Human Resources Director

Job Type

Full Time




Minimum: $80,000
Maximum: $88,000
Details: commensurate with experience



Start Date


Application Deadline



United States


Organizational Overview:

The National Network of Abortion Funds (NNAF) builds power with members to remove financial and logistical barriers to abortion access by centering people who have abortions and organizing at the intersections of racial, economic and reproductive justice. Together with our members, we advocate for cultural and political change to ensure access for people who face the greatest obstacles to abortion access: women with lower income, women of color, young women, and transgender and gender nonconforming people. This is an exciting time for NNAF as we grow, nurture new funds emerging in underserved areas, deepen our support for funds working within the reproductive justice framework, and co-lead a bold national coalition campaign to increase abortion access by restoring Medicaid coverage for abortion. We are working to make access to abortion a reality for everyone, no matter their resources. We are building a movement, mentoring young leaders, and working toward a world in which everyone can shape their own futures and families. We invite you to join us as the newest member of our dedicated and growing team.


NNAF is comprised of a multi-racial, multi-religious, gender expansive staff of 31, located across the United States. We know how important it is to support our remote staff to maintain connection and cohesiveness as a team. To this end, we ensure weekly one-on-one supervision, face-to-face virtual staff meetings, quarterly in-person meetings, and more.

Supervised by: Deputy Director of Organizational Advancement

Supervises: Human Resources & Operations Manager

Status: The position is full-time, exempt, salaried.

Compensation: $80 - $88,000, commensurate with experience

Benefits: Competitive benefits package currently including 100% employer paid health insurance/50% for dependents/families, a 5% employer retirement match, 3 weeks’ vacation, 14 holidays, generous sick time, and a commitment to professional development.

Location: Flexible; slight preference for Boston area.

Position Description:

The Human Resources Director is the first, full-time HR position in NNAF’s history, and is a unique opportunity to strengthen, shape, and design HR practices in an organization fully committed to investing in its staff and fully reflecting its values inside and out. Over the last few years our organization has grown significantly in size and complexity, and our HR needs have quickly followed suit. We have transitioned to a mostly virtual workplace, with staff in multiple states and cities, and we expect continued growth in the years to come.

We pay close attention to creating and maintaining an organizational culture that reflects our core values, and as we grow, we are committed to meeting the challenge of maintaining and deepening how we live in those values. We recognize that our HR practices and policies play an integral and critical role in continuing to live our values fully. 

We are ready for the right HR professional to take our HR practices to the next level, both strengthening our basic HR and compliance processes while building our HR practices to ensure innovative, progressive, best in class policies and benefits that reflect our values with our staff.

The ideal candidate for this position will be an experienced HR professional who is rooted in the values of racial, economic, and reproductive justice, and who will think outside the box to bring this lens to all of our HR practices. They will be excited to research innovative approaches and make recommendations on how to balance compliance with values, set up strong systems and processes that will last through growth, and serve as an integral part of the leadership team providing strategic direction for the organization as a whole.

The Human Resources Director is responsible for shaping the vision for, and experience of, NNAF’s geographically dispersed work environment to ensure thoughtful integration of new staff, support for staff member’s ongoing growth and learning, overall alignment with NNAF’s values, and compliance in all areas of HR. The HR Director creates, strengthens, and standardizes all HR policies and processes, ensuring proper documentation, communication with staff, and compliance with all applicable professional standards and local, state, and federal laws. As a member of the leadership team, they serve as collaborative partner in aligning the strategic function of HR and people with NNAF’s organizational goals. 

Essential Job Functions

HR Operations & Leadership (approximately 20% of the position)

  • Design and continuously improve transactional systems and processes to maximize the efficiency and efficacy while ensuring compliance across key HR work streams.
  •  Manage the continued implementation and use of existing HR technology and assess and implement new technology as needed.
  • Oversee personnel record keeping and HR information systems, ensuring the management of all HR data sufficiently meets the organization’s personnel information needs.
  • Maintain current knowledge and understanding of regulations, current practices, new developments, and applicable laws regarding human resources.
  • Select and oversee relationships with Human Resources consultants, attorneys, training specialists, insurance brokers, third party administrators, and other outside sources.
  • Inform the Deputy Director of Organizational Advancement of any HR matters of significance.
  • Advise the leadership team on strategic goals and initiatives from an HR perspective.


