Responsibilities

Reporting to the Chief Operating Officer, the Director of Human Resources serves as a strategic HR partner and trusted advisor to RRF's Executive Leadership Team, and department heads. As the Foundation’s sole HR professional, the role has broad ownership of the Foundation’s human resources responsibilities and works across all levels of the organization, from executive leadership and managers to individual employees.
The Director of Human Resources provides leadership across the full employee lifecycle and all aspects of HR, including workforce planning, organizational effectiveness, talent, compensation, benefits, payroll, employee relations, compliance, HR systems, and day-to-day HR matters. The position works closely with leadership to shape organizational design, staffing, leadership development, succession planning, performance, and organizational change, while also advising managers and employees on a broad range of workplace matters.
This is a senior, strategic, and hands-on role requiring broad generalist HR experience, sound judgment, discretion, and the ability to move comfortably between advising senior leaders, coaching managers, supporting employees, addressing complex employee matters, and managing the day-to-day responsibilities of a stand-alone HR department. The Director of Human Resources plays a central role in helping the Foundation navigate growth, transition, restructuring, and evolving organizational and programmatic priorities.
Key Duties & Responsibilities
Strategic HR Partnering & Organizational Effectiveness
Serve as a strategic HR partner and advisor to leadership and department heads, helping align people and organizational priorities with the Foundation’s mission, goals, and evolving needs
Partner with leadership to establish annual HR priorities and plans, assess organizational needs, and ensure HR initiatives support the Foundation’s goals
Lead workforce planning and organizational design, including staffing, team structure, roles, reporting relationships, and succession planning
Advise leadership on organizational effectiveness, leadership development, culture, employee engagement, and ways to strengthen collaboration, accountability, and performance
Use workforce data, employee feedback, and knowledge of the organization to identify needs, anticipate challenges, and inform organizational decisions
Talent, Performance & Development
Own the employee lifecycle from recruitment and onboarding through performance management, development, retention, and offboarding

Director of Human Resources at Robert Rauschenberg Foundation · LumiJobs

Director of Human Resources

Responsibilities

Benefits

Company

Robert Rauschenberg Foundation

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