People and Culture Lead , Remote

We are seeking a high-integrity, results-oriented People & Culture Lead to serve as the backbone of our 8-FTE global team. This is not a traditional administrative HR role; you will be the "Architect of Productivity" and the "Guardian of Culture." Your mission is to ensure that every dollar invested in our staff, interns, and volunteers results in measurable impact toward our mission.

In this role, you will oversee and execute initiatives related to employee engagement, talent acquisition, organizational development, and workplace culture. Your duties will include implementing HR strategies, guiding recruitment processes, fostering a positive and inclusive work environment, and ensuring compliance with organizational policies. You will also collaborate with leadership to align human resources practices with ILIA’s values and mission.

Education/Certification:

Bachelor’s degree in HR or Psychology. PHR, SPHR, or CPHR certification is highly preferred.

Experience:

7+ years of HR experience, with at least 3 years working with US-based organizations or international nonprofits.

The "Efficiency" Mindset:
Proven track record of managing remote teams and identifying low-productivity patterns before they become systemic.

Software Fluency:
Expert in Google Cloud, project management tools.

Ethics:
Unshakeable integrity; ability to handle sensitive personnel issues with extreme discretions.

Proficiency in talent acquisition, employee engagement, and workforce planning.

Strong skills in conflict resolution, team building, and workplace culture development.

Experience in organizational development and implementing HR best practices.

Familiarity with compliance, policy development, and employment regulations.

Effective communication, interpersonal, and leadership skills.

Proficiency in using HR software and tools is a plus.

Prior experience in a non-profit organization or with youth-focused initiatives is advantageous.

Growth Plans:
Develop individualized professional development plans that align personal career goals with the nonprofit’s milestones.

Quarterly Impact Reviews:
Move beyond "check-ins" to structured, data-driven performance reviews.

Performance Intervention:
Identify "weak results" early (within 30–60 days) and implement Performance Improvement Plans (PIPs) or exit strategies to protect the organization's budget.

Engagement Monitoring:
Conduct regular staff pulse surveys and "Stay Interviews" to maintain high morale and retention.

Facility & Aesthetic Alignment:
Research and procure office furniture and equipment that enhances productivity; ensure "workforce facility alignment" for both physical and remote team members.

Organizational Vibe:
Act as a neutral sounding board for staff while maintaining the Executive Director’s vision for a high-performance culture.

HR Infrastructure:
Maintain all personnel files, HR agreements, and international contractor documents.

Risk Mitigation:
Update the Employee Handbook annually and manage Workers’ Compensation documentation and safety policies.

Strategic Impact:
You aren't just filing papers; you are building the foundation for our next phase of growth.

Autonomy:
We value your expertise. You will have a seat at the table to suggest and implement new systems.

National Mission:
Your work directly enables our team to change lives and scale our impact.