Director of People and Culture

ACLU of Maryland•Baltimore, MD

3d•$160,000 - $170,000•Hybrid

About The Position

The ACLU of Maryland is seeking a senior HR leader to direct its People & Culture function and advance progressive, people-centered HR practices in service of the organization’s civil rights and civil liberties mission. The role will set values-aligned culture strategy in partnership with the Executive Director and connect People & Culture priorities to the organization’s strategic direction. The Director will strengthen the employee experience, cultivate productive labor relationships, coach senior leaders and managers, and build consistent people practices across teams. The position leads the core HR function—including talent, performance, compensation, benefits, policy, compliance, HR systems, workforce planning, and succession—and supervises a part-time People & Culture support professional. The role supports a geographically distributed Maryland workforce in a hybrid environment, with more in-person participation during the legislative session. Candidates must live in Maryland or be willing to relocate within six months of employment.

Requirements

10 or more years of progressive HR experience across the employee lifecycle.
Experience leading an HR or People & Culture function at a senior level.
An HR philosophy committed to equitable, anti-racist, and people-centered workplace practices aligned with the ACLU of Maryland’s mission and values.
Ability to balance employee experience with organizational stewardship, legal compliance, and pragmatic risk mitigation.
Experience coaching senior leaders and managers and strengthening management practice.
Experience administering a collective bargaining agreement and navigating labor-management relationships.
Must live in Maryland or be willing to relocate within six months of employment.

Nice To Haves

Experience in racial justice, civil rights, advocacy, legal services, or another mission-driven setting, particularly with organizations led by or working directly with communities most affected by structural inequity.
Transferable experience from other sectors is welcome.
Board service, volunteer leadership, or community involvement demonstrating purpose and passion is meaningful, particularly for candidates whose workplaces have not provided opportunities for this work.

Responsibilities

Set values-aligned culture strategy in partnership with the Executive Director and connect People & Culture priorities to organizational strategy.
Coach senior leaders and managers, strengthen supervisory capability, and create more consistent people practices across teams.
Steward labor-management relations, bargaining, collective bargaining agreement administration, manager training, and employee relations.
Shape the employee experience across the employee lifecycle, including onboarding, development, recognition, retention, and transition.
Build an inclusive culture that helps staff feel connected to the mission and one another.
Equip people leaders to foster healthy, thriving teams and create meaningful opportunities for staff voice.
Use people insights to drive measurable improvements.
Lead talent, performance, compensation, benefits, policy, compliance, HR systems, workforce planning, and succession.
Recruit and supervise a part-time People & Culture support professional, shaping the role as the function grows.