Director, People – Culture

Jobs for the Future (JFF)

. Lead JFF's People Business Partner function and define portfolios, coverage, decision rights, goals, and success measures .

Posted 11/5/2026full-timeRemote • United StatesLead💰 $140,000 - $160,000 per yearWebsite

Core Competencies

Role fit

Core Competencies

Use this summary to align your resume positioning with the role.

Demonstrates extensive experience in leading People Business Partner functions, managing the full talent lifecycle, and implementing large-scale people initiatives. Possesses strong analytical skills to translate people data into actionable insights while fostering collaboration and communication across all levels of the organization.

Highest-signal resume keywords

People & Culture ExperienceEmployee Relations ExpertiseSuccession Planning LeadershipSurvey Analysis Using Culture AmpNonprofit Compliance Understanding

ATS Keywords

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Applicant Tracking System Keywords

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Hard Skills

Talent Lifecycle ManagementProcess EstablishmentPerformance ManagementRisk ManagementData AnalysisCareer DevelopmentWorkforce PlanningPolicy ImplementationDocumentation StandardsEmployee Listening Initiatives

Soft Skills

CollaborationInfluencePresentation SkillsCommunication SkillsSound Judgment

Tools & Technologies

Culture AmpAI-Enabled Tools

Industry Keywords

Nonprofit SectorPeople PracticesCompliance RegulationsEmployee EngagementTotal Rewards

About the role

Key responsibilities & impact

Lead JFF's People Business Partner function and define portfolios, coverage, decision rights, goals, and success measures
Align PBP segments and coverage with JFF's evolving organizational structure
Ensure PBPs lead the full talent lifecycle, including leader partnership, workforce and skills planning, performance, team effectiveness, and employee relations coordination
Translate People & Culture strategy into priorities, proposals, and recommendations for senior leaders
Lead, develop, coach, and hold the PBP team accountable for quality, timeliness, risk management, stakeholder experience, and escalation
Build development plans, career paths, cross-training, backup coverage, and transition plans for PBPs
Establish and improve scalable PBP processes, including RACI, case management, documentation, intake, triage, annual calendars, templates, playbooks, and process maps
Clarify handoffs with People Operations & Total Rewards
Serve as escalation point and senior advisor for complex employee relations matters, investigations, accommodations, separations, and conduct or performance concerns
Coach leaders and managers on difficult conversations, performance management, and defensible decision-making
Analyze employee relations patterns and PBP data to identify risks and recommend policy or practice changes
Lead rollout of enterprise people initiatives, performance and calibration cycles, organizational changes, policy updates, and manager enablement
Plan initiatives through design, communication, adoption, measurement, and post-cycle improvement
Present to all-staff audiences, the JFF Leadership Council, Executive Team, and Board as needed
Lead career development, internal mobility, growth conversations, succession planning, talent pipelines, and workforce planning
Partner with Finance, Operations, executives, and hiring managers on staffing, budgets, role design, hiring approaches, and offers
Lead employee listening through engagement and total rewards surveys, pulse feedback, and exit and stay insights
Turn survey results and people data into action plans and communicate progress to staff
Build trusted cross-functional relationships and influence outcomes without direct authority
Escalate risks and sensitive matters to the AVP, P&C with clear recommendations
Partner with the Director, People Operations & Total Rewards on compensation, benefits, and policy guidance
Contribute to P&C goals, budget, operating rhythm, and JFF values

Requirements

What you’ll need

Demonstrated People & Culture/HR experience, including significant experience leading HR business partners or generalist teams and advising senior executive roles
Typically 12-15+ years of experience for Director II-level new hires, through a combination of full-time, part-time, internship, and/or freelance experience
Extensive experience owning segment or portfolio responsibilities for a business partner or generalist function
Experience establishing processes, standards, and structure for a consistent business partner function
Generalist People expertise and demonstrated employee relations expertise, including complex cases, investigations, and separations
Experience implementing and advising on large-scale, people-facing initiatives and processes
Deep familiarity with and leadership in succession planning
Experience leading career development and employee listening efforts, including survey analysis using Culture Amp or a similar platform
Deep understanding of HR and people practices relevant to nonprofits
Understanding of nonprofit compliance and regulations
Sound judgment in escalation, leadership communication, pattern recognition, and recommendations
High attention to detail in documentation, case files, and communications
Strong collaboration, influence, presentation, and communication skills
Executive presence, discretion, tact, and integrity on sensitive matters
Comfort with ambiguity, change, and pressure
Commitment to inclusion and belonging, with experience building fair, transparent people practices
Comfort with people data and analytics and AI-enabled tools
Resume and thoughtful cover letter required
Positions are not eligible for employer-visa sponsorship or open to F-1 student visa holders

Benefits

Comp & perks

Medical insurance
Dental insurance
Vision insurance
Retirement benefits through a 403(b) plan, including employer contributions for eligible employees
Paid time off
Paid leave benefits
Professional development opportunities
Flexible work arrangements: in-person, hybrid, or completely remote
Office equipment as needed
Flexible work hours
Balanced workloads
Career advancement opportunities