Director of Human Resources

Director of Human Resources

The Robert Rauschenberg Foundation builds on the legacy of artist Robert Rauschenberg, emphasizing his belief that artists can drive social change. Rauschenberg sought to act in the "gap" between art and life, valuing chance and collaboration across disciplines. As such, the Foundation celebrates new and even untested ways of thinking.

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.

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
• Lead recruitment and hiring, including job descriptions, candidate assessment, offers, onboarding, and related documentation, with a focus on attracting and retaining a strong and diverse workforce
• Advise and coach managers on performance management, goal setting, feedback, performance concerns, employee development, and workplace challenges
• Support employee growth and leadership development, and foster a culture of accountability, learning, engagement, and continuous feedback

Compensation, Benefits & Payroll

• Lead the Foundation's compensation program, including salary benchmarking, annual reviews, internal equity, pay equity, and compensation recommendations for leadership
• Partner with the COO and Finance on compensation planning, benefits strategy, retirement programs, and related employee communications
• Manage the Foundation's biweekly and monthly payroll processes in partnership with Finance, ensuring accurate and timely processing
• Oversee employee benefits, retirement programs, annual enrollment, and the Foundation's relationships with its PEO and benefits providers

Employee Relations & Compliance

• Serve as a trusted HR resource to employees, managers, and leadership on employee relations, workplace concerns, conflict resolution, performance issues, and other employment matters
• Develop and maintain HR policies, procedures, and the employee handbook, ensuring they are clear, current, consistently applied, and aligned with applicable employment laws
• Partner with employment counsel and Foundation leadership on sensitive employment matters, investigations, compliance, and employment-related risk
• Maintain accurate and confidential personnel records and required employment documentation, including agreements and procedures for employees, consultants, contractors, and other non-employee service providers

HR Operations, Systems & Vendor Management

• Manage day-to-day HR matters and provide timely, consistent support to employees and managers
• Own the Foundation's HR systems, including the ATS, HRIS, and PEO platform, and ensure systems and records are accurate, useful, and appropriately protected
• Manage relationships with the PEO, benefits providers, HR vendors, consultants, and other external service providers, including contracts, renewals, service issues, and performance
• Review and improve HR processes and workflows, identifying opportunities to streamline or automate work while maintaining appropriate controls, accuracy, and confidentiality
• Manage the HR budget, monitor expenditures, and maintain clear procedures and documentation as needed

Foundation-Wide Initiatives & Change Management

• Serve as the HR lead for Foundation-wide initiatives and organizational changes that affect staff, structure, or operations
• Advise leadership on the HR implications of restructurings, program launches, relocations, special projects, and other significant transitions
• Develop and carry out HR plans for organizational changes, including staffing, onboarding, training, employee support, and implementation
• Partner with leadership on communications with employees during significant changes, helping ensure information is clear, timely, consistent, and respectful

Essential Skills, Qualifications & Experience

• 10+ years of progressive human resources experience, with broad generalist expertise across employee relations, talent acquisition, performance management, compensation, benefits, payroll, compliance, and HR operations
• Experience in a nonprofit, arts, cultural, philanthropic, or other mission-driven organization strongly preferred
• Proven ability to independently manage the full range of HR responsibilities, balancing strategic planning, leadership advising, and hands-on execution
• Experience advising senior leaders and managers on organizational growth, workforce planning, organizational design, leadership development, succession planning, and organizational change
• Experience working in a lean organization where HR combines strategic partnership with day-to-day operations; experience as a department of one strongly preferred
• Strong knowledge of federal and state employment laws, including applicable New York requirements
• Experience developing and implementing HR policies, procedures, and employee handbooks
• Demonstrated ability to evaluate HR technology platforms, conduct due diligence, lead implementation and rollout aligned with organizational needs and people strategy, and manage the day-to-day administration and ongoing maintenance of HR systems, including ADP TotalSource, Lattice, and Ashby
• Exceptional judgment and discretion in handling confidential, sensitive, and complex employee matters
• Strong analytical, problem-solving, and organizational skills, with the ability to interpret HR data, manage competing priorities, meet deadlines, and provide practical recommendations
• Excellent communication and interpersonal skills, with the ability to build trust and credibility across all levels of the organization
• Bachelor's degree required; advanced degree and/or HR certification (e.g., SHRM-SCP, SPHR) preferred

Core Leadership Attributes

• Serve as a thoughtful and trusted strategic HR partner to senior leadership and managers
• Bring broad, practical HR knowledge and the ability to apply it to the Foundation's evolving needs
• Move comfortably between strategic advising and hands-on HR responsibilities
• Take ownership of the full range of HR responsibilities and follow through on commitments
• Demonstrate sound judgment, discretion, integrity, and credibility
• Build strong relationships and trust across departments and levels of the organization
• Bring a clear commitment to fairness, inclusion, and equitable people practices
• Address difficult workplace and organizational issues directly, thoughtfully, and fairly
• Communicate clearly and appropriately with employees, managers, and senior leadership
• Work independently, stay organized, and manage competing priorities in a lean environment
• Demonstrate genuine interest in the Foundation's work, values, and commitment to artists, culture, and social change

Work Environment

This is a fully in-person role based primarily at RRF's New York, NY office location with occasional travel to RRF's Mount Vernon, NY office.

ADA Specifications

• Ability to