Director of Human Resources & Culture

JOB TITLE: Director of HR & Culture
CLASSIFICATION:  Regular, Full-Time, Exempt 
COMPENSATION:  $140K-$155K starting compensation 
LOCATION:  Fully remote in USA with negligible travel 
REPORTS TO:  Chief Operating Officer with heavy dotted line to the Executive Director 
DIRECT REPORTS:  No current staff members, but will oversee some outsourced HR capabilities 
EXPECTED START:  February/March 2027 

About the Position:
Homebase is seeking an experienced, thoughtful, and highly collaborative Director of Human Resources & Culture to lead and strengthen our people practices as we continue to grow and evolve as an organization that is now over 70 strong. 

The Director will oversee core HR operations including recruitment, onboarding, employee relations, performance management, compensation, benefits support, HR policies, and employee engagement. The role will also partner closely with organizational leadership on broader people and organizational development priorities, including leadership development, manager capacity building, and integrating a valued center lens into our people practices. 

Homebase currently works with an external HR partner for a number of HR functions. The Director will be responsible for developing an effective partnership with that provider while serving as the organization's internal HR leader and primary point of contact for employees and managers on HR-related matters.  

This is an opportunity for an HR professional who enjoys both building systems and working with people — someone who can move comfortably between the details of an offer letter, the complexity of an employee relations matter, and the larger question of how Homebase can create an environment in which staff can do their best work. 

The position is fully remote, and candidates may be located anywhere in the United States. The position reports to the Chief Operating Officer with a heavy dotted line to the Executive Director.

About Homebase

Homebase is a national nonprofit dedicated to the social problem of homelessness. Our mission is to end homelessness, prevent its recurrence, and decrease its effect on communities. We work at the local, state, and national levels to support our partners in designing systems and implementing responses to homelessness while fostering collaboration and collective impact in addressing its political and economic causes.

Responsibilities

HR Leadership & Partnership (Approximately 20% of the role)

• Serve as the primary internal HR leader and a trusted advisor to the COO, Executive Director, and leadership team.
• Develop a strong working relationship with Homebase's current external HR provider.
• Provide leadership with timely insight into employee, organizational, and HR trends and emerging risks.
• Help establish clear roles and responsibilities among HR, managers, leadership, and external HR partners.
• Contribute to organizational planning and decision-making from a people and organizational perspective.

 Recruitment & Employee Lifecycle (Approximately 10% of the role)

• Lead and coordinate Homebase's recruitment processes, including developing and posting job announcements, coordinating interviews, supporting hiring managers, conducting reference checks, and facilitating offers.
• Partner with hiring managers to ensure recruitment processes are equitable, inclusive, efficient, and aligned with Homebase's values and competencies.
• Prepare compensation-related documentation, ensuring consistency with organizational practices.
• Coordinate onboarding of new employees in partnership with the COO, relevant functional leaders, and hiring managers.
• Continuously improve the employee experience from recruitment through onboarding, offboarding, and throughout the employee lifecycle.

 Performance Management (Approximately 10% of the role)

• Support the organization in managing performance, conduct, and other employment matters with fairness, consistency, confidentiality, and sound judgment.
• Lead the administration and ongoing evolution of Homebase's performance management process.
• Partner with managers to establish clear performance expectations, provide effective feedback, address performance concerns, and document performance appropriately.
• Support managers in navigating performance-related questions and processes, including performance improvement plans.
• Serve as a resource and internal coach to leaders and managers on effective performance management and employee development.
• Help build and strengthen an organizational culture of regular feedback, accountability, and professional growth.

Employee Relations & Workplace Support (Approximately 10% of the role)

• Serve as a trusted and accessible resource for employees and managers navigating workplace and HR-related questions and concerns.
• Manage and/or support employee relations matters, including workplace concerns, complaints, interpersonal conflicts, and other sensitive issues.
• Conduct or coordinate workplace investigations as appropriate, in consultation with the COO, external HR partners, and/or legal counsel when necessary.
• Advise managers and leadership on appropriate, consistent, and legally sound approaches to HR and employee relations matters.
• Help identify patterns or systemic human resources or organizational culture issues that may require broader organizational attention.

