Organizational Overview

Do you want to help ensure that every organizer, advocate, and changemaker in the progressive movement has what they need to create bold, people-powered change? Join us in making that vision a reality.

Launched in 2018, The Movement Cooperative (TMC) is a nonprofit member cooperative uniting more than 80 national and state-based organizations and over 1,400 affiliates through shared infrastructure and collaborative support. We bridge the gap between vision and capacity—democratizing access to tools, data, and strategic expertise that help our members organize more efficiently, campaign more effectively, and drive lasting impact across the movement.

As a cooperative, TMC is governed by and for its members, with a board(s) made up primarily of staff from member organizations. Together, we’re reimagining what’s possible when movement groups have the infrastructure they need to thrive.

Position Overview

The Director of Human Resources plays a pivotal role in ensuring an equitable, compliant, and thriving workplace at TMC. As the senior HR leader for TMC’s human-centered, fully remote, and unionized workplace, they report to the Chief of Staff. This role is responsible for shaping the organization’s people strategy while ensuring smooth day-to-day HR administration.

The Director is a leader who is energized by both high-level considerations and operational execution. They enjoy visioning, leading change, and coaching leaders, while also valuing reliable systems, attention to detail, and consistent follow-through. They integrate compliance and operational efficiency into a cohesive people strategy that supports a values-driven and high-performing workplace.

As the sole HR leader, the Director is responsible for HR strategy and operations, labor relations, employee relations, people management, benefits administration, compliance, HR vendor management, and organizational development. They lead TMC’s People Operations team, including the Operations Strategist and Learning & Development Lead. This role is part of the Programs constellation at TMC.

Responsibilities

HR Operations & Administration (~20%)

Own the organization's HR infrastructure: HRIS/PEO (Rippling), benefits platforms (Human Interest, WageWorks/HealthEquity), ATS (Greenhouse), and related tools.
Lead payroll and compensation processing and reporting with the CFO.
Own benefits administration and annual open enrollment.
Own PTO administration and reporting.
Maintain Employee Handbook, HR policies, SOPs, job descriptions, and personnel files.
Manage compliance reporting with PEO and legal counsel.
Serve as primary point for HR inquiries from staff, union leadership, and outside parties.
Lead proactive communications to staff on policy, benefits, and procedures.
Maintain systems, documentation, and workflows for accountability and consistency.

People Experience, Relations & Performance (~20%)

Oversee the full employee lifecycle.
Serve as trusted advisor for employee relations matters.
Own performance management lifecycle.
Coach managers on consistent policy application and equity.
Lead investigations and conflict resolution.
Conduct employee experience research and translate findings into recommendations.
Drive retention and engagement strategies.
Partner with L&D Lead on trainings and learning programs.

Labor Relations & CBA Administration (~15%)

Administer the Collective Bargaining Agreement (CBA).
Manage grievance process end-to-end.
Serve as staff liaison to the Labor Management Committee (LMC).
Interpret CBA provisions with managers and executives.
Facilitate Bi-Annual Equity Audit process.
Track grievance patterns and labor relations trends.
Stay current on labor law and maintain HR certification.

Strategic Leadership & Organizational Design (~15%)

Guide leadership through change and ambiguity.
Serve as advisor on organizational transitions and people-related risk.
Translate organizational strategy into people strategy.
Partner with leadership on workforce planning and role design.
Ensure job descriptions and compensation categorizations are aligned.
Identify people-related risks early.
Support succession planning.
Contribute to organizational strategy as part of the Senior Leadership Team.

Team Leadership: People Operations (~15%)

Lead the People Operations team with clarity and coaching.
Set team goals and OKRs.
Coach team members in day-to-day work and growth.
Plan team capacity and cross-training.
Oversee staff information spaces (Notion, Drive, Slack).

Manager Development, Coaching & Leadership Partnership (~15%)

Lead difficult conversations with confidence and humility.
Build trust with managers through reliability and communication.
Coach managers on people decisions and leadership challenges.
Develop training and resources for managers.
Convene and facilitate manager meetings.

Qualifications

Experience

8+ years of progressive HR experience, including 4+ years in senior HR leadership and 2+ years managing people.
Active CBA administration in a unionized workplace is required.
Current HR certification (PHR, SPHR, SHRM-CP, or SHRM-SCP), or willingness to obtain within 6 months.
Proven success as senior HR leader in small-to-mid-sized organizations (~50 people).
Experience across multiple state jurisdictions.
Strong background in employee relations, compliance, and labor relations.
Track record of building dependable HR systems.
Experience with HRIS, benefits systems, and ATS.
Experience in values-driven, progressive, nonprofit organizations.
Proven experience supporting organizations through change management.
Commitment to anti-racism, equity, and justice.

Skills

Blend of strategic vision and operational rigor.
Expert interpersonal and communication skills.
High emotional intelligence and discretion.
Strong project management and prioritization skills.
Skilled at creating accountability through documentation.
Deep understanding of employment and labor law.
Strategic thinking aligned with equity commitments.
Comfortable navigating ambiguity.
Skilled at leading change and building buy-in.
Ability to translate complex law and CBA concepts into practical guidance.
Competency with Google Workspace, Slack, and Asana.
Comfortable working independently in a remote environment.

Preferred

Experience with a PEO (Rippling a plus).
Experience managing in a fully remote environment.
Competency with Mac OS, Notion, Greenhouse.
Experience designing or facilitating training programs.
Familiarity with compensation strategy and pay equity frameworks.
Background in organizational development or talent planning.
Experience developing people strategies aligned to DEIA goals.

Physical Requirements

Prolonged periods of working on a computer.

Location Requirements

Staff must reside and work in the continental United States.

Compensation & Benefits

Salary range: $123,120 - $132,354 per year.
5-year compensation model with time-in-role raises.
Full-time exempt position.
Benefits include: fully covered health plans, dental/vision coverage, unlimited PTO, parental/adoption leave, flexible holidays, summer/winter closures, HRA up to $3,500, 401(k) with matching, home office stipend, life insurance, professional development stipend, Employee Assistance Program, and more.

Next Steps

Applications must be submitted by 6:00 p.m. ET on Thursday, August 27, 2026. Interviews include:

Application materials review
Panel interview (~60 minutes)
Final interview (~60 minutes)

Position to be filled by October 2026.

Director of Human Resources