience working in a nonprofit or mission-driven organization preferred.
- SHRM-CP, SHRM-SCP, PHR, or SPHR certification is a plus.
What Success Looks LikeIn this role, success means that employees and managers view HR as a trusted, accessible, and effective resource; core HR processes are consistent and compliant; compensation and benefits practices are competitive and equitable; managers have the tools and support they need to lead effectively; and employees have meaningful opportunities to grow and contribute to the organization's mission.
Location: Airlink is headquartered in downtown Washington, D.C. and operates a hybrid work schedule with the team in-office three days per week. Given the collaborative nature of this in-person position, we are only considering candidates who are in or willing to relocate to the Washington, D.C. area.
Compensation & Benefits: The salary range for this position is $130,000 to $160,000. Additionally, Airlink provides a comprehensive benefits package including, but not limited to:
- 75% company-paid health benefits, including dental and vision for employees
- Competitive 401(k) matching
- Three weeks of paid vacation per year, sick leave, and paid parental leave
- Company-paid life, short-and-long-term disability insurance
