Description

The Human Resources Director leads all aspects of shaping and executing the organization’s Human Resources function and collaborates with other leaders to develop the organization's long-term HR strategy and goals and identify ways to advance MJC’s mission through talent management and support.  

Reporting to the Managing Director of Operations, the Human Resources Director is a member of the Leadership Team. The position is based in Chicago, Illinois, and currently requires working from the office at least twice per week. 

 Who We Are: 

The MacArthur Justice Center (MJC) is a national nonprofit civil rights organization. We represent people who have been harmed by America’s criminal legal system, seeking to vindicate their rights, elevate their story, and hold people with power accountable. We do this primarily through cutting-edge litigation and advocacy across the country, on end-to-end issues in the criminal legal system, from policing, to prosecutorial discretion, to rights of indigent defendants, to mass incarceration, to prison conditions, to wrongful convictions and the death penalty.  For more information on our work, visit www.macarthurjustice.org. 

You’ll Thrive in This Role If You...

• Are curious, proactive, and solutions oriented.
• Build trust and relationships quickly and demonstrate strong judgment, maturity, professionalism, empathy, and discretion.
• Care deeply about the employee experience across roles, generational differences, and office locations.
• Enjoy moving between strategic thinking and hands-on day-to-day implementation, translating big picture strategy into practical systems and solutions.
• Are excited by the challenge of supporting some of the brightest legal minds in the country.
• Are passionate about supporting an organization whose litigation and advocacy work has a meaningful impact for clients and makes a real-world change across the country.

What You’ll Do:

Steward Employee Relations & Organizational Culture

• Provide HR thought partnership and subject matter expertise to organizational leaders and managers, in the areas of employee relations, training and development, recruitment/hiring/onboarding, performance management, total rewards, and other HR areas;
• Act as the main HR contact for all employees; proactively engaging employees to maintain open communication and keep staff informed on benefit resources, organizational resources, training, and other items relevant to employee relations and fostering an inclusive organizational culture;
• Partner with People Managers to resolve complex employee relations issues; where applicable, conduct investigations;
• Work with outside employment counsel on escalated or complex legal issues;
• In partnership with the Communications team, develop, oversee, support, and distribute internal staff communications.

Workforce Planning 

• Collaborate with others to assess needs and develop staffing plans;
• Provide input on staffing, including restructurings/reorganizations, staffing for new projects, and succession planning;
• Maintain and improve HR infrastructure to support stability, growth, and multi-state operations;
• Own the Job Descriptions library, ensure the integrity and relevance of job descriptions.

Compliance & Policies 

• Monitor policies and procedures for compliance with FLSA, DOL, ERISA, and other federal, state, and municipal requirements;
• Develop and update HR policies, procedures, and the employee handbook as needed.

HRIS Administration 

• Manage MJC’s use of human resources information systems (HRIS); track and apply relevant organizational/human resources metrics;
• Contribute HR information, analysis, and recommendations to organizational planning;
• Manage HRIS data at super-user/administrator level.
  

Recruiting & Talent Management 

•       Lead recruiting, hiring, and onboarding process;
•       Partner with external recruiters for executive recruitment, as needed;
•       Develop and maintain an MJC onboarding program;
•       Collaborate on the implementation of feedback and performance management systems;
•       Advise Directors on performance management and performance improvement.

Compensation & Benefits

• Serve as the primary point of contact for employee benefits, including education, enrollment, and ongoing support.
• Work closely with brokers and vendors on plan administration and escalated employee issues;
• Lead the annual benefit review, analyze costs, make recommendations to facilitate decision making by leadership;
• Develop and maintain an equitable and transparent compensation strategy and structure.

Training and Development 

• Collaborate with others to identify opportunities for skill development and training;
• Monitor and implement state and municipality-mandated employer and manager training;
• Identify and oversee outside vendors and consultants.

Requirements

Education: 

• Bachelor’s degree in Human Resources, Business Administration, Organizational Development, or related field required;
• Master's degree in relevant area of study or equivalent level of professional experience preferred.

 Skills and Experience:

• At least ten years of human resource management experience managing across HR disciplines required;
• Experience managing the HR function for a multi-state organization;
• Experience managing HR in a mission-driven organization - ideally a legal non-profit -  strongly preferred;
• Demonstrated success managing HR processes through the entire employment life cycle;
• Strategic, talent management, and/or business development experience highly preferred;
• Commitment to ongoing learning of relevant employment law, compliance requirements, and HR best practices;
• Proactive in identifying and improving existing HR business processes;
• Demonstrated understanding of and responsiveness to cultural differences in staff; experience creating and implementing HR policies and initiatives that build momentum for diversity, equity, and inclusion.

Technology:

•       Advanced proficiency with Microsoft Products, including SharePoint, OneDrive, Word, Excel, Adobe, and Outlook required
•       Advanced proficiency with ADP Workforce Now or similar HRIS required
•       Familiarity with external job boards, intranet management and employer branding preferred

License and Certifications: SHRM-SCP or HRCI SPHR strongly preferred

Travel: Moderate domestic travel for organizational meetings, and occasional travel to state offices as needed.