Director of Human Resources

The Community Foundation for a greater Richmond stewards more than $1 billion in assets on behalf of our donors and community and employs a staff of approximately 50. We recently launched a multi-year strategic plan, and human capital — how we structure work, develop people, and reward performance — is central to executing it.

We're looking for an experienced HR executive who wants to keep operating at a senior level — shaping strategy, sitting credibly with the Executive team, and coaching leaders — without carrying a full-time role. This is a genuine hybrid: the right person will spend real time on strategic work but will also roll up their sleeves and execute tactically when that's what the moment requires.

It is not a role where administrative work is someone else's job — it's a role where you decide, week to week, what needs your strategic judgment and what you simply need to do yourself.

This role reports to the Chief Financial & Operations Officer, giving it a direct line into both financial governance and organizational operations — a natural home for compensation strategy, incentive plan design, and workforce planning decisions.

This is a part-time, exempt position at approximately 25 hours per week, with schedule flexibility to accommodate the CFOO's calendar, Executive team meeting cadences, etc.

Hybrid work arrangement based in the Richmond, VA area, with regular in-person presence expected for Executive team and staff engagement.

The salary range for this position is $80,000–$100,000 annually, determined by candidate experience, credentials, and demonstrated scope of prior HR leadership responsibility.

This range is posted in accordance with the Commonwealth of Virginia's pay transparency requirements and represents a good-faith estimate of anticipated compensation.

This role is not purely strategic, and it's not purely operational — it's built to flex between the two depending on what the organization needs in a given week. You'll partner closely with existing staff on shared HR functions, such as payroll, benefits administration, and onboarding.

Realistically, you should expect to execute hands-on work including but not limited to recruiting, prepping board materials, policy administration, etc.

• Serve as a trusted advisor to the CFOO, CEO, and Executive team on the people implications of the Foundation's strategic plan
• Translate strategic priorities into workforce, staffing, and organizational design decisions the Executive team can act on

• Own and evolve the Foundation's compensation philosophy, ensuring it is competitive, equitable, and defensible to the Board
• Ensure incentive compensation design complies with IRS rules and best practices governing nonprofit executive and staff compensation
• Work directly with the CFOO on budget impact, plan funding, and compensation governance — a single-point relationship that streamlines approval and avoids the translation layer a separate CFO/COO structure would require

• Maintain and continuously improve performance review systems across levels, including the executive-level review process
• Coach Executive team members and people managers on giving effective, development-oriented feedback

• Champion a culture of inclusion and collaboration across a 50-person staff, translating that commitment into concrete practices, not just language
• Build relationships with staff at every level — not just the Executive team — serving as a credible, approachable resource for coaching and development
• Design and support staff development programming, including manager coaching, growth planning, workforce development and…