Director, Human Resources

The Senior Director, HR Technology will lead the strategy, implementation, optimization, and day-to-day management of the People team's technology ecosystem and operational processes, serving as the primary HR business owner of NRDC’s HRIS (currently Dayforce) and ensuring that our HR systems work together, our data is accurate and actionable, and our People team can focus on the people-centered work that matters most. The Senior Director will lead a team with a focus on strengthening proactive governance, documentation, and prevention. This role spans Core HR, payroll tie-ins, integrations, benefits data flows, security, organizational structures, and reporting. It requires both operational rigor and strategic partnership with People leadership (HRPs, Talent Acquisition, Compensation, Talent Management), Payroll, Finance, and IT. Responsibilities To perform this job successfully, an individual must be able to perform each essential duty satisfactorily. Reasonable accommodations may be made to enable qualified individuals with disabilities to perform the following essential functions: Define and lead the strategy, roadmap, and adoption for HR systems, integrations, and workflows across the employee lifecycle (including HRIS, talent, learning, and performance platforms), serving as the primary HR business owner and partnering closely with IT to ensure systems are secure, reliable, compliant, and consistently used. Design, document, and continuously improve core HR operational processes by translating policies and program requirements into executable, scalable workflows, leveraging technology, automation, standardization, and responsibly governed AI-enabled tools while aligning with organizational policies, equity principles, and legal requirements. Partner with HR leaders, IT, and the Office of General Counsel to advise leadership on system capabilities, risks, governance, and opportunities, and to lead effective configuration, integrations, and ongoing system support. Serve as the primary resource for HR users, optimizing user experience, delivering training, and advocating for usability and best practices. HR Operations Leadership Oversee core HR operational workflows across the employee lifecycle, including onboarding, benefits, payroll, and offboarding, ensuring efficiency, accuracy, and high-quality employee experience. Standardize and automate HR workflows to balance speed, compliance, and quality, while ensuring practices align with NRDC's values. Develop scalable processes and operational infrastructure to support organizational growth. System Implementation & Lifecycle Management Lead the full lifecycle of HR system implementations, enhancements, and decommissionings. Partner with IT, Finance, Office of the General Counsel, and other key stakeholders and vendors to manage timelines, contracts, risks, and change impacts for all system initiatives. Continuously evaluate HR technology and stay current on trends in AI and people analytics to recommend improvements that strengthen effectiveness. Data Management & Integrity, Compliance & Knowledge Management (15%) Oversee People data management and reporting practices to ensure accuracy, security, and responsible use of workforce data, maintaining compliance with employment law, data privacy regulations, and internal policies; ensure appropriate stakeholders can securely access the data they need to meet internal and external goals. Define and maintain standard HR reporting and analysis to provide leadership, the Board, and funders with timely workforce insights that support transparency, equity analysis, and organizational learning. Establish and govern a standardized SOP framework, implementing version control and ownership models to ensure consistency, compliance, and effective cross‑training. Actively pursue professional development and contribute to a culture of learning by building skills and sharing knowledge across the department. The above list of duties is not comprehensive but generally demonstrates the types of matters under this position’s responsibility. Other duties may be assigned. Qualifications Bachelor’s degree in a related field, or equivalent combination of education and experience. 10+ years of HR technology experience within a complex, global growth-focused business, including direct HRIS administration and management. 5+ years of people management experience Experience managing Dayforce HCM, payroll tie‑ins, and benefits integrations. Experience overseeing HRIS integrations (payroll, benefits, recruiting, time & attendance, learning, etc.) and ensuring end‑to‑end data accuracy. Experience in managing HR data governance, including audits, controls, and error prevention processes. Experience leading high‑performing HRIS teams, including talent evaluation, hiring, and capability upgrades. Experience managing HR technology and systems in a unionized environment. Strong project and stakeholder management skills, with a track record of partnering effectively across HR, IT, Finance, and Legal functions. Strong knowledge of employment law and experience supporting multi-state organizations and navigating related compliance requirements. Experience managing and developing team members and building team capacity Demonstrated experience assessing, consolidating, or rationalizing HR technology portfolios; Strong collaboration and partnership skills with the ability to work credibly across HR, Payroll, Finance, Benefits, and IT. Equal comfort as a strategic thought partner and an operational driver. A bias for action with a tenacious, results‑oriented approach to driving big initiatives. Stays current on industry trends and knows when to push forward or pivot to alternative solutions. Ability to coach and mentor colleagues to share systems knowledge and expertise Builds consensus across functions to achieve goals. Systems and operational thinking — ability to see and improve the whole, not just the parts Advanced proficiency in HR data analysis and Excel. Strong skills in change management and leading through change Excellent skills in collaboration and stakeholder management across functions Ability to deliver with limited resources and navigate organizational complexity Ability to travel to NRDC U.S. based offices, up to 10% annually Commitment to NRDC’s mission, values, and DEI principles Preferred Experience, Education, Skills: Experience successfully implementing a new HRIS. Experience in a nonprofit organization. Experience supporting remote or distributed teams. Experience with Tableau or Power BI. AI implementation skills with a desire to deploy AI solutions, automate workflows, and build data infrastructure for real-world applications. PHYSICAL DEMANDS The physical demands described here are representative of those that must be met by an employee to successfully perform the essential functions of this position. The work environment characteristics described here are representative of those an employee encounters while performing the essential functions of this job. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions of this position within the described work environment. Frequently : Perform desk-based computer tasks Frequently : Ability to interact and communicate with employees and others as necessary Frequently : Attend planned meetings and collaborate with management and coworkers Occasionally : Ability to attend events and activities in the office or offsite Work is sometimes performed primarily in office. The noise level in the work environment is usually quiet in office settings and moderate in other situations. Hours of employment may sometimes require working flexible and/or longer hours, including nights and weekends, when necessitated by projects. The job includes work-related situations such as those involving challenging, important, urgent, time-sensitive, or multiple matters. NRDC is committed to advancing diversity, equity, and inclusion, both in our work and in our workplace. We believe that celebrating and actively welcoming diverse voices and perspectives is essential to solving the planet's most pressing environmental problems, and we encourage applications from candidates whose identities have been historically under-represented in the environmental movement. We are an equal opportunity employer and do not discriminate in hiring or employment on the basis of race, color, religion, gender, gender identity or expression, marital status, sexual orientation, national origin, citizenship, age, disability, veteran status, or any other characteristic protected by federal, state, or local law. Pursuant to the San Francisco Fair Chance Ordinance, we will consider for employment qualified applicants with arrest and conviction records. We offer competitive salaries, excellent benefits, and a supportive working environment. Salary is based on a nonprofit scale and is commensurate with skills and experience. Internal equity will be reviewed and considered to determine a final offer. For this position, the salary range is $171,000 to $200,000. #J-18808-Ljbffr