Human Resources Director

Based in Portland, Maine, with a satellite office in Lewiston, the Immigrant Legal Advocacy Project (ILAP) is Maine’s only state-wide immigration legal aid organization. ILAP’s mission is to advance justice for Maine’s immigrants through free immigration legal services, community outreach, and advocacy. ILAP’s work includes direct legal services for over 3,000 clients each year; education and outreach to immigrant communities and service providers; and systemic advocacy on local, state, and federal immigration law issues.

ILAP is committed to having a respectful, collaborative, and equitable work environment, with equal opportunity for all employees. We hire candidates based on qualifications and comply with all federal and state equal employment laws. We encourage applications from individuals with lived immigrant experience, as well as those from other underrepresented and historically marginalized groups. We believe in building an organization that is reflective of the communities that we serve and is diverse in work background, experience, education, race, color, national origin, sex, age, religion, marital status, sexual orientation, gender identity, ancestry, national origin, or sensory, mental, and physical abilities. We believe that having a diverse and equitable organization strengthens our programming and services and advances our organizational values.

POSITION DESCRIPTION

The Human Resources Director is responsible for the development and smooth functioning of ILAP’s human resources administration. This involves reviewing, developing, and implementing the organization’s policies, procedures, and initiatives, and ensuring that they are equitable, effective, efficient, and in compliance with professional standards and legal requirements. This position is also responsible for supporting ILAP supervisors and staff in building and retaining a resilient and equitable work environment that promotes staff wellbeing and collaboration.

RESPONSIBILITIES

Human resources activities should be grounded in equity and transparency with an opportunity for meaningful staff input when appropriate.

Human Resources Strategy and Administration (75%)

• • Lead and oversee all human resources functions across the employee lifecycle.
  • Develop and implement the organization’s personnel policies and procedures, including review and revision of policies as needed, in consultation with leadership and the Board HR Committee. Ensure policies are consistently administered and aligned with organization goals, mission, and culture, and that they comply with professional standards and legal requirements.
  • Research and monitor benefit plans and policies and work with brokers to secure plans that are optimal for staff and the organization.
  • Oversee the recruitment, onboarding, and offboarding processes for employees, interns, and volunteers.
  • Oversee payroll functions and maintain HR systems, workflows, and documentation to ensure compliance and accuracy.
  • Lead and manage performance management processes, including goal setting, performance evaluations, improvement plans, and career development plans.
  • Provide guidance, training, and support to supervisors and staff navigating workplace issues, including conflict resolution, performance concerns, and career development; deliver tools and resources that foster success and wellbeing.
  • Provide management training and coaching support to supervisors, including leading quarterly supervisors’ team meetings.
  • Lead and manage internal investigations related to workplace complaints, discrimination, harassment, and policy violations; ensure timely, impartial, and well-documented resolution processes.
  • Ensure compliance with all applicable employment laws and regulations and proactively identify and mitigate HR-related risks.

Leadership and Management (15%)

• Supervise the Operations and Administrative Assistant and cross train for coverage of administrative HR tasks including payroll and benefits administration.
• Serve on ILAP’s Leadership Team to support ILAP’s overall management direction.
• Participate on the Board’s HR Committee and provide updates and policy proposals to the committee.

Equity and Organizational Culture (10%)

• • Serve as an HR and leadership liaison on ILAP’s Equity Committee and Fun Committee and help to co-lead meetings. Work to integrate equity into all aspects of our policies, programs, and relationships.
  • Design and facilitate training programs on EEO compliance, anti-discrimination practices, and respectful workplace culture to strengthen organizational awareness and accountability.
  • Proactively assess organizational health, identify emerging patterns in staff experience and workplace dynamics, and partner with the Executive Director and other relevant staff to address emerging needs.
  • Develop and implement strategies to improve staff retention, engagement, and sense of belonging.
  • Perform such other tasks and assume such other responsibilities deemed appropriate by the Executive Director.

COMPENSATION

For 2026, ILAP’s base salary for this position ranges from $89,116 - $99,725. Placement on our salary scale is based on multiple factors including job classification and years of relevant experience. Employees may also receive additional compensation based on language proficiency in one or more relevant client languages.

ILAP offers a generous benefits package. Current benefits include:

• ILAP offers a generous benefits package. Current benefits include:
• Fully paid individual health and dental insurance coverage and significant coverage for dependents’ health insurance;
• Vacation (20 days), Holidays (14.5), Sick Days (12), and Personal Days (4);
• Reduced Hours Fridays;
• Paid parental leave and a paid family and medical leave policy;
• Paid sabbatical after each 5 years of employment;
• Employer Retirement Contributions;
• Flexible Spending Plan;
• Law School Repayment Assistance;
• Employer paid premium for long term disability and life insurance;
• Individual and staff-wide professional development opportunities; and
• Alternative Work Arrangement (eligible after 90-day onboarding).

Employees may also receive additional compensation based on language proficiency in one or more relevant client languages.