[Hiring] Senior Director, HR @re:power

Role Description

re:power is looking to add to our team a values-driven Sr. Director, Human Resources to lead, manage and grow the HR functions of re:power - including hiring and onboarding, annual evaluations, compensation, benefits and payroll administration and HR compliance. This is a new role for re:power. The role is currently designed as an “HR Team of One”–a stand alone role that collaborates closely with our Executive Team. We’re a smaller team, so this role includes both implementation and strategy. We’re looking for someone who understands the importance of HR centering our people, and someone that is eager to lead new HR initiatives to help re:power improve and grow.

Primary Responsibilities

• HR Initiatives
  • Serves as a thought partner to the Executive Team on staffing needs and structures.
  • Supports all our staff through improving supervisors management practices.
  • Supports our culture through HR initiatives.
  • Refreshes/develops and implements plans for Executive Team consideration on all HR matters including HR policy development, compensation, evaluations, benefits and more.
  • Evaluates re:power’s HR tech, makes recommendations for improvements, owns implementation, staff training, etc. as needed.
  • Leads all work with HR contractors.
• HR Compliance
  • Ensures compliance with federal, state and local employment laws and regulations (we currently have staff in 15 states) as well as re:power’s policies while remaining grounded in a people-centered values-based approach to HR.
  • Liaises with our payroll provider Justworks as well as some state DOLs and our Workers Compensation provider as needed to resolve problems.
• Benefit and Payroll Administration
  • Works closely with Justworks and our Finance Manager to administer payroll for ~20 employees.
  • Manages re:power’s benefit programs–including driving annual renewals and ensuring our benefits meet organizational needs.
  • Serves as main contact for all re:power employees for payroll and benefit questions.
• Hiring and Onboarding/Offboarding
  • Develops/improves and implements strong hiring and onboarding/offboarding practices that support re:power’s values.
  • In close partnership with hiring managers oversee recruitment including job postings, candidate screenings, offers, negotiations and working with external hiring partners when required.
  • Manages offboarding processes.
• Compensation
  • Drives work on re:power’s compensation philosophy to ensure it’s aligned with re:power’s values and goals. This may require working with external values-aligned compensation experts.
• Performance/Evaluations
  • Leads a revamp of our annual evaluation process.
  • Manages complex employee relations matters, including investigations and terminations.
  • Supports managers in growing and developing their teams.

Qualifications

• Has held primary responsibility for HR functions at an organization, ideally a nonprofit or values-aligned organization OR has held a high level of responsibility for HR functions (ex. HRBP, Deputy Dir of HR) at a large organization.
• Has a deep understanding of HR compliance, while remaining grounded in a people-centered, values-based approach to HR.
• Understands performance management including giving advice to managers.
• Has cultivated and upheld BIPOC and LGBTQ+ workplaces.
• Experienced in assessing employee sentiment; proactively planning effective change management.
• Experienced building relationships to move the work forward while maintaining confidentiality.
• A note that this role will have some, but not extensive travel, up to 5 trips annually.

Compensation and Benefits

• Starting salary for this position ranges from $115,000-$130,000 annually with new staff typically coming in at the middle of this range.
• In an effort to counter pay inequality, the Senior Director, HR starting salary range is nonnegotiable and benchmarked to competitive markets in the nonprofit sector.
• re:power offers a comprehensive benefits package with excellent health/life/disability insurance, including these and other employment-related benefits:
• 95% employer-paid health and 90% employer-paid dental insurance premiums for staff and their families;
• 100% employer-paid life and disability insurance;
• Exceptionally generous and flexible paid time off;
• 401k retirement benefits with a 4% immediately vested employer match;
• FSA enrollment;
• 90 days of paid extended leave;
• 12 weeks of paid sabbatical leave after 5 years.

Application Deadline and Instructions

Applications are due April 24, 2026. Applicants are encouraged to submit both a resume and a cover letter that highlights an HR initiative you designed and implemented that you’re proud of. Two rounds of interviews will be held between April 27, 2026 and May 6, 2026. Our ideal start is May 26, 2026.