Director of People and Culture

The American Civil Liberties Union of Tennessee (ACLU-TN) seeks a compassionate and future-oriented human resources professional to be our new Director of People and Culture. This position is perfect for someone passionate about defending and advancing civil rights and civil liberties in Tennessee and the South. The right candidate will be well-versed in human resources (HR) law and practices, a culture- and structure-builder and reinforcer, an intentional planner and implementor, an empathic leader, and a collaborative and supportive teammate.

The Director of People and Culture will oversee the strategy and delivery of an exceptional employee experience that is rooted in transparency, collaboration, equity, integrity, and accountability. This individual will lead and continue to develop the organization’s HR practices, ensure compliance with relevant laws, drive office culture and structures, and oversee the financial, technological, and administrative/operations side of the organization. This Director is a member of ACLU-TN’s operational leadership team, reports directly to the Executive Director, and supervises the office’s Operations staff.

ACLU-TN’s office is in Nashville, TN, a rapidly growing city with a rich history in social justice and a fantastic music, arts, culture, and food scene. Staff work in a hybrid environment, with eight in-office days required per month. Candidates outside of the Nashville metropolitan area will be considered for this position with the understanding that relocation will be required.

Responsibilities

Lead Human Resources Officer

• Develop and implement comprehensive HR strategies, policies, and procedures that align with the organization's mission, values, and legal requirements.
• Oversee all aspects of the employee lifecycle, including recruitment, onboarding, performance management, professional development, compensation and benefits, payroll processing, and offboarding.
• Maintain awareness and knowledge of federal, state, and local employment laws and regulations, as well as National and local organizational policies, and ensure compliance with all relevant laws, regulations, and policies.
• Develop, implement, and oversee organizational policies and procedures, including personnel manual/policies, job descriptions, and other materials.
• Serve as a trusted advisor and resource to staff and leadership on HR-related matters, providing guidance and support to navigate employee relations issues.
• Manage employee records and the HRIS system, ensuring accuracy and confidentiality.

Culture

• Foster a positive, inclusive, and equitable work environment that promotes employee engagement, well-being, belonging, trust, and problem-solving.
• Develop and implement strategies to enhance organizational culture, promote internal communication, and build strong cross-functional collaboration.
• Cultivate and drive culture of the affiliate, including Equity, Diversity, Inclusion, and Belonging (EBID) practices, navigating a partially remote team, team-building and staff engagement activities, employee celebrations, and wellness and other programmatic activities or opportunities for the staff (e.g., lunch and learn series).
• Develop and support a culture of feedback, deep listening, and frequent internal communication, including through overseeing opportunities for staff feedback on the organization and its operations.
• Coordinate the organization’s professional development processes, including overseeing annual appraisals, arranging and booking staff training individually and collectively, and analyzing evaluation and feedback to identify future training needs.

Operations

• Oversee the day-to-day nonprogrammatic operational functions of the organization, ensuring efficiency, effectiveness, and alignment with strategic goals.
• Oversee the organization’s financial management program, including the annual budgeting process, Quattro’s (finance vendor) work, the annual audit process, and preparation of reports for leadership and the Board of Directors.
• Manage and maintain office facilities, equipment, and supplies, ensuring a safe and productive work environment.
• Manage organizational risk and ensure appropriate insurance coverage.
• Assist the Executive Director in supporting the work of board of directors, including preparing meeting materials and coordinating meeting schedules and logistics.
• Oversee technology needs and vendor contracts and relationships

Leadership and Team Management

• Manage and supervise administrative staff in a collaborative and goal-oriented way
• Serve as a member of the Operational Leadership Team, along with the Executive Director, Deputy Director of Integrated Advocacy, and Development Director. Collaborate with the Executive Director and other leadership team members to align operational strategies with the overall organizational vision.
• Be a thought-leader with the Executive Director, other members of the Operational Leadership Team, and where relevant other staff or National counterparts on dynamics related to staffing, culture, organizational development, and other issues, including staff appreciation of roles and decision-making authorities.
• Serve as a Liaison to the Board in support of and collaboration with the Executive Director, in an effort to build a strong culture within the Board and positive relationships between the Board and staff. Liaising includes but is not limited to providing reports for the Board, attending Board meetings as requested, and managing the annual conflict of interest

Qualifications

Although no candidate will possess every quality, the successful candidate will possess many of the following qualifications and attributes. We welcome applications from candidates who are excited and passionate about the role, even if they are unsure about meeting all the below items.

• Demonstrated commitment to ACLU-TN’s mission, vision, values, and to supporting the fight for civil rights/civil liberties, racial justice, and EDIB in the South.
• Master’s degree preferred; Bachelor’s degree required. Industry-specific certifications also preferred.
• Deep knowledge of HR laws, policies, and practices, including employment laws (e.g., FMLA, FLSA, COBRA, ADA, HIPAA, EEO) and compliance requirements, and HR best practices. Ability to read and analyze relevant legal and policy documents, including laws, contracts, regulations, reports, and data collections.
• At least 10 years of experience in human resources or a related field.
• Experience leading a team and serving as a senior organizational leader, preferably in the non-profit space. Management experience and skills, including experience coaching and supporting staff through leadership and communication challenges.
• Demonstrated sound judgment, flexibility, compassion, creativity, and patience; excellent ability to exercise discretion, integrity, and confidentiality in dealing with sensitive employment and personal matters. High levels of diplomacy balanced with clarity.
• Exceptional communication skills and the ability to engage and work with diverse people (including colleagues, Board members, vendors, and community members) in an open, respectful, and positive way.
• Ability to recognize and define problems, collect data, establish facts, and draw valid conclusions in the context of a variety of situations with multiple variables, both predictable and unpredictable.
• Strong project management skills: highly organized, detail-oriented, able to manage multiple tasks and competing deadlines, and follow up on action items without intensive supervision. Adaptable, problem-solving, and team-player orientation to the work.
• Commitment to encouraging a healthy and collective work environment that values racial justice and equity. Recognition that creativity, health, and humor among staff strengthen the organization. An orientation to staff that is based on kindness, strengths, and a growth mindset.
• Sensitivity to power and privilege dynamics, strong self-awareness, and cultural competency around differing backgrounds, identities, and belief structures.
• Skilled in Microsoft Office programs and ability to learn and master organization-specific programs and software.
• Willing to relocate to the Nashville metropolitan area.

This job description provides a general but not comprehensive list of the essential responsibilities and qualifications required.

Compensation

This is a full-time, exempt position with a starting salary range of $100,000-110,000. This position reports directly to the Executive Director, is a member of the Leadership Team, and will supervise Operations team members. ACLU-TN currently operates under a hybrid structure, where staff are expected to work in the office 8 days/month, including all-staff in-office days on the first and third Monday and Tuesday of each month.

Staff members receive a generous benefits package, including a minimum of 15 vacation days, 12 sick days, and 2 personal days, along with at least 13 recognized holidays; 100% employer-covered health insurance (medical, dental, and vision); a flexible-spending account; a 401(k) -matched retirement contribution; 12 weeks of parental leave; long- and short-term disability; life insurance; an annual professional development stipend; and snacks in the office.