Human Resources Director
Urban Pathways, Inc.The salary range is based on several factors, including, but not limited to, overall experience, relevant experience, education level, certifications, applicable skills, and expertise.
Join UP! We are lighting the path home, one person at a time.
About Urban Pathways
Since 1975, Urban Pathways has engaged New York City’s most vulnerable residents, people on the streets or in areas unfit for human habitation, “lighting the path home, one person at a time.” Urban Pathways is a catalyst for transformative change in the lives of unhoused adults, empowering them to discover their inherent strengths and abilities. We provide essential support and foster an environment where individuals can redefine their narratives and become their best selves.
Job Summary
Reporting to the Chief People & Culture Officer, the Human Resources Director serves as a trusted advisor to senior leadership and provides leadership across compensation, employee relations, workforce planning, organizational development, compliance, and strategic HR initiatives. The HR Director is a strategic and operational leader responsible for supporting the execution of the organization’s people strategy while ensuring effective day-to-day human resources operations.
The HR Director has a critical role in assisting with translating organizational goals into actionable people strategies and operational plans that strengthen culture, improve employee engagement, support retention, and enhance organizational effectiveness. This role requires a collaborative leader who can balance strategic thinking with operational execution and who brings innovative ideas to improve systems, processes, and workforce outcomes.
The HR Director will be an active listener, provide high-quality customer service, and respond by exhibiting cross-cultural awareness with the ability to promote and contribute to an equitable and inclusive anti-racist organizational culture and environment.
Key Responsibilities & Essential Functions
Strategic Human Resources Leadership
- Partner with the Chief People & Culture Officer to operationalize the organization’s People & Culture strategic plan and workforce priorities.
- Lead HR-related strategic initiatives and ensure alignment between organizational goals and human capital strategies.
- Develop implementation plans, timelines, measurable outcomes, and accountability structures for HR initiatives.
- Identify opportunities for innovation, process improvement, workforce optimization, and culture enhancement.
- Present recommendations, workforce insights, and HR trends to senior leadership to support informed decision-making.
- Participate in cross-functional leadership meetings and organizational planning discussions.
Compensation & Workforce Planning
- Manage the organization’s compensation structure, salary administration practices, and compensation-related projects.
- Lead compensation analysis initiatives, including internal equity reviews, market benchmarking, salary structure evaluations, and pay practices.
- Partner with Chief People & Culture Officer, Finance and leadership teams on compensation planning, budgeting, and workforce cost analysis.
- Support the development and administration of compensation philosophies, promotional increases, salary adjustments, and retention strategies.
- Ensure compensation practices remain competitive, equitable, fiscally responsible, and compliant with applicable laws and regulations.
Employee Relations & Performance Management
- Lead and manage employee relations matters, including workplace concerns, investigations, conflict resolution, corrective action, and performance-related issues.
- Provide guidance and coaching to managers and supervisors regarding employee performance, documentation, accountability, and staff development.
- Promote fair, consistent, and compliant employment practices across the organization.
- Support leadership in fostering a culture of professionalism, collaboration, inclusion, accountability, and respect.
- Identify organizational trends impacting morale, engagement, retention, or workplace culture and recommend proactive solutions.
Organizational Development & Culture
- Support initiatives that strengthen employee engagement, retention, leadership development, succession planning, and career growth.
- Collaborate with leadership to implement staff wellness, recognition, and employee experience initiatives.
- Assist in developing workforce development strategies that align with organizational growth and operational needs.
- Promote a positive organizational culture rooted in the organization’s mission, values, and commitment to inclusion.
Policy, Compliance & HR Operations
- Ensure compliance with federal, state, and local employment laws and HR best practices.
- Support the review, development, and implementation of HR policies, procedures, and operational standards.
- Monitor HR metrics, workforce trends, turnover data, vacancy trends, and retention outcomes to support strategic planning.
- Partner with HR team members to strengthen HR systems, workflows, reporting, and operational efficiencies.
- Ensure appropriate documentation, confidentiality, and risk mitigation practices are maintained.
Leadership & Collaboration
- Serve as a strategic advisor and thought partner to senior leadership.
- Partner cross-functionally with program, HR, and development teams.
- Build strong partnerships with operational leaders to align people practices with service delivery and organizational priorities.
- Mentor and support HR staff and contribute to a collaborative and solutions-oriented HR team environment fostering a culture of accountability, collaboration, and excellence.
- Lead projects and initiatives independently while managing competing priorities in a fast-paced environment.
- Promote a culture of equity and inclusion throughout financial operations and organizational practices.
Performs all other duties as assigned and as required.
Qualifications, Education and Experience
- Bachelor’s degree in Human Resources, Business Administration, Organizational Leadership, or related field required.
- Master’s degree preferred.
- Minimum of 7–10 years of progressive human resources experience, including leadership-level responsibilities.
- Strong experience managing employee relations, compensation programs, workforce planning, and organizational initiatives.
- Experience supporting senior leadership and translating strategic goals into operational HR plans.
- Experience in nonprofit, social services, or multi-site environments preferred.
Skills & Competencies
- Strong knowledge of employment laws, HR best practices, compensation strategy, and employee relations practices.
- Demonstrated ability to be strategic while executing operationally.
- Excellent leadership, communication, interpersonal, and relationship-building skills.
- Strong analytical and problem-solving abilities with experience using workforce data to support decisions.
- Ability to manage sensitive and confidential matters with professionalism and sound judgment.
- Ability to coach and advise leaders across multiple levels of the organization.
- Strong project management and organizational skills with the ability to manage multiple priorities simultaneously.
- Ability to develop innovative solutions and operationalize organizational initiatives effectively.
- Collaborative, inclusive leadership approach with strong interpersonal skills.
- Bi/Multi-lingual a plus.
Preferred Certifications
- SHRM-CP, SHRM-SCP, PHR, or SPHR preferred.
Capabilities
- May be required to work a flexible schedule including weekends, holidays, and evenings.
- Ability to sit, stand, walk, bend, stoop, push, pull, lift (up to 25 lbs.).
- Desire to perform the essential functions of this job.
- Reasonable accommodation may be made to enable individuals with disabilities to perform the essential functions.
Urban Pathways offers a comprehensive benefits package designed to support the well-being and professional growth of our employees.
These benefits include:
- Healthcare Coverage: Medical, dental, and vision insurance plans to keep you and your family in good health.
- Retirement Savings: A 403(b) plan and a 401(a) with employer annual contribution to help you plan for a secure financial future.
- Paid Time Off: Generous paid time off, including vacation, holidays, and personal days.
- Professional Development: Opportunities for continuous learning and professional development to enhance your skills and advance your career.
- Flexible Work Arrangements: Work-life balance is important to us, and we offer flexible work arrangements to accommodate your needs.
- Wellness Programs: Employee wellness programs, including fitness initiatives and mental health support.
- Employee Assistance Program (EAP): Confidential counseling and support services for personal or work-related issues.
- Employee Recognition: Recognition programs to celebrate and reward outstanding contributions.