Director of Human Resources

ROOF ABOVE INC•Charlotte, NC

11d

About The Position

The Director of Human Resources is a vital leadership role responsible for enabling Roof Above’s people, leaders, and systems to operate effectively in service of the mission. This role serves as a strategic business partner and trusted advisor—translating organizational priorities into people practices that are clear, supportive, compliant, and sustainable. With a strong focus on how work gets done, the Director of Human Resources ensures that policies, systems, and processes remove friction rather than create it—helping leaders and teams do their best work with confidence. This role stewards the employee experience across the full lifecycle while balancing care for people with responsible use of organizational resources. Reporting to the Chief of Staff, the Director of Human Resources works in close partnership with Finance and organizational leaders to align workforce strategy, compensation, benefits, and compliance with Roof Above’s operational and financial realities. Through strong relationships, sound judgment, and practical execution, this role strengthens trust, consistency, and organizational effectiveness across Roof Above. This is meaningful, high‑stakes work that is not always tidy. Success in this role requires comfort with complexity and ambiguity, an appreciation for the human and operational realities of the organization, and the ability to hold seriousness and perspective at the same time. Flexibility, empathy, resilience, and a sense of humor are essential in meeting the work as it authentically shows up each day.

Requirements

Deep alignment with Roof Above’s mission, values, and commitment to service.
Bachelor’s degree required
5–10 years of progressive Human Resources experience, including 2–5 years in a leadership or player/coach role.
Demonstrated ability to operate as a trusted advisor and strategic business partner to leaders at all levels.
Strong judgment and emotional intelligence, with the ability to navigate sensitive matters with discretion and care.
Intellectually curious with a continuous learning mindset, able to translate new knowledge into effective, real-world application.
Demonstrated ability to move seamlessly from strategic direction to practical, hands-on execution—turning vision into clear actions and results.
Experience successfully partnering with Finance on compensation, benefits, workforce planning, and budgeting.
Strong communication, organization, time management, and follow-through skills.
Proficiency with HRIS systems and Microsoft Office

Nice To Haves

Master’s degree preferred.
PHR or SHRM-CP certification preferred.
Paycom experience a plus.

Responsibilities

Culture Stewardship & Employee Experience Serve as a visible, approachable resource for employees and leaders across the organization.
Foster a fair, inclusive, and values-aligned workplace where people feel supported, informed, and respected.
Steward employee relations with consistency, discretion, and care, including investigations, conflict resolution, performance issues, and separations.
Lead engagement practices that reinforce connection, recognition, and belonging.
Strategic Business Partnership Partner with organizational leaders to establish people practices that enable effective decision-making, accountability, and performance.
Translate organizational strategy into practical HR approaches that leaders can understand, apply, and sustain.
Provide guidance to leaders navigating complex people decisions with a focus on clarity, equity, and long-term organizational health.
Partnership with Finance & Organizational Stewardship Work in close partnership with Finance to ensure alignment between people strategy and financial stewardship.
Collaborate on compensation structures, workforce planning, benefits strategy, and budgeting to balance competitiveness, sustainability, and mission impact.
Use data and insights to inform decisions related to staffing, retention, benefits utilization, and organizational investments.
Talent & Capability Development Lead recruitment, hiring, and onboarding practices that attract and support mission-aligned talent.
Strengthen performance management and feedback practices that build clarity, growth, and shared accountability.
Support leaders in developing their people management capabilities through practical tools, guidance, and coaching.
Explore and support creative talent pathways, including internships and early-career development opportunities.
Compliance, Risk & Systems Leadership Ensure compliance with all applicable federal, state, and local employment laws, balancing risk mitigation with a human-centered approach.
Oversee employee handbook, policies, and practices to ensure they are current, clear, and consistently applied.
Provide leadership oversight for audits, filings, and employment-related inquiries, partnering with legal counsel as appropriate.
Lead effective use of HRIS systems and data to support accuracy, insight, and operational efficiency.
Team Leadership & Operations Lead and develop the Human Resources team, setting clear expectations, priorities, and accountability.
Manage the HR department budget and vendor relationships.
Build team capability through coaching, professional development, and continuous improvement of HR operations.