Finance & Planning Manager
September 3, 2026Accounting Manager
September 8, 2026Senior Director of Human Resources
Position Overview
Our client, a well-established nonprofit organization in the Dallas area, is seeking a Senior Director of Human Resources to lead its HR function and serve as a strategic partner to executive leadership.
This individual will lead a high-performing HR team and oversee the development, implementation, and continuous improvement of HR strategies, programs, and processes aligned with the organization’s mission and long-term objectives.
The Senior Director will have broad responsibility across talent acquisition, employee relations, compensation, benefits, organizational development, compliance, performance management, learning and development, and workplace culture. This person will also serve as a trusted advisor to leadership on organizational and people-related matters.
Key Responsibilities
- Partner with executive leadership to develop and execute HR strategies aligned with organizational priorities.
- Lead initiatives focused on employee engagement, retention, organizational effectiveness, and performance.
- Develop and implement HR programs and best practices across talent acquisition, compensation, benefits, succession planning, employee relations, and workforce planning.
- Ensure compliance with applicable employment laws and regulations while proactively identifying and mitigating organizational risk.
- Serve as the organization’s primary HR subject matter expert and engage outside advisors or legal counsel when appropriate.
- Oversee recruiting, onboarding, training, development, coaching, and employee relations activities.
- Advise managers and executives on employee relations, performance management, organizational structure, and other workforce matters.
- Maintain and continuously improve job descriptions, organizational policies, procedures, and HR documentation.
- Lead and develop HR team members, including goal setting, performance management, coaching, and professional development.
- Ensure managers are equipped to effectively manage employee performance, provide feedback, address workplace concerns, and resolve employee relations issues.
- Maintain accurate and compliant employee records and HR systems.
- Monitor turnover and workforce trends, conduct exit interviews, and recommend improvements based on findings.
- Support the organization’s compensation philosophy through market analysis, job evaluations, pay recommendations, and periodic review of compensation structures.
- Oversee employee benefit programs and manage relationships with external benefits partners.
- Partner with Finance and external advisors on retirement plan administration and related compliance activities.
- Oversee administration of employee leave programs in accordance with applicable laws and organizational policies.
- Support employee engagement, culture-building, and organizational events.
- Oversee internship and early-career recruitment programs, as applicable.
- Lead or support additional HR and organizational initiatives as needed.
Education, Experience, and Certifications
- Bachelor’s degree in Human Resources, Business Administration, or a related field required; advanced degree preferred.
- PHR, SPHR, SHRM-CP, or SHRM-SCP certification preferred.
- Approximately 6+ years of progressive Human Resources experience, including HR leadership or management responsibilities.
- Experience within a nonprofit, professional services, education, cultural, or other mission-driven organization is beneficial but not required.
- Experience supporting a diverse employee population across multiple functions and levels of seniority strongly preferred.
Key Qualifications
HR Leadership: Broad knowledge of effective human resources practices, including talent management, employee relations, compensation, benefits, compliance, workforce planning, organizational development, and HR technology.
Executive Partnership: Ability to serve as a credible advisor to senior leadership and provide sound counsel on complex organizational and people-related decisions.
Communication: Strong written and verbal communication skills, including facilitation, active listening, persuasion, and diplomacy.
Relationship Management: Demonstrated ability to build trust and productive relationships across all levels of an organization.
Business Acumen: Ability to understand organizational objectives and translate them into practical people strategies and programs.
Critical Thinking: Strong analytical judgment and the ability to assess complex situations, identify risks, and develop practical solutions.
Leadership & Change Management: Ability to lead initiatives, influence stakeholders, build consensus, and guide an organization through change.
Ethics & Judgment: High degree of professionalism, integrity, discretion, and sound judgment when handling sensitive employee and organizational matters.
Consultative Approach: Strong coaching, problem-solving, project management, and advisory skills with a service-oriented mindset.