Use your human resources operations knowledge to design and lead initiatives that support the Bellwether team and enhance organization efficiency, compliance and impact.

The Director of Human Resources Operations will be a member of the Core leadership team, overseeing multiple human resources (HR) functions and promoting positive experiences throughout the employee life cycle. This role will develop and manage an HR strategy, programs, processes, and practices that enhance team operations. The Core team includes finance, business systems, operations, team and culture, and human resources. Its purpose is to ensure that Bellwether's program areas have the tools and services needed to serve our client partners and ultimately achieve Bellwether's mission. Our work is national in scope, so our flexible working style allows our professionals to work where they have built their lives, which means Bellwether can hire the best person for each role, regardless of geography. This role can be based anywhere in the United States. Up to approximately 15% travel may be required.

About Bellwether

We are a national nonprofit that exists to transform education to ensure systemically marginalized young people achieve outcomes that lead to fulfilling lives and flourishing communities. We work hand in hand with education leaders and organizations to accelerate their impact, inform and influence policy and program design, and share what we learn along the way.

Our Core team ensures that Bellwether is a sustainable, inclusive organization where staff are supported to do their best and most impactful work.

Our External Relations team develops and implements strategy for Bellwether's fundraising and communications and leads Bellwether's external relations work.

Our Policy and Evaluation practice conducts analyses that inform leaders, organizations, and the broader field on ways to improve their work for America's underserved students. We produce quantitative and qualitative analyses of contemporary education issues, conduct traditional and innovative evaluations, and generate new ideas and solutions for the sector. We offer recommendations to improve outcomes for underserved youth across the P-20 landscape informed by rigorous analytical methods; our extensive understanding of the local, state, and federal policy landscape; and our experience working with a wide range of educational and early childhood systems, leaders, and practitioners.

Our Strategic Advising practice is deeply experienced in supporting educational organizations — districts, states, charters, nonprofits, and foundations — to develop ambitious but achievable plans to increase their impact on underserved students. We advise leaders and organizations on their most pressing strategic and operational issues. Our work ranges from supporting entrepreneurs through business plan development to partnering with established organizations on growth and performance improvement to assessing new opportunities for impact as the field evolves. We develop highly actionable plans that leadership teams own and run with.

About the Position

This position will oversee the human resource operations functions pertaining to policies, benefits, compensation, and payroll ensuring compliance with state and federal regulations. The Director will work in collaboration with the Core team leaders at both the strategic and tactical levels, creating a vision for human resources and realizing that vision in hands-on ways. The Director of Human Resources (HR) Operations will report to the Chief Operating Officer.

The Director of Human Resource Operations' primary responsibilities and duties will be as follows.

HR Strategy and Management

• Recommend and collaborate with senior leaders to develop and implement HR strategies, initiatives, and goals aligned with the Bellwether strategic plan and core values.
• Develop and implement comprehensive total rewards strategies and programs to attract, retain, and motivate top talent.
• Stay abreast of HR trends, innovations, and best practices.
• Audit existing HR policies and conduct research, analysis, and benchmarking to develop recommendations and inform decisions on HR trends including issues such as employment policies, compensation, and benefit costs.
• Use data and analytics to inform HR decisions, measure the effectiveness of HR initiatives, and identify areas for improvement, as well as track and report on relevant metrics.
• Support the continued integration of HR systems with other business systems, such as finance, operations, and customer relationship management (CRM) systems, to ensure seamless data flow and alignment with overall business objectives.

Total Rewards Management

• Design and administer employee wellness policies and benefits programs, including health insurance, retirement plan, and other fringe benefits.
• Evaluate and recommend benefit plan options, negotiate contracts with providers, and monitor program effectiveness.
• Educate employees on available benefits options, facilitate enrollment processes, and address inquiries or concerns related to benefits.

