The Movement Cooperative: Director of Human Resources

The Movement Cooperative: Director of Human Resources LOCATION Remote SALARY $123120 - $132354 (Yearly) HEALTHCARE Employer-sponsored health insurance offered COMPANY The Movement Cooperative DEPARTMENT Operations EMPLOYMENT TYPE Non-Profit MINIMUM LEVEL OF EXPERIENCE Director (overseeing a department. Ex: Political Director, Communications Director) JOB DESCRIPTION Organizational Overview Do you want to help ensure that every organizer, advocate, and changemaker in the progressive movement has what they need to create bold, people-powered change? Join us in making that vision a reality. Launched in 2018, The Movement Cooperative (TMC) is a nonprofit member cooperative uniting more than 80 national and state-based organizations and over 1,400 affiliates through shared infrastructure and collaborative support. We bridge the gap between vision and capacity—democratizing access to tools, data, and strategic expertise that help our members organize more efficiently, campaign more effectively, and drive lasting impact across the movement. As a cooperative, TMC is governed by and for its members, with a board(s) made up primarily of staff from member organizations. Together, we’re reimagining what’s possible when movement groups have the infrastructure they need to thrive. Position Overview The Director of Human Resources plays a pivotal role in ensuring an equitable, compliant, and thriving workplace at TMC. As the senior HR leader for TMC’s human-centered, fully remote, and unionized workplace, they report to the Chief of Staff. This role is responsible for shaping the organization’s people strategy while ensuring smooth day-to-day HR administration. The Director is a leader who is energized by both high-level considerations and operational execution. They enjoy visioning, leading change, and coaching leaders, while also valuing reliable systems, attention to detail, and consistent follow-through. They integrate compliance and operational efficiency into a cohesive people strategy that supports a values-driven and high-performing workplace. As the sole HR leader, the Director is responsible for HR strategy and operations, labor relations, employee relations, people management, benefits administration, compliance, HR vendor management, and organizational development. They lead TMC’s People Operations team, including the Operations Strategist and Learning & Development Lead, which strives to empower TMC staff to thrive by building and sustaining concise, transparent, and equitable practices, policies, and procedures across HR, systems, learning, and culture. This role is part of the Programs constellation at TMC. Responsibilities HR Operations & Administration (~20%) Own the organization's HR infrastructure: HRIS/PEO (Rippling), benefits platforms (Human Interest, WageWorks/HealthEquity), ATS (Greenhouse), and related tools, ensuring data integrity, accurate reporting, and reliable day-to-day operation. Lead payroll and compensation processing and reporting, in partnership with the CFO, ensuring accuracy, compliance, and timely delivery of pay and benefits. Own benefits administration. Serve as a point of contact for complex benefits questions and collaborate with external vendors as needed. Lead annual benefits open enrollment, including communication planning, system setup, and coordination with external vendors. Own PTO administration and reporting. Maintain the Employee Handbook, HR policies, SOPs, job descriptions, and personnel files, keeping them current with law, CBA provisions, and best practices. Serve as project manager for federal, state, and local compliance reporting, in partnership with the PEO and legal counsel as needed. Serve as primary or triage point for HR-related inquiries from staff, union leadership, and outside parties, ensuring timely, accurate, and consistent responses. Lead proactive communications to staff on policy, benefits, procedure changes, and other people-related announcements (including the monthly People Operations newsletter highlighting benefits, changes, events, and culture). Maintain systems, documentation, and workflows that support accountability and consistency, and reduce dependence on memory. People Experience, Relations & Performance (~20%) Oversee the full employee lifecycle (hiring, promotions, transitions, and separations) in alignment with organization policies, CBA provisions, employment laws, and HR best practices. Serve as the primary point of contact, trusted advisor, and administrator for employee relations matters like conflicts, extended leave requests, accommodation requests, and sensitive HR issues. Own the performance management lifecycle: goal-setting, feedback cycles and reviews, and introductory period processes. Coach managers to apply policies consistently, deliver effective feedback, and lead with equity and clarity. Lead investigations and conflict resolution processes; elevate high-risk matters to legal counsel as appropriate. Lead employee experience research (surveys, interviews, stay/exit conversations) and translate findings into actionable recommendations. Drive retention and engagement strategies grounded in data and what staff are telling you. Partner with the L&D Lead on standard trainings and ongoing learning programs. Labor Relations & CBA Administration (~15%) Actively administer the Collective Bargaining Agreement (CBA), including day‑to‑day interpretation, application, and compliance with contract provisions including regular reporting requirements #J-18808-Ljbffr