Abortion Care Network: Director of People and Culture

Description

Abortion Care Network (ACN) seeks a Director of People and Culture who brings deep knowledge and experience with traditional Human Resources functions and strategic team management techniques. This position shapes and nurtures ACN’s organizational culture and fosters a positive, inclusive, and impactful remote workplace environment. The Director of People and Culture acts as a cultural steward, championing ACN’s mission, vision, and values, driving initiatives to enhance employee engagement and well-being, and partnering with leadership to ensure people, practices, and policies align with the organization's annual objectives as well as state and federal Human Resources compliance obligations. They are a vital part of the leadership team, influencing internal infrastructure and driving organizational change initiatives. This position can be fully remote or hybrid remote/in-person in Minneapolis, Minnesota. This is a full-time exempt position and reports to the Co-Executive Director. We hope to start this position no later than January 12, 2026.

Salary range: $110,000-$115,000. An organizational pay equity process determines ACN salary bands. Unlike market-based compensation systems, ACN’s pay equity process focuses on the level of responsibility each employee holds. The process has been developed to ensure integrity, equity, and transparency in setting salaries across the organization and embodies ACN’s values. This range represents the lowest and highest this position may score using our pay equity rubric based on the qualifications you bring to this position. This progress is grounded in ACN’s compensation philosophy.

Duties:

Strategic HR Leadership & Risk Management:

Develop and implement HR strategies and initiatives that align with the organization's overall strategy.

Partner with staff to assess and enhance team effectiveness.

Ensure compliance with labor laws, regulations, and internal policies.

Oversee employee relations issues and resolve conflicts using conflict resolution processes.

Manage HR-related risks, change management initiatives, and implement risk mitigation strategies.

Administer and manage employee leave (FMLA, ADA, sabbaticals, etc.) and benefits programs.

Supervises external HR consultants, such as PEO relationship, hiring specialists, ancillary employee engagement resources, and conflict resolution services.

Work with PEO representatives to design and administer a portfolio of health care and retirement offerings and ancillary employee benefits, as well as support employee enrollment and other processes as needed.

Develop and manage employee performance assessment and support systems that drive impactful performance.

Provide guidance and resources to staff and implement performance improvement plans when necessary.

Maintain working knowledge of HR Compliance, including, but not limited to, ADA compliance, EEO regulations, employee leave, internal investigations, state and local laws for varying states, and other legal compliance issues.

Annual implementation of ACN Pay Equity processes, including job description reviews, supporting staff with annual areas of responsibility assessments, reviewing tools alignment with compensation philosophy, salary market reviews, and geographic COLA reviews.

Serve as the staff liaison to the Board of Directors' Internal Affairs Committee:

Update and operationalize policies and procedures

Support the timely creation of new policies or compliance changes as needed

Organizational Culture:

Foster and maintain an organizational culture that is informative and engaging, while promoting a culture of continuous feedback and recognition.

Act as a cultural steward, implementing and regularly attending to questions about the organization’s mission, vision, and values as related to HR practices and policies

Develop and implement projects and initiatives that build momentum for employees to better understand ACN's commitment to justice, equity, diversity, and inclusion (JEDI).

Consistently evaluate and support initiatives aimed at enhancing employee engagement, well-being, and job satisfaction.

Talent Acquisition, Professional Development, & Retention:

Work with hiring consultants when needed to develop and implement recruitment and hiring processes that are both effective and equitable.

Oversee the recruitment and selection process to attract top talent.

Manage onboarding and offboarding processes and procedures, including conducting exit interviews and analyzing data for continuous improvement.

Ensure a smooth transition for new hires into the organization (onboarding) and manage the departure process for exiting employees (offboarding). This includes handling paperwork, facilitating communication, and ensuring compliance with company policies and legal requirements.

Assess, develop, and coordinate professional learning and growth to support staff's success in the ACN work environment.

Budget Management:

Monitor budgets for recruiting, training/staff development, and benefits programs.

Manage the HR department's budget and allocate resources effectively.

Other Items:

Oversee planning, implementation, and evaluation of staff retreats and our in-person meetings.

Support the ACN Events team and the ACN staff with on-site staff needs for In-person Membership Meetings.