Compliance and Regulatory Affairs

• Develop and implement policies and procedures to ensure compliance with federal, state, and local laws and regulations governing employment practices, compensation, benefits, and payroll.
• Stay abreast of changes in legislation and regulatory requirements, and update HR policies and procedures accordingly.
• Conduct audits and internal reviews to identify compliance gaps and implement corrective actions as necessary.

Employee Relations

• Serve as a trusted advisor to employees and senior leaders on HR-related issues.
• Serve as a resource to employees, managers, and senior leaders on matters related to compensation, benefits, and payroll.
• Collaborate with Director of Team and Culture to address employee concerns, resolve disputes in a timely and fair manner, and foster a positive work environment. Consult external legal counsel when necessary to address human resource issues.

General Administrative Operations

• Oversee payroll processing activities, ensuring accuracy, timeliness, and compliance with relevant regulations.
• Manage payroll vendors and systems, troubleshoot issues, and implement process improvements as needed.
• Collaborate with Talent Manager, Director of Team and Culture, and Business Systems departments on administrative aspects of employee onboarding and offboarding.
• Provide strong leadership, coaching, and guidance to any direct reports, identify training needs to enhance their skills and capabilities.

Qualifications

Competitive candidates for this role will demonstrate passion for our work and content expertise. To be successful, candidates must have strong organization, problem-solving, client focus, communication, and project management skills. The ideal candidate is a strategic thinker who is eager to build a strong culture and lead with empathy and inclusion.

• A passion for and commitment to transforming education to ensure systemically marginalized young people achieve outcomes that lead to fulfilling lives and flourishing communities in the United States.
• An understanding of and commitment to diversity, equity, and inclusion and viewpoint diversity.
• Five to seven years of relevant experience and success working in a human resources or operations leadership role in a fully remote organization.
• Strong knowledge of federal, state, and local laws and regulations governing employment practices, compensation, benefits, and payroll. Deep understanding of HR operations best practices.
• Experience within a complex, virtual nonprofit is essential to success in this role; candidates with a combination of for-profit and non-profit experience are ideal.
• Excellent attention to detail.
• The ability to work on many projects simultaneously and to manage up and across an organization.
• Prior experience managing and developing staff and managing their career needs, particularly in a virtual environment.
• A well-rounded interpersonal skill set with the capacity to collaborate with diverse stakeholders within the organization, work effectively and collaboratively in a team environment, and facilitate joint problem-solving with the team, including senior leaders.
• Flexibility as a leader who can operate at a highly strategic level but can also perform tactical HR-related responsibilities.
• A highly self-motivated work style and willingness to proactively take on roles within project teams and the organization.
• Comfort with and interest in joining a small, entrepreneurial organization with a flexible working environment.
• Ability to thoughtfully give and receive feedback, and experience doing so.

Compensation

The base salary range for this role for incoming team members is $130,500-$140,250 annually. While the final offer amount will be determined by multiple factors — including previous experience and content knowledge — and may vary from the listed range, Bellwether is committed to transparency and all offers are aligned with our compensation philosophy.

Bellwether provides an attractive benefits package that includes a performance bonus based on individual and organizational success, health care coverage, and a 401(k) plan with matching employer contributions.

To Apply

Use your online application (a custom letter of interest and a current résumé) to show us how you've got the skills we've listed or why the skills you have are the ones we actually need. We'll review applications as we receive them until the position is filled. Note: Applicants must be authorized to work for ANY employer in the United States. We are unable to sponsor or take over sponsorship of an employment visa at this time.

Bellwether is committed to building a team that reflects the varied backgrounds and experiences of the students we seek to serve. It is important to us that you use your application materials to clearly surface the ways in which your background and experiences align with Bellwether's core values, including our commitment to diversity, equity, and inclusion as well as viewpoint diversity.

Bellwether is committed to providing equal opportunities. It is our policy to ensure that all individuals with whom we are in contact are not discriminated against on the basis of age, race, ethnicity, color, disability, gender identity, gender expression, political viewpoint, marital status, national origin, religion, sexual orientation, or veteran status.