Management (approximately 20% of the position)

  • Team Leadership: Lead a 3-person team (HR Director, HR & Operations Manager, and Operations Associate), develop yearly and quarterly goals and work plans, track progress and outcomes, and ensure clear roles and team processes in coordination with the Operations Department. Collaborate with and support the Deputy Director of Organizational Advancement in effectively implementing department work plans.
  • Organizational Leadership: Serve as a key member of the Leadership Team and leader in the organization, prepare and present reports and analysis to the Leadership Team and Board of Directors as needed, translate organizational values into organizational culture, and support effective coordination across departments, participate in the development, oversight, and evaluation of the Strategic Plan, create and monitor HR budget and annual operating plan, and participate in fundraising efforts and donor solicitation as requested by fundraising staff.
  • Supervise assigned staff: Write position descriptions and hire assigned staff. Conduct supervision and evaluations and foster a relationship of mutual feedback. Provide ongoing mentoring to facilitate strategic growth for assigned staff and monitor individual work plans. Conduct necessary performance improvement plans, terminations, and other personnel actions in accordance with personnel policies.

Policies & Compliance (approximately 20% of the position)

  • Research, recommend, and implement innovative, employee-friendly personnel policies, benefits, and internal practices that reflect NNAF’s values and enable staff to balance professional demands alongside personal and family commitments.
  • Update and maintain employee handbook and HR policies and procedures, ensuring accuracy, consistency, adherence to professional standards, legal compliance, and alignment with NNAF’s values.
  • Oversee regular legal review of employee handbook and ensure organizational compliance with federal, state and local legislation pertaining to all HR and personnel matters.
  • Oversee the creation and maintenance of an HR policy and procedure manual.
  • Work closely with Finance to ensure smooth processes and compliance as related to payroll, wage and hour laws, and benefits administration.


Benefits Management (approximately 10% of the position)

  •  Lead the annual evaluation of benefits, recommending any restructure of benefits to better meet staff needs and budget requirements.
  • Lead the negotiation of new employee benefits packages and third party benefits administration.
  • Manage open enrollment process and ensure administration of changes is rolled out effectively.
  • Oversee benefits administration, providing support to the HR & Operations Manager in administering benefits to ensure compliance as well as clear communications to staff; handle any non-routine problem escalation. 
  • Manage all employee leaves in compliance with NNAF policy and applicable regulation.
  • Through compensation benchmarking, ensure staff are equitably compensated, and that NNAF’s compensation policies, philosophy, and systems are up to date and transparent to all staff.
  • Assist executive management in the annual review, preparation, and administration of the organization's wage and salary program.


Hiring, Onboarding, & Off boarding (approximately 10% of the position)

  • Lead regular update of standardized job descriptions, approving all job descriptions and postings, and ensuring proper classification for all positions.
  • Oversee NNAF’s hiring processes, collaborating with operations staff and hiring managers to ensure that positions are filled in a timely manner with the most qualified and values aligned candidates.
  • Support operations and departmental staff in implementing a consistent and thorough approach to onboarding, orientation, and training for new staff.
  • Oversee all aspects of separations including conducting and analyzing exit interviews, working with Supervisors and staff to ensure proper termination for all exiting employees, and ensuring processes are in compliance with all applicable state and federal laws.  


Performance Management & Leadership Development (approximately 10% of the position)

  • Develop strong performance management and supervision systems and standards; support all supervisors in consistent implementation.
  • Manage goal setting, ongoing performance feedback and coaching, and evaluate and lead the year end performance evaluation process.
  • Guide and monitor the implementation of performance improvement processes.
  • Work with managers and leadership team to identify evolving staff learning needs, and promoting internal professional and leadership development opportunities for all staff, as well as ongoing training and coaching for managers.


Staff Relations & Support (approximately 10% of the position)

  • Oversee the design and implementation of NNAF’s two annual in-person staff meetings and other activities that help NNAF staff connect with each other, build relationships, and cultivate a values-aligned workplace culture.
  • Provide advice and coaching to assist managers in carrying out their responsibilities on personnel matters.
  • Monitor turnover and develop strategies to maintain/enhance morale and retention.
  • Serve as first escalation point for staff regarding concerns or grievances and facilitate processes for investigations and mediation as relevant to employee grievances.

