Director of Human Resources

Break Through Tech•New York, NY

9d•Hybrid

About The Position

Break Through Tech transforms how tech talent is discovered, developed, and connected to opportunity in the age of AI. Working across higher education and industry, Break Through Tech delivers programs nationwide and integrates technical training, work-based learning, mentorship, and career readiness with deep employer partnerships to create more effective and scalable routes into early tech careers. Break Through Tech is actively shaping the field of early tech talent development by identifying what works, translating those insights into replicable models, and helping define more consistent approaches to how talent is prepared, assessed, and hired across institutions and employers. At a moment when AI is reshaping every aspect of work and society, Break Through Tech’s mission is urgent: to ensure that the people who build what comes next — and who are in the room where the most consequential technology decisions of our time get made — look like the world they will shape. Learn more about our work at www.breakthroughtech.org/ . Position Summary We’re looking for a strategic and collaborative Director of Human Resources to join our Organizational Excellence team. Reporting to the Senior Director, Organizational Excellence, this full-time, exempt role is aligned to the People Leader/Director level and will lead people operations across the organization, overseeing core HR, talent, and employee support functions. The Director will partner closely with leadership, Finance, the PEO, and administrative teams to align workforce planning, compensation, benefits, performance management, and employee experience with organizational goals, while also supporting workplace programs, Board reporting, and overall operational effectiveness.

Requirements

Broad knowledge of HR principles and practices across the full employee lifecycle.
Working knowledge of employment practices, handbook administration, and required training and acknowledgement processes.
Experience partnering with Finance on headcount planning, compensation, payroll review, labor cost tracking, and people-related reporting.
Experience managing a PEO relationship.
Sound judgment and discretion handling sensitive and confidential employee matters.
Strong organizational and project management capabilities, with the capacity to manage multiple priorities, deadlines, and cross-functional initiatives.
People leadership capabilities, including staff oversight, work delegation, performance feedback, and team accountability.
Demonstrated ability to coach and advise managers on effective supervision, employee performance, feedback, accountability, and day-to-day employee relations matters.
Strong written and verbal communication, including employee-facing communications and reporting for senior leadership or the board.
Familiarity with employee engagement, organizational development, and workplace programs in a hybrid environment.
Proficiency with HRIS, payroll, benefits administration platforms, and standard workplace technology tools.
Bachelor’s degree in HR, Business Administration, Organizational Development, or a related field, or equivalent combination of education and experience.
7+ years of progressive human resources experience, including responsibility for employee relations, recruiting, performance management, benefits, and HR operations.
Prior experience partnering with Finance on compensation, budget-aligned hiring, payroll review, and workforce reporting.
Experience managing or partnering with a PEO and other external HR-related vendors.
Supervisory experience, including hiring, onboarding, coaching, performance feedback, and employee development.

Nice To Haves

Experience supporting workplace operations, culture initiatives, and cross-functional administrative responsibilities is preferred.

Responsibilities

Lead strategic people operations for the organization.
Partner with and manage the Professional Employer Organization (PEO).
Manage full-cycle recruiting.
Lead benefits strategy and provide input to compensation strategy.
Oversee and administer I-9 verifications for all full-time and part-time employees.
Design and coordinate employee orientation and offboarding.
Partner with the Office of the CEO on culture and employee engagement initiatives, including team activities, including staff meetings, retreats, and events.
Design and oversee the performance management process.
Serve as the main point of contact for employee relations and employee support.
Ensure required training and acknowledgements are completed.
Maintain HR policies and the employee handbook.
Support organizational development.
Collaborate with Finance on headcount planning and hiring approvals aligned to budget.
Support compensation planning, including salary bands, offer ranges, and merit cycles.
Partner on benefits cost strategy, including renewals, employee contributions, and budgeting.
Review payroll inputs, reconciliations, adjustments, and PTO liability tracking.
Provide reporting and forecasting on people metrics, labor cost trends, and turnover impact.
Coordinate staff-facing workplace programs, including hybrid/remote policies and safety or wellbeing initiatives.
Track and report on people OKRs.
Support administrative functions related to IT, facilities, and risk.
Provide board-level people metrics and related reporting as needed.
Oversee the HR and Office Coordinator on facilities and HR matters and provide day-to-day supervision.
Recruits, hires, and onboards staff.
Provides day-to-day direction, coaching, and support to team members.
Assigns and reviews work to ensure quality and timely completion.
Sets performance expectations and gives regular feedback.
Conducts performance reviews and addresses performance issues.
Supports employee development and team effectiveness.