Join a national organization committed to advancing a movement to race equity and health justice.

Community Catalyst is a leading Non-Profit national health advocacy organization dedicated to advancing a movement for health equity and justice. We partner with local, state and national advocates to leverage and build power so all people can influence decisions that affect their health. Health systems will not be accountable to people without a fully engaged and organized community voice. Thats why we work every day to ensure peoples interests are represented wherever important decisions about health and health care are made: in communities, state houses and on Capitol Hill.

Location:Remote with some travel

Status:Full-time, Exempt

Reports to:COO

Position Summary

The Director of Human Resources ( P&C ) leads and manages the organizations P&C strategy and operations to support a high-performing, mission-driven workforce with staff across the United States, including Washington, DC, and Puerto Rico. This role serves as a strategic partner to organizational leadership and a hands-on leader responsible for building equitable, compliant, and scalable people systems. The Director of P&C oversees talent acquisition, employee relations, performance management, learning and development, compensation and benefits, compliance, and P&C operations. This role also serves as a key P&C leader in a unionized environment, supporting consistent, fair workplace practices and constructive labor-management relationships. The ideal candidate brings deep P&C expertise, strong judgment, and a values aligned approach that strengthens culture, staff well-being, and accountability.

This position is classified as exempt and confidential, so this is not a union eligible job.

Key Responsibilities

1) P&C Strategy & Leadership

• Develop and implement an P&C strategy aligned with organizational mission, values, and strategic goals
• Serve as a strategic advisor to the Chief Operations Officer and leadership team on P&C best practices, workforce planning, and organizational change
• Build and continuously improve P&C infrastructure to support a distributed, multi-jurisdiction workforce
• Track and report key workforce metrics (retention, hiring timelines, staff engagement, performance and turnover trends)
• Collects and analyzes statistical data to evaluate the organization’s population in accordance with P&C standards and goals.
• Draft, distribute, and maintain P&C communications.

2) Multi-State, DC, & Puerto Rico Compliance

• Ensure compliance with applicable federal, state, local, and DC employment laws and regulations
• Maintain policies and practices that are consistent and compliant across jurisdictions, including leave, wage/hour, and classification standards
• Partner with legal counsel as needed on complex P&C matters, investigations, and compliance risk
• Ensure P&C documentation and processes are legally sound, timely, and aligned with organizational policy and applicable union agreements

3) Labor-Management Partnerships (Unionized Environment)

• Support effective labor-management relationships, Collective Bargaining Agreement (CBA) negotiation, and consistent implementation of P&C practices in a unionized environment
• Ensure supervisors/managers understand and follow union-related protocols, documentation standards, and grievance pathways
• Support contract-consistent employee relations processes and problem-solving in partnership with leadership and labor representatives as appropriate
• Provide guidance and coordination for P&C related preparations connected to bargaining cycles and contract administration (as needed)

4) Talent Acquisition & Onboarding (Distributed Workforce)

• Oversee recruitment and selection processes with a focus on equity, transparency, and candidate experience
• Support managers with role design, structured interviews, evaluation tools, and selection processes
• Develop and maintain scalable onboarding practices that support staff across locations and time zones
• Strengthen hiring approaches for hard-to-fill roles and support retention through early performance clarity and staff support

5) Employee Relations, Investigations & Conflict Resolution

• Lead employee relations practices grounded in fairness, dignity, clarity, and accountability
• Manage and oversee investigations, documentation, and outcomes in compliance with law and organizational policy
• Provide guidance to managers on conflict resolution, performance concerns, corrective action, and staff support
• Implement practices that reduce burnout and support staff well-being, especially in high-impact mission-driven settings
• Promote a culture of consistent expectations, strong communication, and psychological safety

6) Performance Management, Professional Development, and Staff Engagement

• Design and implement a performance management system that supports coaching, accountability, and staff development
• Train and coach supervisors/managers in performance feedback, documentation, development planning, and evaluation
• Support leadership development and succession planning
• Identify training needs and coordinate learning and development initiatives aligned with organizational goals
• Oversee Employee Resource Groups and culture/engagement programs (recognition, wellness, belonging).
• Provides facilitation of meetings and presents to all levels in the organization.

7) Compensation, Benefits & Total Rewards

• Lead compensation structure development and maintenance (job levels, salary bands, internal equity review practices)
• Partner with Finance and leadership to align staffing decisions and compensation practices with funding constraints and sustainability
• Oversee benefits administration, vendor relationships, and annual enrollment processes
• Evaluate benefits competitiveness and recommend improvements to support retention
• Ensure pay and benefits practices align with multi-state requirements and applicable labor agreements

8) P&C Operations, Systems & ADP Optimization

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