Other (approximately 5% of the position)

  • Actively participate in required convenings, summits, retreats, and staff meetings, and participate in required virtual staff communications.
  • Protect the organization by keeping information confidential.
  • Update professional knowledge by participating in educational opportunities approved by NNAF, maintaining networks, and participating in professional organizations as relevant to your role.
  • Perform duties required of all staff to support smooth internal operations such as submitting timely expense reports, reimbursement requests, and timesheets.
  • Perform other duties as assigned by supervisor.


Travel Expectations

Ability to travel as job requires, approximately six times minimum per year. Travel will primarily be overnight, for approximately 3 - 6 days, and national. Regardless of where employee lives, and barring travel delays outside of an individual’s control, employee must be able to arrive at destination on-time.



Job experience requirements

  • Ten years or more of relevant experience and progressive leadership in Human Resources positions; professional Human Resources Certification (SHRM-CP/SCP or PHR/SPHR) strongly preferred.
  • Experience in administration of HR programs including benefits and compensation programs.
  • Three to five years’ experience supervising staff. 
  • Experience scaling operations and/or providing HR support to multi-site organizations (multi-state preferred).


Specific skill sets

  • Ability to integrate a racial equity lens to human resource systems and practices.
  • Knowledge of regulations related to administration of HR operations and data systems; ability to discern and solicit outside expertise when needed.
  • Outstanding judgement, sensitivity, and high level of confidentiality and discretion.
  • Ability to thrive in evolving, dynamic organizations.
  • Excellent organization, time management, follow up skills, attention to detail, and ability to prioritize.
  • Critical thinking skills that lead to ability to design and implement systems, and manage teams in implementation process.
  • Excellent written and oral communication skills with the ability to effectively communicate using multiple methods to people of diverse work and communication styles.
  • An orientation to relationships, collaboration, and building the capacity of colleagues.



  • Committed to abortion access and full reproductive health care for all.
  • Committed to an intersectional framework that includes, but is not limited to gender, economic, and racial justice.
  • Ability to enjoy collaboration and be a part of a dynamic, highly productive and integrated team; maintain flexibility and effectively manage ambiguity in a responsive work environment.
  • Self-motivated, resourceful, creative, and able to work without significant day-to-day supervision.
  • Open to giving and receiving feedback and committed to practicing this regularly.
  • Belief in bucking the trend through progressive policies to create a new vision for our future.
  • Appreciation of working with diverse staff and board in an organization committed to racial justice.


Work Environment

The physical demands and work environment described here are representative of those an employee encounters while performing essential functions of this job. Reasonable accommodations may be made to enable individuals with different abilities to perform the essential functions.

  • Depending on location, a combination of in-office and virtual office at this time. Must be able to participate in online virtual communications including email, video conferencing, and other online tools used to facilitate virtual office culture and work sharing.
  • This position is full time, with employee’s regular full time schedule to be approved by supervisor. Regular hours must include attendance during core business hours from 12:00pm – 5:00pm Eastern Time, Monday through Friday. Occasional work on evenings and weekends as needed.
  • Must be able to conduct business in English; however, fluency in languages other than English is a plus.
  • Smoke- and drug (illegal or recreational)-free environment.
  • Some work at off-site locations may be required; NNAF aims for accessibility in any off-site location that we have control of, but some of them may not be fully accessible.
  • This role routinely uses standard office equipment such as computers, phones, and scanners. Employee is regularly required to communicate effectively via computer, via phone, and in person.
  • This role requires frequent sitting.

Professional Level


Minimum Education Required

No requirement

How To Apply

Click the following link and upload your resume and cover letter. In your cover letter please address your experience integrating a racial equity lens to HR practices, and why you want to work at NNAF. If you have any questions or trouble with the application process, send a message to jobs [at]

NNAF is an equal opportunity employer and does not discriminate against any individual based on any non-merit factor, and is committed to an equitable workplace where everyone is treated as a respected and valued member of the team. In fact, NNAF actively seeks to build and maintain a diverse staff with regard to race, culture, ethnicity, class, religion, physical ability, age, gender, and sexual orientation. As an organization working in solidarity with the reproductive justice movement, NNAF is committed to fostering the leadership and elevating the voices of women, young people, people of color, Native people, immigrant and refugees, low-income people, LGBQ+, and transgender, gender non-conforming, and non-binary people, people who have had abortions, people with disabilities, young parents, people who were formerly imprisoned, people who have received funding for abortions, and people living in the many intersections of these experiences. We encourage people from these communities to apply.