Human Resources Director

M3 Placement•Albany, NY

21h•Onsite

About The Position

Our client, a small non-profit organization, is seeking an experienced Director of Human Resources to join their leadership team in the Capital Region. This individual will build and strengthen the organization's people-management capability by coaching frontline and mid-level managers, redesigning key HR processes, and serving as a trusted advisor to leadership while overseeing the organization's day-to-day Human Resources administration. This is a highly visible, hands-on leadership role ideal for someone who enjoys building programs from the ground up and bringing current HR best practices into a mission-driven organization. The Director of Human Resources will play a critical role in developing leaders, modernizing performance management, strengthening talent acquisition efforts, and ensuring HR compliance while supporting their long-term strategic vision.

Requirements

Bachelor's degree required.
Minimum of five years of Human Resources experience, including direct experience coaching and developing managers.
Demonstrated experience designing or improving HR programs such as performance management, onboarding, or talent development.
Strong knowledge of FMLA, Paid Family Leave, and applicable employment laws.
Excellent communication, interpersonal, coaching, and organizational skills.
Proven ability to manage sensitive employee relations matters with professionalism, discretion, and sound judgment.
Experience advising senior leadership and partnering across multiple departments.
Ability to prioritize multiple projects and manage competing deadlines.
Proficiency with Microsoft Office Suite and HRIS platforms.

Nice To Haves

SHRM certification preferred.
Experience with recruitment marketing and employer branding is preferred, particularly within mission-driven organizations.

Responsibilities

Serve as the organization's primary resource for coaching frontline and mid-level managers on interviewing, performance management, employee feedback, difficult conversations, and leadership development.
Establish consistent expectations and best practices for manager one-on-one meetings and employee coaching.
Strengthen communication and collaboration between executive leadership and frontline management.
Redesign the organization's performance evaluation process, including rating methodology, calibration practices, and role-specific goal setting aligned with the CEO's strategic vision.
Partner with department leaders to establish career paths and employee development opportunities.
Manage the full recruitment lifecycle, including job postings, candidate sourcing, interviewing, offer management, and onboarding.
Enhance employer brand by developing innovative recruitment marketing strategies that communicate the organization's mission and exceptional employee value proposition.
Design and implement a consistent organization-wide onboarding and new hire orientation program.
Serve as a confidential advisor to employees and leadership regarding workplace concerns, employee relations, conflict resolution, and sensitive personnel matters.
Proactively identify emerging workplace trends, employment law changes, and organizational risks while advising leadership on best practices.
Coach managers to resolve employee performance and interpersonal concerns before they escalate into formal issues.
Oversee leave administration including FMLA, Paid Family Leave, Short-Term Disability, and Long-Term Disability.
Manage all aspects of the employee lifecycle, including onboarding, probationary periods, performance documentation, and employee separations.
Maintain confidential HR records and ensure compliance with employment laws and organizational policies.
Partner with the organization's outsourced compensation consultant to support market analyses and total rewards communication.
Perform additional duties as assigned and travel as needed.