Director of People & Culture

Run For Something Action Fund•Washington, DC

32d•Remote

About The Position

The Director of People & Culture is a member of the People & Equity team responsible for managing the operations, policies, and systems that govern the employee lifecycle at Run for Something. Reporting to the Chief People & Equity Officer (CPEO), this role will manage compensation and benefits, employee relations, labor and employment compliance, performance management, people analytics, total well-being, and PEO and vendor management. The Director will manage contractor(s) for People & Culture operations to build a supportive, high-performing culture. As a member of RFS, this position must also contribute to, integrate, and hold themselves accountable for the Diversity, Equity, and Inclusion (DEI) goals set by RFS, while playing an active role in fostering a diverse, equitable, and inclusive organizational culture.

Requirements

At least 7–10 years of relevant HR experience, with a proven track record in leadership roles, ideally within social impact, nonprofit, or mission-driven organizations.
Ability to translate People & Culture strategy into day-to-day operations.
Trusted advisor with strong judgment in people operations, performance management, employee relations, conflict resolution, and risk escalation.
Experience working in unionized environments, navigating labor relations, and fostering positive union-management relationships.
Experience in People & Culture functions, with expertise in Compensation & Benefits, Employee Relations, Performance Management, and Employee Engagement.
Experience managing Professional Employer Organization (PEO) and vendors related to compensation, benefits, and HR operations.
Deep understanding of employment law, multi-state compliance, and PEO/HRIS environments.
Proven leadership in strategic planning, change management, and organizational scaling.
Effective relationship-builder with leadership and cross-functional teams.
Ability to embed equity, inclusion, and belonging into people policies, practices, and systems.
Strong collaborator and skilled communicator who builds trust, coaches staff of all levels, and handles sensitive and confidential information with discretion.
Strong time management, prioritization, project management, and collaboration skills.
Commitment to DEI, organizational values, and the mission of Run for Something.
Ability to work independently in a remote setting.

Nice To Haves

Certifications such as SHRM Certified Professional (SHRM-CP), SHRM Senior Certified Professional (SHRM-SCP), Professional in Human Resources (PHR), Senior Professional in Human Resources (SPHR) or HRCI certifications.
Experience in leveraging HR analytics for decision-making.

Responsibilities

Operationalize the People & Culture strategy by executing the Chief People & Equity Officer’s vision into actionable goals, initiatives, and tactics.
Partner with CPEO for annual People & Culture planning, including KPIs and goal-setting to address organizational or department needs and gaps.
Collaborate with the CPEO and DEI Director to align People & Culture initiatives with DEI, ensuring a unified and coordinated organizational approach.
Identify, assess, and, as appropriate, escalate people-related risks in partnership with the CPEO.
Proactively review and recommend policies, guidelines, and workflow changes to the CPEO, ensuring alignment with the organization’s vision and goals.
Serve as the subject matter expert (SME) and manage performance management, employee relations, and HR initiatives.
Own employee relations strategy and execution, including conflict resolution, investigations, lead scenario planning, and draft sensitive communications.
Coach supervisors and staff on people-related challenges, ensuring fairness, consistency, and alignment with policy.
Collaborate with the CPEO and other People & Equity team members to co-design and facilitate manager/supervisor meetings that build leadership capacity across RFS, with a focus on strengthening manager’s understanding of policies and compliance.
Ensure consistent documentation standards, audit readiness, and adherence to established SOPs and workflows.
Co-lead change management efforts related to People & Culture initiatives, policy updates, and organizational transitions.
Oversee equitable compensation and benefits systems that support organizational growth and retention.
Foster a culture of professional growth through performance management systems.
Assess and adapt strategies to address emerging People and Culture challenges and opportunities.
People Analytics: Design, administer, and analyze People & Culture surveys (engagement, onboarding, well-being, exit), dashboards, and metrics to inform and improve end-to-end employee experience and to support organization strategy and performance
Translate workforce and organizational insights into operational improvements, identifying opportunities to strengthen systems, workflows, and cross-team collaboration, and regular reporting to leadership and staff.
Create and lead culture-building initiatives that foster belonging and connection across a fully remote workforce (e.g., wellness programs, recognition efforts, etc.)
Design and manage programs, initiatives, and benefits that prioritize mental, physical, social, and financial well-being based on employee feedback and peer benchmarking.
Collaborate with the Director of Talent and Learning & Development to build scalable, inclusive hiring, onboarding, People & Culture-related learning & development, and strategy.
Lead PEO and vendor relationships, including compensation, benefits, and compliance partners (i.e., ADP TotalSource, benefits administrators).
Manage vendor performance, contracts, renewals, and issue resolution to ensure high-quality service and compliance.
Serve as the primary point of coordination between vendors, staff, and leadership, ensuring communication and alignment.
Collaborate with the Finance & Compliance team on compensation, benefits, and HR compliance matters.
Ensure full utilization of PEO/HRIS systems.
Lead progressive benefits strategy and administration, including 401K, health, and wellness programs.
Drive employee engagement through innovative HR practices, surveys, and cultural initiatives.
Serve as the subject matter expert in People Operations, overseeing troubleshooting, updates, and staff training.
Ensure compliance with employment laws and remote work policies.
Partner with the CPEO to update HR policies to meet legal requirements and support organizational culture.
Support union-management relations in partnership with the CPEO, including preparation for collective bargaining agreement (CBA), implementation, and grievance processes.
Assist as a liaison, maintaining constructive relationships and open channels of communication.
Ensure compliance with the collective bargaining agreement (CBA) by interpreting provisions and advising managers and leadership on their application.
Support grievance and arbitration processes, ensuring timely, fair, and consistent handling in alignment with the employee handbook and the CBA.
Provide training and guidance to managers and supervisors on working effectively in a unionized environment, ensuring clarity on rights, responsibilities, and collaboration.
Monitor labor relations trends and emerging issues to proactively address potential conflicts and sustain a positive employee–management relationship.

Benefits

Four-Day Work Week
Unlimited Paid Time Off policy
Platinum Medical Insurance (100% of premium covered for employees; 50% of premium covered for dependents)
Dental and Vision Insurance (100% of premium covered for both employees and dependents)
Professional Development Stipend
Treat Yourself Stipend ($500 a year to do something that brings you joy)
Equipment Stipend
401k with matching
Work from Home Stipend
Cell Phone/Internet Stipend
12 weeks paid family leave
Paid Sabbatical (after 3 years of service to RFS)
Employee Assistance Program
~ Four weeks in organization-wide holiday closures, including a two-week winter break
Flexible, remote work environment
Transition payment for departing employees