Director HR (Mission First Housing Group)

  • Philadelphia, PA
  • Full Time
  • Executive


Director HR (Mission First Housing Group)

Mission First Housing Group, a non-profit organization is looking for a passionate, energetic, experienced and highly motivated HR Director. The HR Director will establish policies that promote organization’s culture and drive the organizational mission, vision, operational strategy, and all hiring needs while adhering to company, federal, state, and local requirements, enforcing compliance and acting when necessary.

The Human Resource (HR) Director reports directly to the Chief Executive Officer and will serve as a dynamic, knowledgeable, and skilled professional overseeing the HR function for the agency. This includes talent acquisition, employee development, retention, employment legal compliance, compensation/benefits, employee relations, employment practices and procedures, employee communications and employee support through effective personnel management. Serving as an important member of the Mission First leadership team, the Human Resource Director will be responsible for providing administration, coordination, and evaluation of the human resource functions of Mission First, including acting as a confidential, strategic partner with the Chief Executive Officer, senior leadership and supervisors on all human resources matters, providing day to day execution of HR work tasks, and serving as an advocate for staff members, as appropriate. Must exhibit mission-driven independent, strong, critical thinking skills and abilities.

The Human Resources Director will serve as a thought leader and trusted advisor to the Chief Executive Officer for continuous and sustainable strategic human resource asset-related advice in support of transformative vision across the organization. Provide agency leadership on talent strategy, organizational culture and leadership capabilities. Authentically model and champion executive leadership attributes, and ensure focus and progress on diversity, equity, and inclusion.



  • Oversee, direct, develop, and evaluate human resource processes, policies, and programs; ensures alignment with the company’s strategic framework handles ongoing interpretation and tracking of policies and procedures.
  • Develop human resource goals and objectives; evaluates and recommends new approaches, policies, and procedures to improve organization and human capital effectiveness.
  • Collaborate with the leadership team to review, assess, and provide input on organizational directives, headcount/staff levels, succession planning, etc.
  • Lead the organization in recruiting, hiring, training, and developing a diverse, equitable and inclusive employee workforce.

Recruitment, Diversity Equity and Inclusion and New Employee Orientation/Onboarding Processes

  • Supervise and direct recruitment and talent acquisition activities (i.e., the requisition process, job advertisements, employment applications, interview tools and resources, background/reference checks, applicant tracking systems, etc.) in accordance with federal standards.
  • Develop and administer effective recruitment practices with an emphasis on recruiting a qualified, diverse workforce.
  • Create, implement, and continuously assess effectiveness of new employee orientation and guide onboarding process.
  • Develop and write the Affirmative Action Plan and EEO -1 reporting.  Maintain plan compliance and monitor the Affirmative Action Plan.

Performance Evaluation and Compensation

  • Oversee the performance management program; make recommendations for change as necessary.
  • Provide support and coaching to management on performance management; ensure timely completion of reviews for all employees; follow-up on outstanding reviews; train management on best practices.
  • Remain current on compensation strategy through market analysis, conduct and/or participate in annual salary surveys, make recommendations to Chief Executive Officer and senior leaders on compensation strategy consistent with the long-range financial plan and strategic framework of Mission First, ensure consistency in pay rates and maintain internal equity.
  • Review annual salary recommendations and provide guidance to supervisors on salary adjustments.

Employee Relations

  • Provide guidance and direction to managers and staff on personnel issues and employee relations matters: review complaints, conduct investigations and recommend solutions.
  • Handle investigation and resolution of employee issues, concerns, and conflicts.  Coordinate with outside counsel as necessary.
  • Oversee performance improvement/disciplinary procedures and make recommendations for decision-makers in timely manner.
  • Be actively involved in all termination decisions and facilitation of all terminations.
  • Conduct exit interviews, develop, and implement process for use of findings with senior management, organizational improvement, as appropriate.
  • Coordinate internal COVID and DEI staff teams.

Personnel Policies and Procedures

  • Develop, implement, and oversee Mission First personnel policies and procedures insuring consistency and conformance with current best practices.
  • Annually update employee handbook and other resources to reflect changes in regulations, and laws.
  • Ensure Mission First is operating in compliance with all applicable employment laws.
  • Keep job descriptions up-to-date, accurate and compliant with relevant federal, state and local laws for all positions.

