HomeSight, located in Seattle, WA, is conducting a search for its Director of HR Strategy and Operations. HomeSight is a nonprofit mortgage lender and community development corporation promoting social and economic equity to preserve and enhance economically and culturally diverse communities through affordable homeownership, business development, and community advocacy. HomeSight develops affordable housing, provides first-time homebuyer education and counseling, and makes loans to qualified buyers. We work closely with residents, small businesses, and community-based organizations to foster equitable economic development in Southeast Seattle. The Director of HR Strategy and Operations will be a key member of the leadership team at a stable, healthy organization and will have the opportunity to guide the future direction of the organization. The position is hybrid – with three days in the office weekly and two days remote.

Inclusivity Statement: HomeSight is an equal-opportunity employer with a diverse staff. We seek to recruit, retain, and advance people of diverse backgrounds. We are committed to fostering and supporting a workplace culture inclusive of people regardless of race, ethnicity, national origin, gender, sexual orientation, socio-economic status, marital status, age, physical abilities, political affiliation, religious beliefs, or any other non-merit fact. 

The Director of HR Strategy and Operations is a pivotal role within our organization, working as a strategic partner with the Executive Director to create a positive workplace culture. This position will oversee the operational aspects of human resources while also developing and implementing strategies to support organizational goals. Key responsibilities include talent acquisition, performance management, employee relations, and compliance with employment laws and regulations. This role will offer a unique opportunity to drive impactful change and contribute to the success of the organization.

STRATEGY

Recruitment and Staffing: Works in partnership with department directors to identify workforce needs, source candidates, screen resumes, conduct interviews, and onboard new hires.

Ensure that HR practices across hiring, promotions, and professional development reflect the organization’s commitment to diversity and inclusion.

Diversity and Inclusion: Champion diversity, equity, and inclusion initiatives, ensuring they are integrated into all aspects of HR practices and organizational culture.

Performance Management: Work with department directors to set performance standards, conduct performance evaluations, provide feedback, and implement performance improvement plans.

Training and Development: Identifying training needs, designing, and delivering training programs, and supporting employee development to enhance skills and knowledge.

ADMINISTRATION

Compensation and Benefits Administration: Developing and administering compensation structures, managing payroll deductions for benefits, and overseeing employee benefits programs such as health insurance, retirement plans, bonuses and performance-based incentive plans.

Compliance and Legal: Ensuring compliance with employment laws and regulations, maintaining employee records, and handling legal issues related to employment.

HR Information Systems (HRIS): Managing HR data and systems to streamline processes, improve efficiency, and provide accurate reporting and analytics.

COMMUNICATIONS

Employee Relations: Managing relationships between employees and the organization, handling grievances, conflicts, and disciplinary actions, and fostering a positive work environment. 

Confidentiality: Maintain strict confidentiality in handling sensitive employee information and issues, ensuring trust and privacy within the organization.

Collaboration and Relationship Building: Collaborate with department heads and other leaders to align HR initiatives with departmental and organizational objectives, building strong interdepartmental relationships.

OPERATIONS

HR Team Management: Lead the HR team with a focus on mission-driven goals, fostering a culture of accountability, innovation, and excellence.

Other duties as assigned.

PROFESSIONAL QUALIFICATIONS

• Bachelor’s degree and 3-5 years of progressive HR management experience or equivalent.
• Commitment to, or experience working in, mission-driven organizations.
• Experience in developing DEI strategies and engaging diverse communities.
• HR certification: PHR or SHRM member preferred.

PERSONAL QUALITIES

• Exceptional communication skills, emotional intelligence, and the ability to collaborate and build relationships across departments and with other leaders.
• Demonstrated commitment to confidentiality.
• Highly organized and capable of thriving in a dynamic, fast-paced environment.
• Able to manage details effectively while engaging in long-range planning to ensure the HR function is forward-thinking and agile.
• Mission-focused, with dedication to advancing our organizational goals.

Salary Range: $95,000-$105,000. Classification: Exempt, full time. Benefits: Comprehensive employer-paid health, vision, and dental insurance. Employees are eligible for a 403B Retirement Plan with matching contributions after one year of service. Annual professional/wellness allowance; paid life insurance and coverage under the Washington Paid Family Medical Leave (WA PFML); up to 15 vacation days in their first year; paid sick leave; two personal days that must be used within the calendar year.