Job Description

Position Purpose  

The Director, Human Resources is a key leader within the National Office of Big Brothers Big Sisters of America (BBBSA), reporting directly to the Vice President, People & Culture. This position is responsible for driving high-quality HR operations, compliance, and employee experience initiatives that align with BBBSA's mission, values, and strategic priorities. The Director will oversee payroll and HRIS administration, benefits management, employee relations, policy oversight, culture and engagement initiatives, and provide support to people managers. 

This role serves as a critical connector between business operations and people strategies, ensuring BBBSA fosters a collaborative, high-performing workplace where staff feel valued, supported, and equipped to thrive. 

Location:  Continental United States (100% Remote)

Travel:  Approximately ​5% 
FLSA Status: Full Time, Remote

Essential Duties and Responsibilities  

Payroll management: Manages and holds accountabilities for all aspects of payroll including electronic timekeeping and reporting, ensuring accuracy and timeliness in timesheet submissions, computing wages and deductions, and processing against a semi-monthly schedule to ensure employees are paid correctly and on time. Manage and ensure the timely, accurate processing of semi-monthly payroll, including timekeeping, deductions, withholdings, and earnings statements. 

• Serve as the point of contact for all payroll inquiries and tax-related issues. 
• Oversee the HRIS (e.g., data management, troubleshooting, reports/dashboards, system upgrades) and ensure data integrity and user support. 
• Lead administration of workers' compensation, insurance audits, and related reporting requirements. 
• Direct all benefits administration, including vendor relationships, open enrollment, reconciliation of billing, and employee communications. 
• Identify cost-saving opportunities and maintain compliance with all benefits regulations. 

HRIS management: Responsible for the organization's HRIS, inclusive of data management, troubleshooting and resolving reported issues, development of HRIS-related reports, dashboards, and scorecards and system upgrade processes. 

• Ensures integrity, accuracy, and proper use of system information. 
• Inputs statutory and voluntary deductions accurately in the HRIS system. 
• Responsible for providing excellent customer service to end users.
• Integration and deployment of new functionality.
• Serves as primary point of contact, manages all necessary actions, maintains compliance, and prepares workers compensation reports and annual insurance audits.

Benefit Administration 

• Directly manages the administration and maintenance of employee benefits programs including but not limited to medical, dental, vision, Life, AD&D, Disability, retirement, ancillary and other benefits plans.
• Develops, implements, and measures critical items in support of job evaluation, benefits administration, employee wellness programs, and special projects. 
• Analyzes and assesses related needs and trends; provides recommendations to the VP, People & Culture based on current best practices, and is responsible for implementing and communicating updates across the workforce.
• Fosters and maintains working relationships with benefits broker and benefit vendors. 
• Develops and delivers communications related to all benefits and employee wellness program offerings, including leadership in annual open enrollment and plan updates. 
• Maintains accurate benefit​s​ records; reconciles ​all ​benefit billings; identifies and consults with the VP, People & Culture on recommended cost savings. 

Compensation and Total Rewards  

• Conduct compensation benchmarking and market analysis to inform salary structures and role leveling in partnership with the VP, People and Culture. 
• Maintain internal equity and external competitiveness while ensuring adherence to compensation policies. 
• Support the planning and execution of total rewards programs, including wellness initiatives, retirement plans, and employee recognition efforts. 

Culture, Engagement, and Employee Experience  

• Partner with the VP, HR to drive a workplace culture of trust, collaboration, and accountability. 
• Serve as a liaison to the Employee Engagement Committee and implement feedback loops to strengthen morale, recognition, and internal communication. 
• Lead internal initiatives that promote belonging, teamwork, and values-driven leadership. 
• Ensure employee programs and touchpoints reflect BBBSA's values and commitment to staff well-being and connection.​​ 

Employee Relations  

• Works closely with the HR Generalist and people managers to provide performance management guidance and resolution to line management (coaching, counseling, career development, disciplinary actions). 
• Manages first-tier employee relations issues; identifies and consults with the VP, People & Culture on matters of legal importance. 
• Oversee first-tier all performance improvement plans and progress check-ins. 
• Consults with the VP, People & Culture and activates in performance and merit appraisal programs. 

