Position Summary The Chief Human Resources Officer is a strategic partner to the CEO and senior leadership team, responsible for shaping LUM's organizational culture, workforce strategy, and HR infrastructure. This role develops and oversees all HR policies, programs, and systems — ensuring compliance with employment laws, attracting and retaining top talent, and fostering an inclusive, mission-aligned workplace. The CHRO provides strategic guidance on compensation, performance management, employee relations, and organizational development. Essential Duties and Responsibilities The following duties are fundamental to the successful performance of this position. These functions are essential, and the holder must be able to perform them with or without reasonable accommodation. I. Strategic HR leadership & culture Develop and implement HR strategies, policies, and programs to align workforce practices with LUM's mission and strategic goals so that the organization attracts, retains, and develops mission-driven talent. Shape organizational culture by promoting LUM's values to create a positive, inclusive work environment so that employees feel valued and engaged. Advise the CEO and senior leadership on HR implications of organizational decisions, employment law, and best practices to inform strategic planning so that leadership decisions are legally sound and people-centered. Lead organizational development initiatives (e.g., staff retreat planning, team-building, change management) to strengthen team cohesion and adaptability so that LUM remains resilient and mission-focused. II. Talent acquisition & workforce planning Design and oversee recruitment and hiring strategies to attract diverse, qualified candidates so that LUM has the talent needed to deliver on its mission. Partner with program directors and hiring managers to define workforce needs and job requirements so that positions are filled with the right talent. Oversee the full employee lifecycle (recruitment, onboarding, performance management, offboarding) to ensure consistent, legal, and positive employee experiences so that employees are supported at every stage. Develop succession planning and career development frameworks to build internal talent pipelines so that LUM retains and develops high-potential employees. III. Compensation & benefits strategy Develop an annual compensation strategy in collaboration with the CEO and CFO to ensure competitive, equitable pay practices so that LUM attracts and retains quality staff. Oversee the payroll function, including payroll strategy, vendor management, and compliance with wage and hour laws to ensure employees are paid accurately and on time so that LUM maintains legal compliance and employee trust. Audit payroll calculations, deductions, and tax filings to verify accuracy and compliance so that errors are caught before they become liabilities. Collaborate with the CFO and Accounting Assistant - Payable to ensure payroll processing aligns with HR policies and financial controls so that payroll operations are seamless and audit-ready. Design and recommend employee benefit plans (health, retirement, wellness) to balance competitive offerings with organizational affordability so that employees have access to quality benefits. Analyze compensation trends and market data to make data-driven recommendations so that LUM remains competitive in the nonprofit sector. Ensure compliance with wage and hour laws, FLSA, and pay equity requirements to protect LUM from legal risk so that employees are compensated fairly. Oversee employee-related insurance programs to ensure adequate coverage and compliance so that employees are protected and LUM avoids penalties. Manage the annual benefits open enrollment process to ensure employees understand and select appropriate coverage so that they receive the benefits they need. Coordinate insurance claims and employee inquiries to resolve issues promptly so that employees feel supported. Audit benefit plan invoices and insurance premiums to verify accuracy so that LUM avoids overpayment and compliance penalties. IV. Employee relations & performance management Lead employee relations investigations and conflict resolution to address workplace issues fairly and consistently so that employees feel heard and supported. Establish performance management systems and processes to provide clear expectations, feedback, and development opportunities so that employees understand their roles and growth paths. Coach managers and supervisors on employee relations, performance feedback, and difficult conversations to build leadership capacity so that employees receive effective supervision. Serve as the primary point of contact for employee complaints, grievances, and mediation to resolve issues before they escalate so that organizational trust is maintained. V. Compliance & policy management Ensure compliance with federal, state, and local employment laws and regulations (EEO, ADA, FMLA, FLSA, OSHA) to protect LUM from legal exposure so that the organization operates ethically and lawfully. Develop and update employee policies and handbooks to reflect current laws and best practices so that employees have clear guidelines. Maintain accurate, confidential employee records and HRIS systems to ensure data integrity so that records are accessible for audits and reporting. Oversee employee background checks and I-9 compliance to meet legal requirements so that the organization verifies work eligibility. Other Duties Perform other duties and tasks assigned by the supervisor. Minimum Qualifications (Knowledge, Skills, and Abilities) Have a strong faith dynamic as expressed by a willingness to accept and support LUM's Mission Statement. Commitment to self-determination of the poor. Bachelor's degree in Human Resources, Business Administration, or related field (Master's preferred) 5-8+ years of progressive HR experience, with at least 3 years in a leadership or strategic role. Fluent in English & Spanish preferred. Strong knowledge of employment law, HR best practices, compensation strategy, and talent management. Exceptional cross-functional communication and conflict-resolution skills. Budget management experience (monitoring, not full organizational budgeting). Excellent interpersonal skills; ability to collaborate with diverse groups (church, secular, public, private, low-income communities). Strong verbal and written communication skills. Valid driver's license and ability to travel as required. Join us as we shape a vibrant workplace where talent thrives! We're committed to fostering an inclusive environment that values innovation, collaboration, and continuous growth—empowering you to lead impactful human resources initiatives that drive success across the organization.

Pay:

$60,000.00 per year

Benefits:

Flexible schedule Paid time off

Work Location:

In person