Director, People & Culture

Airlink, Inc.•Washington, DC

1h•$130,000 - $160,000•Hybrid

About The Position

Airlink is a Washington, DC-based nonprofit humanitarian logistics organization that connects airlines with vetted nonprofits to deliver disaster responders and supplies to communities in crisis worldwide. As Airlink grows and develops its organizational practices, the Director of People & Culture will lead its human resources function and help build a healthy, high-performing workplace. Reporting to the VP of Operations & Finance, the Director serves as Airlink’s senior HR leader and a strategic partner to employees, managers, and leadership. The role leads recruitment, onboarding, compensation and benefits, performance management, employee relations, professional development, HR administration, and compliance with employment regulations. The successful candidate will balance strategic thinking with hands-on execution, use sound judgment and emotional intelligence, and provide approachable, trusted support as the organization evolves. The position is based in Airlink’s Washington, D.C. area and follows a hybrid schedule, with the team in the office three days per week. Airlink is considering candidates who are in or willing to relocate to the Washington, D.C. area. The salary range is $130,000 to $160,000. Benefits include company-paid health coverage, including dental and vision for employees; 401(k) matching; paid vacation, sick leave, and parental leave; company-paid life and short- and long-term disability insurance; and an EAP program.

Requirements

At least 10 years of progressive HR experience, including experience leading the HR function or serving as a senior HR business partner.
Strong knowledge of employment practices, HR administration, employee relations, compensation, benefits, and performance management.
Demonstrated ability to develop and implement HR policies, programs, and processes.
Strong interpersonal and communication skills, with the ability to build trust and credibility at all levels of an organization.
Sound judgment and discretion in handling confidential and sensitive employee matters.
Strong organizational skills and ability to manage multiple priorities in a fast-paced environment.
Must be in or willing to relocate to the Washington, D.C. area.

Nice To Haves

Bachelor’s degree in human resources, business administration, or a related field preferred.
Experience working in a nonprofit or mission-driven organization preferred.
SHRM-CP, SHRM-SCP, PHR, or SPHR certification is a plus.

Responsibilities

Lead and continuously improve HR strategy, policies, processes, and systems in alignment with organizational goals and priorities.
Ensure compliance with applicable federal, state, and local employment laws and regulations, and recommend updates to policies and practices.
Develop, update, and communicate employee policies, procedures, and the employee handbook.
Maintain accurate, confidential employee records and oversee HR systems and personnel processes.
Use workforce metrics, including retention, turnover, and engagement, to inform decisions and provide leadership recommendations.
Manage relationships with external HR partners, benefits providers, employment counsel, and other vendors.
Develop and implement recruitment strategies to attract diverse, qualified applicants.
Partner with hiring managers throughout recruitment and selection, supporting consistency, equity, and candidate communication.
Manage end-to-end hiring, including job descriptions, postings, interviews, references, offers, and pre-employment requirements.
Develop and improve onboarding programs that help new employees become connected, engaged, and effective.
Partner with leadership on workforce planning and future talent needs.
Lead annual reviews of compensation and benefits with the VP of Operations & Finance and organizational leadership.
Maintain equitable, competitive compensation practices informed by market and peer nonprofit data, and recommend adjustments.
Oversee benefits administration and serve as the primary contact for employees and benefits providers.
Communicate compensation and benefits programs clearly to employees and managers.
Lead and improve goal-setting and performance management processes.
Coach managers on performance management, employee development, accountability, and feedback.
Partner with managers and leadership to address performance concerns and implement improvement plans as needed.
Oversee job descriptions, organizational structure, and workforce planning tools.
Partner with leadership to strengthen organizational effectiveness, talent management, and succession planning.
Serve as a trusted resource to employees and managers on workplace concerns, policies, performance, and employee relations.
Partner with leadership to foster a positive, respectful, inclusive, and high-performing culture.
Develop initiatives to strengthen employee engagement, communication, recognition, and retention.
Coach managers on employee relations, conflict resolution, and challenging workplace situations.
Build and refine organizational practices that promote clarity, accountability, collaboration, and trust.
Develop and oversee employee learning, professional development, and succession planning programs.
Identify and coordinate internal and external learning opportunities aligned with organizational and individual development needs.
Partner with managers to support employee growth and career development.