Director of Human Resources

POSITION TITLE: Director of Human Resources
REPORTS TO: Executive Director
HOURS: Full Time, Exempt
WORKSITE: Omaha, Nebraska


COMPENSATION

• Annual salary range of $90,000 - $120,000, commensurate with experience.

EMPLOYEE BENEFITS

• Unlimited paid time off (including employee birthday)
• Nine paid holidays, including a year-end holiday break
• Shortened summer Fridays
• Medical, dental, vision, life, and AD&D insurance
• 403(b) retirement plan with automatic 5% employer contribution
• Employee Wellness Program and Employee Assistance Program (EAP)
• Annual professional development stipends
• Relocation assistance; travel and expense reimbursement

ORGANIZATIONAL DESCRIPTION
In 2022, Immigrant Legal Center and Refugee Empowerment Center merged, and the combined nonprofit organization is now CIRA, the Center for Immigrant & Refugee Advancement. Our diverse team of experts provides exceptional, compassionate legal representation, refugee services, and social work services.

We take on the most complex immigration cases, resettle refugees from around the world, and ensure all clients have access to much-needed resources. Operating in offices from Council Bluffs to Scottsbluff, our team of more than 100 full-time employees helps communities' welcome immigrants and refugees as they build their lives here. We assist with all forms of family and humanitarian-based immigration, and we never turn any family away due to inability to pay.
WHY THIS ROLE MATTERS

CIRA is at a pivotal moment in its organizational journey. As a mission-driven nonprofit serving immigrants and refugees, CIRA has grown in size, complexity, and impact. The organization is now focused on strengthening its internal systems, developing its people, and ensuring long-term continuity so staff can sustainably deliver life-changing services.

The Director of Human Resources plays a critical role in this next chapter. It is an opportunity to build, modernize, and strengthen the organization's support for its people, while honoring the mission, values, and lived experiences of those who carry the work forward every day.
POSITION DESCRIPTION
Reporting to the Executive Director and serving on the leadership team, the Director of Human Resources provides both strategic and hands-on leadership for all human resources functions across the organization. This role is responsible for strengthening people systems, developing staff and leaders, modernizing HR infrastructure, and supporting long-term organizational sustainability. This is an opportunity to join an organization known for its supportive culture, strong employee engagement, and low turnover, even through periods of significant growth and change.

The Director serves as a trusted advisor to senior leadership, offering honest perspectives, sound judgment, and practical solutions that translate mission-driven values into effective people practices. Success in this role requires balancing empathy with accountability, strategy with execution, and continuity with thoughtful change. This role is intended to provide long-term leadership and continuity as the organization continues to grow and mature while planning for future leadership transitions.

CORE FUNCTIONS OF THE POSITION
Strategic HR Leadership & Partnership

• Serve as a trusted advisor to the Executive Director and leadership team on people strategy, organizational health, and workforce risk
• Develop and execute HR strategies aligned with organizational priorities, growth, and long-term sustainability
• Lead workforce planning, talent management, succession planning, and organizational development efforts
• Use workforce data and insights to inform decisions and prioritize action

Talent Acquisition, Staff Development, and Employee Experience

• Provide oversight and direction for recruitment, onboarding, and retention strategies
• Ensure hiring and onboarding practices are equitable, efficient, compliant, and aligned with CIRA's mission and values
• Collaborate with leaders to identify staffing needs, role design, and workforce planning strategies
• Design and implement practical, accessible training and development approaches that support retention and internal growth
• Collaborate with leadership to design and support employee engagement initiatives and team building events, including seasonal activities and informal gatherings that strengthen workplace culture and connection
• Champion a people-centered culture rooted in inclusion, respect, and belonging

HR Operations and Systems

• Evaluate and implement HR systems and process improvements that create real efficiency and reliability
• Oversee administration of all employee benefits programs, including medical, dental, vision, life, disability, retirement, and leave of absence programs, ensuring compliance with applicable laws and organizational policies
• Partner with brokers, insurance carriers, retirement providers, and Finance to manage plan performance, costs, renewals, payroll deduction updates, benefit audits, and issue resolution
• Lead annual open enrollment planning, communication, and execution, driving agency-wide participation and employee engagement
• Ensure compliance with ACA reporting, insurance requirements, and all benefits-related regulatory filings and submissions
• Serve as the primary resource for complex employee benefits inquiries, providing clear guidance and timely resolution
• Support leadership with compensation strategy, market benchmarking, salary analysis, pay equity reviews, and workforce retention initiatives

Employee Relations and Performance Management

• Serve as the senior resource for complex employee relations matters and workplace investigations
• Coach managers through conflict resolution, difficult personnel situations, and performance management strategies
• Foster a connected, collaborative workplace culture by supporting employee integration, engagement and recognition
• Promote consistent and fair application of policies and employment practices

Compliance and Risk Management

• Ensure organizational compliance with federal, state, and local employment laws and regulations across all HR functions, including employee relations, benefits, compensation, and offboarding
• Maintain up to date knowledge of evolving employment legislation and ensure HR policies and handbook remain in compliance

QUALIFICATIONS

• Bachelor's degree in human resources, nonprofit management, business administration, organizational psychology, or a related field; equivalent experience will be considered
• 7+ years of progressive human resources leadership experience, including advising senior leaders
• SHRM-SCP, SPHR, or equivalent certification preferred
• Demonstrated experience in organizational development, workforce planning, and staff development
• Demonstrated cultural competence and understanding of the unique experiences of diverse populations, including immigrants and refugees
• Ability to translate complex HR concepts, including benefits, insurance, and retirement systems, into understandable guidance for employees from diverse cultural and linguistic backgrounds
• Proven ability to coach leaders and navigate complex employee relations issues
• Experience using HRIS platforms and workforce data to drive decisions
• Working knowledge of employment regulations, including FLSA, ACA, ERISA, COBRA, HIPAA, IRS, and DOL requirements
• Proficiency in Office 365 applications and ability to learn new software
• Ability to pass all required background checks
• Must be authorized to work in the United States

WORKING CONDITIONS

• This is not a remote position.
• Workdays pertain to a Monday - Friday schedule, 8:30 AM - 5:00 PM, additional hours may apply depending on work.
• Occasional travel to offsite meetings and our Lincoln office depending on employee and department needs.

TO APPLY
Please upload a cover letter, resume, and three professional references all in PDF format to the job application link.


The above statements are intended to describe the general nature and level of the work being performed by individuals assigned to this job. They are not an exhaustive list of all duties and responsibilities associated with it.


INCLUSION & EQUAL EMPLOYMENT OPPORTUNITY STATEMENT
CIRA is fully committed to Equal Employment Opportunity. We do not discriminate based on an individual's race, color, religion, sex (including pregnancy and gender identity), national origin, political affiliation, sexual orientation, marital status, disability, genetic information, age, military service, or any characteristics prohibited by law. This policy governs all aspects of employment at CIRA, including recruiting, hiring, assignments, training, promotions, compensation, employee benefits, employee discipline and discharge, and all other terms and conditions of employment.