Providing regular reports to the board of directors and other stakeholders on operational performance and key initiatives.

Travel time expectation:

Travel for this position typically occurs 2-3 times per year within the continental US for 2-4 work days to support teamwork, attend required conferences, and professional development opportunities.

This is not an exhaustive list of duties, though these are the general tasks that comprise this job.

Requirements

Qualifications:

A commitment to ACN values

7-10 years of experience in HR and workplace culture sector

Significant experience with federal and state HR compliance requirements

Experience in sourcing, screening, interviewing, and selecting qualified candidates.

Experience in performance management, employee development, and succession planning

Strong leadership presence and emotional intelligence

Experience working with a PEO

Comfort with Zoom as a primary means of communication

Proficiency in using a computer to perform work-related tasks.

Ability to learn org-specific software and implement it in role-specific ways

Great written and oral meeting-based communication skills

Reliable with tracking due dates and tracking compliance schedules

Demonstrated ability to effectively build and sustain durable relationships with a wide variety of people

Strong project management, time management, and planning skills, with a demonstrated ability to take initiative and drive projects forward independently

A personal and professional commitment to ongoing development as an anti-racist leader

Competencies & Assets desired for the role:

Clear communication, clarity around boundaries

Critical evaluation skills

Knowledge of helpful accommodations and accessibility practices

Attention to detail

Ability to be nimble and adaptable in rapidly changing situations

Ethical standards based in equity and justice

Relationship and conflict management

Stress management

Takes confidentiality seriously

Creating and explaining processes

Comfort with transparency

Comfort talking about salaries

Work in the service of the ACN staff and board to ensure the organization's well-being

Benefits

Benefits include 100% paid health insurance, including medical, vision, dental, and life insurance; every other Friday off; 25 days PTO annually; 6 paid holidays; family and medical paid leave; sabbatical policy; 401k contributions; home internet reimbursement; and a professional development stipend. Employees may add dependents to health and dental coverage; ACN will cover half the premium costs of qualified dependents.

We offer:

Option to work remotely from any U.S. state or a progressive, hybrid office in Minneapolis

Partial reimbursement of your home internet bills

A competitive salary and benefits package

A commitment to developing accountable leadership

Perks like every other Friday off, ombuds services, and staff appreciation events

Accessibility Info & Physical Requirements for the Minneapolis office:

Physical requirements include: Whether fully remote or working from the Minneapolis office; long periods of sitting, working on a computer in chunks of time that can extend to 8-hour days; consistent communication via computer, driving/being transported for occasional travel.

If working in Minneapolis, our office is located in a building a few blocks from accessible public transportation.

This office has an entrance with no steps, free, accessible parking, and an elevator, as well as an ADA-accessible bathroom.

To Apply:

Please tell us more about your interest in the Director of People & Culture position by completing the four questions with your resume submission. Attaching a cover letter is optional and encouraged, especially if there is something unique about your work history that you would like to convey, but it is not a requirement.

We will be accepting applications until September 19, 2025. Candidates must be available for interviews beginning mid-October.

We hope to start this position no later than January 12, 2026.

If you require accommodations for either applying or interviewing for this role, please contact Work in Progress at

At Abortion Care Network, we believe that a diverse, equitable, and inclusive workplace makes us a more relevant, more creative, and more resilient organization. We encourage people from all backgrounds, ages, abilities, and experiences to apply. We are an equal opportunity employer. We do not discriminate on the basis of race, color, ancestry, religion, national origin, sexual orientation, age, citizenship, marital or family status, disability, gender, gender identity or expression, pregnancy or caregiver status, veteran status, or any other legally protected status. We will ensure that individuals with disabilities are provided reasonable accommodations to participate in the job application and interview process, to perform essential job functions, and to receive other benefits and privileges of employment.

A Note to Potential Candidates:

Studies have shown that women, trans, non-binary folks, and BIPOC are less likely to apply for jobs unless they believe they meet every single one of the qualifications as described in a job description. We are committed to building a diverse and inclusive organization, and we are most interested in finding the best candidate for the job. That candidate may be one who comes from a background less traditional to our field of work, and that’s okay. We would strongly encourage you to apply, even if you don't believe you meet every one of the qualifications described.