HR Policies, Systems & Compliance (Approximately 10% of the role)

• Maintain, develop, and periodically update Homebase's employee handbook and HR-related policies and procedures.
• Ensure HR practices are consistently implemented and aligned with applicable federal, state, and local employment laws, organizational policies, organizational values, contractual requirements, and funding requirements.
• Partner with the external HR provider and organizational leadership to maintain appropriate HR compliance and risk management practices.
• Oversee and administer personnel-related processes, including Payroll Action Forms (PAFs), salary changes, employee status changes, and other employment documentation.
• Maintain accurate and confidential employee records and HR information.
• Identify opportunities to improve HR systems, processes, technology, and documentation as Homebase evolves.

Compensation, Benefits & Payroll (Approximately 10% of the role)

• Support the administration of employee compensation changes, ensuring appropriate internal consistency and alignment with applicable funding and contractual requirements.
• Partner with the COO, finance team, and external HR provider on compensation-related matters.
• Support annual benefits open enrollment and employee communications, including coordinating employee surveys and gathering feedback.
• Serve as an internal resource to employees regarding benefits and HR-related questions, while coordinating with the organization's external HR provider as appropriate.
• Help identify opportunities to improve the overall employee benefits and compensation experience.

Employee Engagement & Organizational Culture (Approximately 10% of the role)

• Help foster a positive, inclusive, and connected employee experience across Homebase's  remote workforce.
• Coordinate employee engagement and organizational culture activities, including recognition efforts and other Homebase-wide initiatives.
• Partner with affinity groups and other employee-led initiatives as appropriate.
• Help strengthen communication, connection, and belonging across teams and throughout the organization.

Organizational Development (Approximately 20% of the role)

• Bring a values center lens to HR practices, policies, employee experiences, and organizational decision-making.
• Partner with organizational leaders and staff on initiatives related to values, inclusion, and organizational culture.
• Support the development of managers and organizational leaders through leadership development, coaching, and capacity-building initiatives.
• Help build managers' confidence and skills in areas such as feedback, communication, conflict resolution, performance management, and employee development.
• Identify organizational development opportunities and help translate them into practical programs, resources, and tools.
• Partner with leadership to understand emerging workforce needs and develop HR practices that support Homebase's evolving strategy.

Successful candidates possess: 

• Commitment to Homebase's mission and vision. 

• 7+ years of progressive HR experience, with increasing responsibility across multiple HR functions. 

• Demonstrated experience serving as an HR business partner or internal HR leader for an organization of comparable size and complexity. 

• Strong knowledge of core HR practices, including recruitment, employee relations, performance management, compensation, benefits, and employment policies. 

• Experience managing sensitive employee relations matters and workplace investigations with discretion and sound judgment. 

• Experience coaching and advising managers on performance, employee relations, and people management. 

• Strong understanding of employment law and HR compliance, with the judgment to recognize when matters should be escalated to external HR or legal counsel. 

• Commitment to values driven and inclusive organizational practices. 

• Experience working in a primarily remote or geographically distributed workforce. 

• Highly skilled and open to giving and receiving constructive feedback and able to implement organization-wide systems to nurture a culture of feedback, ideally with experience in conflict resolution/transformation grounded in practices that honor relationships and community. 

• A skilled leader who models integrity, accountability, trustworthiness, and empathy with deep self-awareness and emotional intelligence. 

• Experience developing, implementing, and maintaining HR policies and processes. 

• Excellent written and verbal communication skills. 

• Strong organizational skills and attention to detail, particularly when handling confidential and sensitive information. 

Preferred Qualifications:

• Bachelor's degree in Human Resources, Business Administration, Organizational Development, or a related field, and/or Professional HR certification (SHRM-SCP, SHRM-CP, SPHR, PHR, or equivalent) 

• HR leadership experience in a nonprofit or mission-driven organization. 

• Experience with HRIS, payroll, benefits, and other HR technology platforms. 

• Experience supporting organizational change, growth, or restructuring. 

• Experience with leadership development, organizational development, or culture-building initiatives. 

To Apply
Please submit a resume and respond to the application questions on the Workable Platform.

Applications will be accepted until 2pm PST on November 12, 2026. We plan to hold interviews November 2026 through January 2027 with a target start date in late February or early March 2027. 

The starting compensation range for this position is between $140,000-$155,000. We also offer a robust benefits package, including a 403(b) match, health insurance, and generous PTO.