Training and Development

  • Oversee and direct the organization’s training and development program (i.e., needs analysis, training budget, content development and management, etc.) to prepare employees for current and future roles.
  • Identify training and development programs and evaluate to ensure effectiveness of content and delivery methods; assess programs and activities to measure employee development goals and achievements.
  • Plan, organize and implement a range of HR training activities including Diversity and Inclusion, Non-Harassment, Supervisory skills, and others as required.

Employee Wellness and Welfare

  • Coordinate and oversee the employee benefit/health program; maintain and negotiate vendor contracts as necessary; provide advice on benefits decisions and changes, handle benefits-related questions/complaints, and distribute annual benefits statements.
  • Manage employee safety and wellness initiatives, including development, implementation, and maintenance of safety plan for the organization, as approved by senior leadership. Oversee workers compensation, ADA, FMLA, and other Leave of Absence administration.

Human Resource Data

  • Continuously collect and update human resource dashboard data to inform organizational development and future growth.
  • Make recommendations to senior management applying data on hiring, promotion, termination, disciplinary and commendatory actions.


  • Ensure best practices, agency standards, and program development through participation in weekly supervision meetings, team meetings, and trainings.
  • Provides quarterly updates to the Board of Directors, and presentations as needed.
  • Provides and prepares insights and guidance for the HR Budget.
  • Provides strategic organizational planning.
  • Special projects and other duties as required.



  • At least 8 years progressive experience managing HR processes, programs, and people.
  • Bachelor’s degree in Human Resources or related field is required.
  • Master’s degree in human resource management preferred.
  • Non–profit experience strongly preferred.
  • Real Estate background is strongly preferred.
  • Human resources certifications a plus.


  • Exceptional written, oral, and interpersonal communication skills.
  • Experienced HR professional bringing best practices and expertise to the organization.
  • Knowledge of nonprofit business practices.
  • Strong knowledge of employment-related laws and regulations including federal state and local.
  • High degree of professionalism and ethical practice. Confidentiality and ability to be a trusted resource to employees, leadership and the ED.
  • Ability to work in a fast paced, ever-evolving environment with the ability to function well under pressure.
  • Capacity and courage to evaluate challenging situations, make sound decisions in a timely manner while maintaining professional boundaries and remaining focused on human resource priorities.
  • Ability to maintain global and cultural awareness, including ability to work with individuals from diverse backgrounds and the demonstrated ability to acceptant a variety of individual beliefs, behaviors, and cultural and spiritual practices.
  • Experience with creating a culture of engagement, accountability, collaboration, and teamwork.
  • Ability to evaluate critically, think systemically and strategically, and solve problems creatively.
  • Ability to build and maintain positive, effective, and productive working relationship with Chief Executive Officer, leadership team, staff, and youth.
  • Ability to demonstrate effectiveness and success in managing workplace relationships.
  • Other duties as assigned by the Chief Executive Officer.


Compensation: $130,000-$140,000 depending on experience and qualifications. Offering generous and comprehensive benefits.

Mission First Housing Group: Having developed a successful model for providing safe, quality, affordable housing for a particularly vulnerable population, Mission First sought to expand its model to new geographies and serve others in need. Mission First’s footprint is now the entire Mid-Atlantic region, and it now serves a diverse resident population that includes families, veterans, survivors of domestic violence, seniors, and individuals with disabilities. Learn More

EOE Statement: First Mission Housing Group provides equal employment opportunities to all employees and applicants for employment and prohibits discrimination and harassment of any type without regard to race, color, religion, age, sex, national origin, disability status, genetics, protected veteran status, sexual orientation, gender identity or expression, or any other characteristic protected by federal, state, or local laws. This policy applies to all terms and conditions of employment, including recruiting, hiring, placement, promotion, termination, layoff, recall, transfer, leaves of absence, compensation, and training.


The information presented indicates the general nature and level of work expected of employees in this classification. It is not designed to contain, or to be interpreted as, a comprehensive inventory of all duties, responsibilities, qualifications & objectives required of employees assigned to this job.


Our Commitment to Diversity, Equity, Inclusion & Belonging

Nonprofit HR is committed to fostering and maintaining a work environment where diversity, equity, and inclusion (DEI) are fully integrated into everything we do for the benefit of our employees and the clients that we serve. To fully realize our goal, we prioritize our understanding of the complexities of DEI within our workforce to inform our approach to talent management. We believe that this guides how we do our work, advise our clients to operationalize DEI and position our content and educational opportunities help strengthen the talent management capacity of the social impact sector.

Continue reading our about our commitment at

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