Senior Director, Human Resources (Total Rewards, Policy, HRIS, & Administration)

ABOUT THE JOB

The ACLU seeks a full-time position of Senior Director, Human Resources (Total Rewards, Policy, HRIS, & Administration) in the Human Resources department of the ACLU’s National office in New York, NY. This is a hybrid role that has in-office requirements of two (2) days per week or eight (8) days per month. 

The Senior Director, Human Resources (“Senior Director”) is a vital member of the senior leadership team of the Human Resources department and is a strategic lead for all of the ACLU’s core HR functions and systems such as benefits administration (health, wellness, and retirement), compensation, policies, legal compliance, internal budget and procurement management.

The Human Resources department invests in the welfare and development of our employees by creating a place where people love to work, grow their careers, and contribute to the success of the organization. The Human Resources department oversees the entire employee lifecycle and strives to create a best-in-class employee experience through its outreach efforts, total rewards, onboarding, learning and development initiatives, and ongoing employee engagement. The Human Resources department is responsible for creating, strengthening, and sustaining the programs, processes, and policies that empower people, support and advance the institution, and enable the ACLU to deliver on its mission.

Two labor unions represent sizeable portions of the ACLU’s employee base. United Auto Workers (UAW), Local 2110 represents the ACLU’s administrative staff, and Nonprofit Professional Employees Union (NPEU) (“ACLU Staff United”) represents all other non-managerial, non-supervisory, and non-confidential employees. This represents 67% of the total ACLU employee base.

WHAT YOU'LL DO 

Reporting to the Chief Human Resources Officer, the Senior Director will lead, develop, and manage a team of 4-5 and work closely with leaders and teams across the organization, ensuring that the ACLU maintains and strengthens its reputation as an employer of choice and that its Total Rewards, Policy, HR Data Analytics, and internal HR Administrative processes are leading-edge and well-administrated.  

The Senior Director is responsible for overseeing the functional areas of Total Rewards, Policy, HRIS and HR Administration, including all aspects of the ACLU’s total rewards program which includes benefits administration for National and Affiliate offices, compensation, HR policies and systems, legal compliance, HR Data Analytics, and management of internal administration including budget and procurement. In all these capacities, the Senior Director will coordinate closely with the Chief Human Resources Officer, and Senior Director responsible for Talent Acquisition, Management and Engagement and others to ensure that all core HR administration-related practices are grounded in diversity, equity, and inclusion.

The ideal candidate will bring strong leadership skills, exceptional operational insight, and significant experience in either finance or information technology in addition to deep HR knowledge and experience.

YOUR DAY TO DAY

Leadership, Management & Internal Operations

• Manage and oversee a team responsible for the seamless execution of core HR functions including benefits administration (health, wellness, and retirement), classification and compensation, policies and legal compliance,  internal budget and procurement management, and HRIS/HR Data Analytics
• Supervise critical units responsible for the effective administration of the fundamental processes that inform the employee life cycle and experience; develop systems to advance operational efficiencies and accountability
• Serve as a resource to staff and leadership on organizational policy and procedure,  as they relate to HR functional areas; maintain knowledge and understanding of existing and proposed federal and state labor laws and regulations in order to ensure compliance and manage organizational exposure and risk
• Develop and manage departmental budget, setting spending priorities in conjunction with the Chief Human Resources Officer, advising on organization-wide initiatives for staff investment, and authorizing invoices and payments; produce analyses and related reports
• Manage and oversee all aspects of a $10 million benefits and wellness budget, plus program administration, including planning and direction, development of tools and resources, maintenance, and legal compliance with applicable laws such as the Employee Retirement Income Security Act
• Serve National Board Retirement Committee, acting in concert with the Deputy Executive Director for Operations & General Counsel, Chief Operating Officer, and Chief Financial Officer to set and lead committee meetings; advise the National Board on retirement, investment, and other matters as needed
• Serve as a thought partner and strategic advisor to the Chief Human Resources Officer on a range of matters 

Total Rewards & Benefits Administration

• Serve as an advisor and principal in-house expert on retirement and benefits plans, including pension, 401(k), health, life, disability and ancillary benefits that cover National and Affiliate employees across 50 states
• Manage and oversee a defined benefit pension plan, three defined contribution plans and one non-qualified retirement plan with combined assets of approximately $175 million and 2,000 plan participants
• In conjunction with the Chief Human Resources Officer, help administer the organization’s compensation program, ensuring consistency of practice to maintain principles of equity and consistency; responsible for ongoing analyses related to compensation practices, including working with outside consultants to ensure the integrity of the compensation program
• Provide oversight to employee leave plans and accommodations requests, ensuring compliance with the Family Medical Leave Act and Americans with Disabilities Act
• Assess the efficacy of the range of employee benefits and propose strategic improvements for short-, medium-, and long-term developments to the organization’s total rewards portfolio annually; regularly evaluate and conduct benchmarking analyses with peer organizations and recommend benefits improvements to senior management
• Advise and serve as a resource to nationwide network of Affiliate personnel on benefit plans and compliance matters
• Oversee the administration of employee telework/remote work policy as well as temporary staffing requests via external payrolling service

Classification, Compensation, and HR Administration

• Manage and oversee all aspects of classification and compensation including position review, position management, and job description approval
• Oversee nearly 600 positions (filled and vacant), managing overall headcount for the organization, and regularly advising senior leadership on the allocation of positions during the annual and mid-fiscal budget cycles 
• Oversee the assessment of position descriptions, analyzing roles, responsibilities, qualifications, and alignment with organizational priorities; advise management on the efficacy of roles and assess compensation level in collaboration with other HR leadership
• Negotiate and oversee vendors and contracts including contingent workforce providers such as temporary hires; manage and oversee volunteer staff requests and administration
• In coordination with the Chief Human Resources Officer, develop and manage the annual HR budget in alignment with organizational goals.
• Oversee HR-related procurement activities including contracts, vendor relationships, and RFP processes.
• Ensure compliance with internal financial controls and audit requirements.

