Director of People, Talent & Human Resources

Service Employees International Union 

Job Title: Director of People, Talent & Human Resources 

Grade: MGT I

Annual Salary: $162,520.47

Location: Washington, DC (Headquarters) 

Organization Overview: 

We are the Service Employees International Union (SEIU), a union of about 2 million diverse members in healthcare, the public sector, and property services. We believe in and fight for our Vision for a Just Society: where all workers are valued and all people respected - no matter where we come from or what color we are; where all families and communities can thrive; and where we leave a better and more equitable world for generations to come. 

We are an anti-racist union determined to check corporate power and uproot structural racism through unions, worker power and collective action and government, legislative and political action. We fight for Unions for All and a Government that Works for All so that all of us, across race and place, can have power together in unions and participate fully in our democracy. 

Purpose: 

The Director of People, Talent & Human Resources leads SEIU’s human capital strategy, driving HR systems and structures that reflect and advance the union’s mission and values. This role is responsible for building and operationalizing talent systems that align with SEIU’s anti-racist organizational goals and long-term strategic priorities. The Director serves as a key thought partner to the Executive Office and senior leadership, advancing a vision of workplace culture grounded in equity, inclusion, wellness, and accountability. 

The position oversees the full lifecycle of human resources operations, including staff relations, recruitment and retention, labor relations, performance management, training and development, compensation, compliance, and HR technology. The Director must bring deep change management expertise and a systems-thinking mindset, with the ability to lead in a fast-paced, mission-driven, and politically engaged union environment. 

Strategic Leadership & Team Management

• Drive the development and execution of union-wide people strategy aligned with organizational mission, growth objectives, and strategic priorities across the union.
• Oversee and guide SEIU’s approach to talent acquisition, onboarding, performance management, development, and succession planning, ensuring alignment with organizational equity and inclusion goals. 
• Manage and support a multiracial, multicultural team of HR professionals, cultivating a high-performing and equity-centered department. 
• Partner with the Executive Office and senior leadership to lead change management processes that foster organizational agility, sustainability, and alignment across functions and departments including policy development, culture-building efforts, organizational design, and staffing models.
• Oversee and administer all Human Resource programs, including payroll systems, benefit plan design and administration, and total rewards strategy. 
• Promote and model SEIU’s values by embedding anti-racist, pro-worker, and inclusive practices in all HR policies, procedures, and culture-building initiatives.
• Foster cross-functional collaboration and strategic alignment between HR initiatives and broader union objectives.

Culture & Employee Relations

• Provide leadership through labor relations, including interpretation of collective bargaining agreements, grievance resolution, labor-management collaboration, and compliance with federal and state labor laws.
• Champion a values-driven, high-performance culture that attracts, develops, and retains top-tier talent while maintaining union solidarity and organizational mission alignment.
• Drive comprehensive diversity, equity, inclusion, and belonging strategy with measurable impact on innovation, growth, and organizational effectiveness.
• Oversee enterprise-wide employee experience initiatives that enhance engagement, well-being, and retention across all levels and geographies.
• Ensure talent acquisition strategies support union workforce needs and competitive positioning for union talent.
• Lead succession planning and talent pipeline development to ensure leadership continuity and build internal capabilities for long-term union sustainability.
• Foster leadership development and career progression frameworks that build internal talent pipelines and support union growth including workforce strategy and operational effectiveness.

Compliance & Risk Management

• Lead the evolution of HR systems, data analytics, and digital capabilities to support modern, scalable workforce strategy and evidence-based decision making.
• Ensure comprehensive compliance with labor laws, employment regulations, and risk management across all jurisdictions and union operations.
• Drive total rewards strategy including competitive compensation, benefits, and recognition programs aligned with market trends and organizational values.
• Oversee change management and transformation initiatives to ensure organizational agility and resilience.
• Partner with Finance, Legal, and Executive Team on enterprise initiatives that impact workforce strategy and operational effectiveness.

Contacts: 

President and Officers, Executive Office, Department and Division Directors, local union affiliates, staff, outside legal counsel, benefit and payroll vendors, and strategic partners. 

Direction and Decision-Making: 

This position reports to the Chief of Staff and works independently, exercising significant discretion and judgment. 

Education and Experience: 

• Progressively responsible experience in human resources, including at least 5 years in a senior or director-level leadership role within a complex, high-stakes organization. 
• Demonstrated experience managing the full lifecycle of HR functions in a unionized, labor, organizing, or movement-building environment strongly preferred. 
• Bachelor’s degree or equivalent professional experience demonstrating mastery of HR leadership, labor relations, and organizational development.
• Relevant certifications such as PHR, SPHR, SHRM-CP, or SHRM-SCP.
• Experience in social justice, advocacy, or mission-driven organizations.
• Experience with HRIS platforms and leading HR technology implementations.

Knowledge, Skills, and Abilities: 

• Deep expertise in human resources leadership, labor relations, and/or organizational development. 
• Navigates internal and external political landscapes with tact, discretion, and sound judgment.
• Demonstrated success leading change management initiatives that integrate systems-thinking and equity. 
• Proven ability to partner with executive leadership on long-term workforce and culture strategy.
• Track record of success in building multiracial teams, coaching managers, and supporting staff development and retention. 
• Knowledge of union structures and the labor movement; direct experience with collective bargaining agreements and grievance processes. 
• Strong organizational, strategic planning, and project management skills, with the ability to manage multiple priorities in a complex environment. 
• Ability to communicate clearly and persuasively in writing and orally, including experience facilitating training and presenting to senior leadership. 
• Experience developing and administering HR technology platforms, data systems, and dashboards. 
• Ability to navigate ambiguity, inspire confidence, and lead with humility, equity, and integrity. 

Physical Requirements: 

Work is generally performed in an office setting. Travel and extended hours required. 

 

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About Brightmode Talent

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