Director of Human Resources

Description

Organization Overview

Michelson Philanthropies (MP) is a group of private operating foundations that create opportunities and support underserved communities through grantmaking, impact investing, advocacy and programmatic activities. With 50 employees based primarily in greater Los Angeles, our foundations, Michelson Medical Research Foundation, Michelson Found Animals Foundation, Michelson 20 Million Minds Foundation, and Michelson Center for Public Policy and International Affairs, focus on medical research, animal welfare, education, criminal justice reform, intellectual property, and other issues. Our goal is to create sustainable and scalable solutions to challenges in California and beyond. Our headquarters feature creative office suites adjacent to Culver City.

Position Overview

The Human Resources Director reports to the Chief Operating Officer of MP, and is responsible for leading both people strategy and core HR operations in a lean environment. This role balances strategic leadership with hands-on execution across employee relations, talent acquisition, compliance, and performance management, and partners closely with executive leadership to support organizational goals, culture, and long-term sustainability.

Responsibilities

• Strategic Planning: Develop and implement HR strategies that support the organization's goals and enhance its culture and employee experience. Partner with senior leadership to align HR initiatives effectively with the overall business strategy.
• Employee Relations: Serve as a trusted advisor to employees and leaders, providing guidance and support on employee relations matters. Promote a positive and collaborative work environment and address employee concerns effectively. Investigate and resolve employee relations issues, coach managers, and handle disciplinary matters.
• Talent Acquisition: Responsible for the full talent acquisition cycle, overseeing all recruitment and onboarding activities.  
• Culture: Partners with the Leadership Team to reinforce healthy organizational culture and core values alignment. Responsible for setting goals, developing policies, measuring engagement, and implementing strategic objectives. Oversee the Employee Engagement Working Group that focuses on creating peer-led events and initiatives that strengthen workplace culture and connections. Propose action plans to address employee concerns and/or implement suggestions.
• Diversity, Equity, and Inclusion: Lead diversity, equity and inclusion strategies, including recruitment, performance management, training, leadership development, employee engagement, and retention.
• Compensation & Benefits: Develop and manage competitive and equitable salary structures and benefits programs that attract and retain top talent. Ensure compliance with applicable laws and regulations related to compensation and benefits.
• Performance Management: Serve as champion of continuous performance management model. Evaluate effectiveness of processes and tools, recommending alternative solutions when appropriate and reporting on relevant metrics. Train managers on processes, how to fairly assess performance, and methods for providing feedback or coaching. 
• Meaningful Retention & Growth: Develop and lead people strategies that foster long-term engagement, alignment, and retention by ensuring employees experience purpose, growth, and belonging in their work. Partner with leaders to align roles, expectations, and development pathways with individual strengths and organizational needs. Serve as an internal advisor on leadership development, succession planning, and workforce sustainability, with a focus on retaining talent through clarity, trust, and opportunity rather than transactional incentives.
• HR Compliance and Best Practices: Ensure compliance with all applicable federal, state, and local employment laws. Stay up-to-date on best practices in human resources, updating policies and procedures as necessary and ensuring their efficiency, timeliness, and equity. Oversee the enforcement and interpretation of existing policies and respond to employee inquiries. Plan and implement any recommended changes and improvements, including updates and enhancements to the Employee Handbook. Maintain appropriate documentation as required by law and for audit purposes.
• Administrative: Manage the HR department budget effectively. Track and analyze HR metrics to inform decision-making and demonstrate the ROI of HR initiatives. Own HR systems, records, and reporting. Maintain employee data, organizational charts, and reporting metrics.
• Other projects based on capacity.

Requirements

Requirements

Successful candidates for this role will have a mix of the below experience, education, and skills. 

• 10+ years of progressive HR experience, including 7+ years in HR generalist or leadership roles
• Bachelor’s degree in Human Resources or related field, or equivalent combination of education and experience
• Deep knowledge of California, multi-state, and federal employment laws
• Proven HR leader with strong strategic, change management, and people leadership skills
• Experience building inclusive, engaged teams and leading talent management programs
• Demonstrated ability to manage teams, budgets, and complex initiatives (nonprofit experience a plus)
• Exceptional communication, judgment, and problem-solving skills
• Highly organized, autonomous, and adaptable; able to manage multiple priorities with precision and grace
• Proficient in Google Workspace required; familiarity with Lattice, Slack, and Asana preferred
• Mission-driven and collaborative; committed to engaging healthily and diplomatically with colleagues at all levels and a variety of external partners.

Physical Requirements

• Prolonged periods of sitting at a desk and working on a computer
• Must be able to lift 10 pounds at times
• Must be able to access and navigate each department at the organization’s facilities