Founded in 1971, Centers for New Horizons, Inc. (Centers) is a nonprofit organization that assists children, youth, and families to become self-reliant. With 100+ full-time staff, most of whom live in or near its service communities. Centers delivers programs across seven locations in the Bronzeville and Riverdale communities of Chicago’s South Side, reaching more than 1,000 individuals daily.
Position Overview
Centers is seeking a strategic, hands-on Director of Human Resources to modernize, streamline, and elevate the HR function. This leader will oversee all HR operations while rebuilding foundational processes to be more automated, compliant, and user-friendly. The Director will serve as a key advisor to the CEO, support managers across the organization, and lead HR initiatives that align with Centers’ mission and commitment to becoming an employer of choice.
This role requires a leader who is equally comfortable setting strategy and rolling up their sleeves. The person in this role will be conducting investigations, improving workflows, maintaining compliance, and optimizing systems that support a 100+ person workforce.
Essential Functions
Strategic Leadership & HR Modernization
- Develop and implement a multiyear HR strategy that strengthens compliance, improves efficiency, and supports an inclusive organizational culture.
- Redesign HR processes (onboarding, offboarding, documentation, performance management, etc.) to be automated, consistent, and aligned with nonprofit best practices.
- Evaluate current HR systems and lead improvements or new implementations to streamline workflows and strengthen data accuracy.
- Partner with the CEO and leadership team on workforce planning, organizational design, and change management.
Compliance & Risk Management
- Ensure full compliance with federal, state, and local employment laws (EEO, ADA, FMLA, ERISA, DOL, OSHA, Workers’ Compensation, and others).
- Maintain and update HR policies, procedures, and employee handbook to meet legal standards and support organizational needs.
- Conduct and oversee sensitive investigations and manage employee relations issues with fairness, confidentiality, and sound judgment.
- Maintain documentation practices that meet auditing, licensing, and reporting requirements.
HR Operations & Process Improvement
- Oversee the full employee lifecycle, ensuring accuracy and consistency in hiring, onboarding, benefits, leaves, data management, and offboarding.
- Create workflows, templates, and tools that reduce manual work and improve service delivery across all HR areas.
- Lead compensation and benefits review processes to support internal equity and external competitiveness.
Employee Experience, Training, & Engagement
- Develop and deliver manager training in performance management, HR compliance, coaching, conflict resolution, and documentation.
- Strengthen communication practices (allstaff updates, feedback channels, surveys, etc.) to support transparency and employee engagement.
- Support a culture of accountability, development, and equity by partnering closely with department leaders.
Reporting & Continuous Improvement
- Establish HR metrics and dashboards for tracking hiring, retention, compliance, employee relations trends, and overall HR effectiveness.
- Prepare regular reports for the CEO and Board to support strategic priorities and datadriven decisions.
- Analyze trends and recommend proactive solutions to improve organizational effectiveness and reduce risk.
Education & Experience
- Bachelor’s degree and a minimum of 78 years of progressive HR experience, including compliance, systems improvement, and managing HR operations.
- Experience modernizing HR infrastructure and implementing/optimizing HRIS systems strongly preferred.
- SHRMCP, SHRMSCP, PHR, or SPHR preferred.
- Nonprofit experience or experience supporting communitybased organizations preferred.