HR Operations, Compliance, and Policy Management  

• Ensures legal compliance by monitoring and implementing applicable human resource local, state and federal requirements, conducting investigations, and maintaining records. 
• ​​​Develop, implement, and maintain employee policies and procedures; lead annual handbook updates and ensure consistent staff acknowledgement. 
• Ensure compliance with local, state, and federal employment laws and regulations; monitor changes in legislation and apply to organizational policies. 
• Manage HR data systems and employee records across the employee lifecycle (hiring, promotions, transfers, exits, performance, and corrective actions). 
• Provide KPI reports and trend analysis to the VP, People & Culture to inform decision-making and continuous improvement. 
• Facilitate all staff meetings and prepare the required materials. 

People Management & Leadership Development 

• Advise and coach people managers on employee relations, feedback conversations, documentation, and performance challenges. 
• Oversee performance improvement plans (PIPs) and ensure timely progress check-ins. 
• Support rollouts of performance review cycles, merit planning, and individual development goal alignment. 
• Provide strategic input on developing people manager tools, onboarding frameworks, and engagement surveys that drive accountability and growth. 

Culture 

• Demonstrate commitment to BBBSA's shared leadership competencies and organizational values. 
• Provide consistent follow-up regarding assigned projects and after meetings.   
• Cultivate an environment where all team members feel valued, included, and empowered to achieve their potential. 
• Manage related and other duties as assigned in support of department and business needs. 

Education & Related Work Experience  

Education Level: Bachelor's Degree with a Business or Human Resources focus or equivalent work experience. Professional Certification in Human Resources, HR Management preferred.

Years of Related Work Experience: 5​-10 years progressive HR experience; at least ​3+ years experience managing payroll, HRIS, benefits; direct experience in UKG highly preferred, but not required.

Skills and Knowledge:  Ability to work independently in achieving results consistently on deadline; Proven experience developing and implementing talent programs; supervisory experience required; Experience in a supervisory role; Experience with Human Resources Information Systems (HRIS); Experience with Talent Acquisition System (ATS); Experience with UKG; Excellent verbal and written communication skills; Strong interpersonal skills and ethics; Knowledge of HR federal laws and regulations; Ability to manage complex, highly confidential data and matters with high attention to detail; Advanced MS Outlook, Word, Excel, and PowerPoint.

Our Commitment

At Big Brothers Big Sisters of America, we recognize, affirm, and celebrate the backgrounds, lives, and experiences of all of our stakeholders, including youth, families, donors, volunteers, and staff. We ensure the opportunity for all voices and perspectives to be heard and honored. In the workplace, we foster an environment where all people can be their best selves. We affirm that every person has the opportunity to reach their full potential. We strive to realize the full potential that is within all of us by ensuring that all voices and perspectives are heard and honored.  

Equal Employment Opportunity

BBBSA provides equal employment opportunities to all qualified individuals without regard to race, creed, color, citizenship, religion, national origin, age, sex, familial or marital status, pregnancy, military or veteran status, sexual orientation, gender identity or expression, genetic information, disability, or any other legally-protected status in accordance with applicable local, state, and federal laws, regulations, and ordinances.  

Americans with Disabilities Act

Employee must be able to perform all essential job functions, with or without reasonable accommodation.  

Job Responsibilities

The above statements reflect the general duties, responsibilities and competencies considered necessary to perform the essential duties and responsibilities of the job and should not be considered as a detailed description of all the work requirements of the position.  BBBSA may change the specific job duties with or without prior notice based on the needs of the organization.   

Big Brothers Big Sisters of America is directly recruiting and hiring for this position. We are not engaging any staffing/recruitment firms or agencies for this position. If any candidate profile/resume/identifying information is sent to Big Brothers Big Sisters of America and/or Big Brothers Big Sisters agencies, we will not pay any referral or firm fees in relation to this information.   

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