Job purpose
The mission of the Tunnel to Towers Foundation is to honor the sacrifice of firefighter Stephen Siller who laid down his life to save others on September 11, 2001. We also honor our military and first responders who continue to make the supreme sacrifice of life and limb for our country.
The Director, Human Resources will serve as a strategic HR partner to assigned program areas, aligning people strategies with program goals and organizational priorities. Provides expert guidance to leadership on talent, organizational effectiveness, and workforce planning, while ensuring consistent HR practices across the Foundation.
Duties and responsibilities
- Serve as the senior HR strategic advisor for assigned program area(s), aligning people strategies with programmatic goals and the Foundation’s mission.
- Develop a deep understanding of program strategies, operating models, and external context to proactively address workforce needs.
- Translate enterprise HR strategy, as set by the VP, HR, into tailored, program-specific people plans by acting as the primary HR lead for designated program(s), including:
- Organizational design and structural alignment
- Workforce planning and talent strategy
- Team effectiveness and employee engagement
- Work in close partnership with peer Directors, HR Business Partners to ensure consistency and equity across programs in policies, practices, and employee experience.
- Balance program-specific needs with enterprise-wide standards, ensuring alignment with Foundation-wide priorities.
- Contribute to the design and implementation of enterprise HR initiatives led by the VP, HR.
- Provide ongoing coaching to program leaders on leadership effectiveness, team management, and organizational health.
- Support leaders in navigating the complexities of mission-driven work, including stakeholder engagement and program expansion.
- Partner with Learning & Development to deliver targeted leadership development for program teams.
- Lead talent review, succession planning, and workforce planning within assigned program areas.
- Ensure strong talent pipelines aligned with current and future program needs.
- Partner with Talent Acquisition to design hiring strategies that support programmatic growth and goals.
- Manage complex employee relations matters within assigned programs, ensuring fairness, consistency, and compliance.
- Partner with HR leadership on sensitive issues, investigations, and risk mitigation.
- Maintain compliance with federal and multi-state employment laws, with sensitivity to program-specific contexts.
- Drive effective performance management practices within program areas, aligned with organizational goals and values.
- Equip program leaders to set clear expectations, deliver feedback, and address performance challenges.
- Ensure consistent application of performance practices across programs.
- Lead change management efforts related to program growth, restructuring, new initiatives, and funding-driven shifts.
- Develop and execute strategies that support smooth transitions while maintaining employee engagement and effectiveness.
- Collaborate with peer HRBPs to align approaches to enterprise-wide changes.
- Analyze workforce data within assigned program areas, including engagement and retention, and metrics.
- Provide insights to Program Leads and HR leadership to inform decision-making and resource allocation.
- Contribute to enterprise workforce analytics through cross-HRBP collaboration.
- Reinforce a culture that connects employees’ work directly to programmatic and community impact.
- Support program teams in maintaining high engagement within a mission-driven, often fast-evolving environment.
- Ensure HR practices are responsive to the unique dynamics of nonprofit program work.
- Reports to the Vice President, Human Resources.
- One of three Directors, HR Business Partner, each aligned to specific program portfolio(s) within the Foundation.
- Accountable for delivering strategic HR partnership tailored to assigned program areas while maintaining enterprise consistency.
Qualifications
- Bachelor’s degree in Human Resources, Organizational Development, Business Administration, or related field required; Master’s degree preferred.
- Minimum of 7 years of progressive HR experience, with significant HR Business Partnering experience supporting senior leaders.
- SHRM-SCP, SPHR, or equivalent HR certification preferred.
- Experience operating in a matrixed HR model with multiple HRBPs and centers of excellence (e.g., HR Operations, Talent Acquisition, L&D).
- Proven track record advising senior leadership on organizational design, workforce strategy, and change management.
- Prior experience managing or mentoring HR staff is preferred but not required.
- Strong ability to align HR strategies with programmatic goals, funding realities, and mission impact.
- Demonstrated understanding of how nonprofit program operations influence workforce needs and organizational design.
- Ability to balance program-specific customization with enterprise-wide consistency.
- Deep knowledge of:
- Talent management and succession planning
- Employee relations and investigations
- Organizational effectiveness and design
- Performance management systems
- Change management methodologies
- Strong working knowledge of federal and multi-state employment laws and compliance requirements.
- Exceptional ability to influence without authority and build trust with senior program leaders and stakeholders.
- Skilled in coaching leaders through complex organizational and people challenges.
- Demonstrated ability to navigate varied perspectives in a mission-driven environment.
- Proven ability to work effectively as part of a high-functioning HRBP team, ensuring alignment across multiple client groups.
- Strong collaboration skills with centers of excellence (e.g., HR Operations, Talent Acquisition, L&D).
- Commitment to consistency, equity, and shared accountability across programs.
- Experience leading and supporting organizational change, including restructuring, growth, and program evolution.
- Ability to operate effectively in environments with shifting priorities evolving program needs.
- Strong problem-solving skills with a proactive, solution-oriented approach.
- Strong ability to leverage HR data and metrics to inform decisions and influence leadership.
- Experience identifying trends in engagement, retention, and workforce demographics and translating insights into action.
- Excellent verbal and written communication skills, with the ability to tailor messaging to diverse audiences.
- Skilled at facilitating discussions on sensitive topics, including employee relations issues and organizational change.
- High integrity, professionalism, and sound judgment.
- Strong emotional intelligence and ability to navigate complex interpersonal dynamics.
- Commitment to the Foundation’s mission and values, with an understanding of the unique dynamics of nonprofit work.
- Experience working in NYC-based organizations or similarly regulated environments.
- Willingness to travel (25%)
- Pre-employment screening, including a background check, is required.
Working conditions
Special Working conditions may include: a change in days worked, shift hours, and/or working conditions (outdoors or other locations) when participating and assisting in special events such as: NYC Tunnel to Towers Run and other events, as required.
Pay: $90,000.00 - $105,000.00 per year
Benefits:
- 401(k)
- 401(k) matching
- Dental insurance
- Flexible spending account
- Health insurance
- Paid time off
- Vision insurance
Work Location: In person
