Human Resources Director

The Director of Human Resources is a senior executive leader responsible for the strategic direction, operational excellence, and continuous improvement of the Human Resources function across SEIU Local 2015. This role leads the design and execution of HR strategies that support a unionized workforce, strengthen organizational effectiveness, ensure legal and contractual compliance, and advance a high-performance, equity-centered culture. Reporting to the Head of People & Culture and serving as a key member of the executive leadership team, the Director partners closely with senior leaders, the Executive Board, and department heads to align people strategy with the union’s mission, values, and long-term goals.

The Director holds primary accountability for labor and employee relations, HR governance, HR systems, workforce planning, and the development of a strong, values-aligned HR team.

• Serve as a strategic advisor to executive leadership on workforce strategy, labor relations, organizational design, and change management.
• Translate organizational and union priorities into multi-year HR strategic and operational plans with measurable outcomes.
• Assess and advise on the people impact of long-range initiatives, regulatory changes, and bargaining strategies.
• Represent Human Resources in executive leadership discussions and, as appropriate, with the Executive Board.
• Lead and oversee labor and employee relations in a complex, unionized environment, including investigations, grievance handling, and disciplinary processes.
• Ensure consistent and compliant application of collective bargaining agreements, policies, and past practices.
• Provide strategic HR guidance during negotiations, reorganizations, and workforce transitions.
• Align HR practices to support organizing, member strength, and internal equity.
• Plan, develop, implement, and evaluate all HR policies, programs, and services.
• Ensure compliance with federal, state, and local employment laws and proactively mitigate risk.
• Establish HR governance frameworks that promote consistency, accountability, and transparency.
• Lead workforce planning, recruitment, retention, performance management, leadership development, and succession planning.
• Ensure equitable, inclusive hiring and advancement practices aligned with SEIU values.
• Partner with leaders to build management capability and organizational effectiveness.
• Oversee compensation, benefits, and rewards programs to ensure equity, competitiveness, and fiscal responsibility.
• Evaluate and recommend benefits strategies that support employee well-being and retention.
• Provide executive oversight of employee engagement, communications, safety, health, and wellness initiatives.
• Provide executive leadership for HRIS and people systems, ensuring accurate data, reporting, and analytics.
• Use workforce metrics to inform executive decision-making and continuous improvement.
• Develop and manage the HR departmental budget with demonstrated ROI on people initiatives.
• Lead, mentor, and develop a high-performing HR team with clear expectations and accountability.
• Build internal HR capacity through coaching, training, and succession planning.
• Maintain the highest standards of confidentiality, ethics, and professionalism.

• 10–12+ years of progressive Human Resources leadership experience, with accountability for organization-wide HR strategy and operations.
• Significant experience in unionized environments, including labor relations, investigations, grievances, and contract administration.
• Proven success serving as a senior HR leader and trusted advisor to executive leadership and governing bodies.
• Experience in complex, mission-driven or values-based organizations strongly preferred.

• Bachelor’s degree in Human Resources, Business Administration, Organizational Development, or a related field (or equivalent experience).
• Advanced or specialized training in employment law, labor relations, compensation, or organizational development preferred.
• Active engagement in HR professional networks and ongoing professional development preferred.