Director of Human Resources

Navy Mutual Aid Association•Arlington, VA

12d•$170,000 - $180,000•Hybrid

About The Position

At Navy Mutual, our mission is simple yet profound: to serve those who serve. For over 145 years, we have provided financial security and peace of mind to members of the sea services and their families. As we continue to grow and evolve, we are seeking an exceptional Director of Human Resources to lead our people strategy, strengthen our culture, and ensure our workforce remains engaged, high-performing, and mission-focused. This is a unique opportunity for an accomplished HR leader who thrives in both strategic and operational environments. Reporting directly to the President & CEO and serving as a member of the Association's Senior Leadership Team, the HR Director will shape the future of Navy Mutual's workforce while remaining actively involved in the day-to-day execution of HR operations. If you are a collaborative leader who can influence at all levels, navigate complex employment matters, leverage data to drive decisions, and build programs that inspire employee engagement and organizational excellence, we want to hear from you. The Director of Human Resources serves as both a strategic business partner and hands-on HR practitioner responsible for leading all aspects of the human resources function. This role oversees talent acquisition, employee engagement, performance management, compensation and benefits, payroll administration, employee relations, organizational development, compliance, and workforce planning. The successful candidate will bring a balance of strategic vision, operational expertise, sound judgment, and a genuine passion for developing people and fostering a positive workplace culture.

Requirements

Bachelor's degree in Human Resources, Business Administration, or a related field.
Minimum of 10 years of progressive human resources experience.
Minimum of 3 years leading and directly managing HR staff.
Minimum of 5 years overseeing compensation, benefits, and payroll functions.
Extensive experience across: Talent acquisition, Employee relations, Performance management, Compensation and benefits, Workforce planning, Organizational development, Change management, Succession planning, Employee engagement
Strong knowledge of federal, state, and local employment laws and regulations, including: FLSA, FMLA, ADA, COBRA, ACA, HIPAA, ERISA, EEO compliance
Proven success handling complex employee relations matters and workplace investigations.
Strong analytical skills with experience using data and metrics to drive decisions.
Advanced Microsoft Excel skills.
Excellent communication, presentation, relationship-building, and leadership capabilities.
Demonstrated ability to think strategically while executing tactically.

Nice To Haves

HR certification such as SHRM-CP, SHRM-SCP, PHR, or SPHR.
Experience administering defined-benefit and defined-contribution retirement plans.
Experience with assessment and talent tools such as: DiSC, Emotional Intelligence Assessments, Behavioral Assessments, 9-Box Talent Reviews
Experience integrating AI and advanced technology into HR processes.
Experience with Dayforce or similar HRIS platforms.
Experience supporting a mission-driven, military-affiliated, nonprofit, association, or membership-based organization.

Responsibilities

Serve as a trusted advisor to executive leadership and managers on workforce strategy, employee engagement, organizational effectiveness, and employment compliance.
Partner with leadership to align human capital strategies with Navy Mutual's business objectives and long-term growth plans.
Lead, mentor, and develop the HR team while fostering a culture of collaboration, accountability, and continuous improvement.
Develop and execute HR communication strategies that ensure transparency, engagement, and organizational alignment.
Present HR data, recommendations, and strategic initiatives to executive leadership and Board committees, including the Retirement and Compensation Committee.
Lead recruitment strategies that attract, engage, and retain top talent.
Drive workforce planning, succession planning, and organizational development initiatives.
Develop and enhance employee development programs, career pathways, and leadership development initiatives.
Partner with managers to clarify performance expectations and support employee growth and development.
Implement best-in-class performance management programs that strengthen accountability and employee engagement.
Champion a high-performing, employee-centered culture grounded in trust, respect, and accountability.
Provide guidance and coaching to leaders and employees on employment-related matters.
Conduct investigations and resolve employee relations issues fairly, consistently, and professionally.
Design, administer, and analyze employee engagement surveys and action plans.
Facilitate constructive solutions that balance employee needs with organizational objectives.
Utilize workplace assessment tools to strengthen communication, collaboration, and team effectiveness.
Design and continuously improve HR policies, practices, and procedures to support operational excellence.
Ensure compliance with all applicable federal, state, and local employment laws and regulations.
Maintain and update the Employee Handbook and HR policies to reflect best practices and legal requirements.
Monitor legislative developments and proactively implement necessary policy and process changes.
Lead onboarding, offboarding, records management, and HR administrative functions.
Oversee all aspects of multi-state payroll processing and payroll tax compliance.
Partner closely with payroll vendors and internal stakeholders to ensure accuracy and timeliness.
Manage compensation programs, including salary administration, annual compensation reviews, merit increases, and incentive programs.
Develop and administer comprehensive employee benefits programs that support employee well-being and organizational goals.
Oversee defined-benefit and defined-contribution retirement plans, including vendor relationships and regulatory compliance.
Ensure compliance with Form 5500 reporting requirements, Wrap Plan documents, and Section 125 Plan administration.
Collect, analyze, and leverage HR metrics to evaluate program effectiveness and inform decision-making.
Develop dashboards and reporting tools that provide meaningful workforce insights.
Identify opportunities to enhance efficiency through technology, automation, and AI-enabled solutions.
Maximize the use of HRIS platforms and workforce analytics to support organizational objectives.