Compliance & Employee Relations

• Oversee general and specific compliance matters; supervising staff in the preparation and filing of reports and applications required by law with federal and state agencies, such as the Internal Revenue Service, Department of Labor, insurance commissioners, and other regulatory agencies; serve as a resource to the Finance department in organization’s annual audit preparations; also oversee compliance matters related to I-9 requirements, Fair Labor Standards Act (FLSA) determinations and employee classifications, National Labor Relations Board (NLRB) standards; supervising staff in records maintenance
• In conjunction with the Chief Human Resources Officer and Senior Director for Talent Management and Engagement, provide guidance in responding to the department’s docket of employee relations matters related to total compensation and benefits, policy and data analytics.
• Manage and prepare confidential personnel data and analyses for highly sensitive employee matters

FUTURE ACLU'ERS WILL 

• Be committed to advancing the mission of the ACLU
• Center and embed the principles of equity, inclusion and belonging in their work by demonstrating commitment to diversity with an approach that respects and values multiple perspectives
• Be committed to work collaboratively and respectfully toward resolving obstacles and conflicts

WHAT YOU'LL BRING

The successful candidate is a creative, seasoned people and culture thought partner, a strategic problem-solver, a change-agent and collaborator, an approachable, trusted, responsive, and optimistic leader, and an excellent coach and facilitator who approaches their work with a lens for diversity, equity, and inclusion. 

While it is understood that no one candidate will bring every desired skill, characteristic, and experience, the following offers a reflection of the ideal candidate profile.  

• Substantial, progressive experience as a Human Resources professional with specific expertise in employee benefits, compensation, budget and procurement, and a history of successfully managing and developing teams significant track record of success in senior leadership roles in complex organizations
• Demonstrated knowledge of and experience with HR best practices, particularly in the functional areas of total rewards, benefits administration, legal compliance, and HR Data Analytics. 
• Demonstrated record of success in driving organizational change and results, building and managing teams of people, facilitating innovative “design thinking,” which will include developing, managing and implementing complex projects and programs
• Track record of developing, implementing, and leading forward-thinking total rewards initiatives that result in organizational reputation as an employer of choice and high rates of engagement and retention
• Exceptional interpersonal and communications skills, with the ability to build and strengthen trust and connections across a diverse range of stakeholders
• Strong organizational skills, self-motivation, and ability to work both independently and in teams to set priorities and manage multiple projects and deadlines
• Judgment, tact, and diplomacy required to resolve employee-related issues and problems, lead negotiations, manage conflict, and counsel managers and associates through challenging situations
• Creativity and a willingness to challenge conventional thinking coupled with the ability to collaborate, listen well, and to take the lead in problem-solving and consensus-building
• Experience directly supervising teams and managing people with an emphasis on coaching and development
• Values-driven, high integrity, and a reputation for a balanced, diplomatic, and consultative approach

PREFERRED QUALIFICATIONS

• PHR, SPHR certification and/or other relevant professional certifications 
• Experience in a supervisory role with a diverse, multi-generational, geographically spread workforce strongly preferred; experience working in an advocacy environment desirable 
• Proficient in Microsoft Office, HRIS databases, and HCM systems
• Advanced degree in Human Resources Management, Business Management or related field of study preferred

COMPENSATION

WHY THE ACLU

For over 100 years, the ACLU has worked to defend and preserve the individual rights and liberties guaranteed by the Constitution and laws of the United States. Whether it’s ending mass incarceration, achieving full equality for the LGBTQ+ community, establishing new privacy protections for our digital age, or preserving the right to vote or the right to have an abortion, the ACLU takes up the toughest civil liberties cases and issues to defend all people.

We know that great people make a great organization. We value our people and know that what we offer is essential not just their work, but to their overall well-being. 

At the ACLU, we offer a broad range of benefits, which include:

• Time away to focus on the things that matter with a generous paid time-off policy
• Focus on your well-being with comprehensive healthcare benefits (including medical, dental and vision coverage, parental leave, gender affirming care & fertility treatment)
• Plan for your retirement with 401k plan and employer match
• We support employee growth and development through annual professional development funds, internal professional development programs and workshops

OUR COMMITMENT TO ACCESSIBILITY, EQUITY, DIVERSITY & INCLUSION

Accessibility, equity, diversity and inclusion are core values of the ACLU and central to our work to advance liberty, equality, and justice for all. For us diversity, equity, accessibility, and inclusion are not just check-the-box activities, but a chance for us to make long-term meaningful change.  We are a community committed to learning and growth, humility and grace, transparency and accountability. We believe in a collective responsibility to create a culture of belonging for all people within our organization – one that respects and embraces difference; treats everyone equitably; and empowers our colleagues to do the best work possible. We are as committed to anti-oppression, anti-ableism, and anti-racism internally as we are externally. Because whether we’re in the courts or in the office, we believe ‘We the People’ means all of us.

With this commitment in mind, we strongly encourage applications from all qualified individuals without regard to race, color, religion, gender, sexual orientation, gender identity or expression, age, national origin, marital status, citizenship, disability, veteran status and record of arrest or conviction, or any other characteristic protected by applicable law.    

The ACLU is committed to providing reasonable accommodation to individuals with disabilities. If you are a qualified individual with a disability and need assistance applying online, please email benefits.hrdept@aclu.org. If you are selected for an interview, you will receive additional information regarding how to request an accommodation for the interview process.

The Department of Education has determined that employment in this position at the ACLU does not qualify for the Public Service Loan Forgiveness Program.