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U.S. Digital Response (USDR) is a nonprofit, nonpartisan organization that helps governments and organizations respond quickly and efficiently to support the critical needs of the public.
Leveraging an amazing internal team along with a network of pro-bono technical expertise and modern, resilient technology, USDR addresses and uncovers solutions for common, systemic challenges that public servants are facing, leaving them better equipped to deliver services and support to millions of people nationwide.
We operate with humility and deep respect for our partners and believe that modern and resilient technology applied in the public interest can deliver people-centered services at the speed of need.
Since March 2020, USDR's projects have impacted 42M+ people in 37 U.S. states and territories. We've built deep partnerships with over 230 government and nonprofit partners, strong expertise across more than 300 projects, and repeatable processes to solve some of the most pressing challenges in order to help government meet the critical needs of people today, while building digital resilience to stand up to the crises of tomorrow.
Learn more about our last year in our annual impact report, Demos not Memos in 2021: A Look Back.
< class="h3">About this PositionThe Head of People Operations is an experienced generalist and is responsible for the full employee life cycle at USDR (candidate to alumni). You will serve as a thought partner to the Executive Team and People Managers to drive an empowering staff experience that aligns with our organizational culture and values. The work you'll do everyday ensures that as our organization grows, we are in integrity with our principles and values, compliant with legal requirements, and operate within our budget.
You might be a good fit for this role if you are a HR generalist or a senior manager/director of people operations with deep experience in managing all aspects of an HR department in a hands-on fashion and creating simple solutions to support the growth and development of a company's people and culture.
This is a full time, director-level role with competitive pay and benefits and reports to the future Chief Operations Officer.
< class="h3">You are excited about this opportunity because you will…Percentages are approximate for the first year in role and will naturally change over time based available resources and organizational needs
< class="h4">Recruiting + Onboarding (40%)- Ensure that our recruiting and hiring engine operates effectively in partnership with managers (from role kick-off to offer letter acceptance) to hit our hiring goals while delivering a great candidate experience and producing quality hires.
- Provide reporting on recruiting stats and progress against hiring goals
- Lead new employee onboarding + coordination in partnership with hiring manager to create a strong onboarding plan and immersion experience for every new hire.
- Lead a variety of employee engagement and communication activities i.e. monthly Team Town Halls and Staff meetings, bi-annual all staff event planning, swag planning & distribution, etc…
- Manage our external human resources partners (including payroll, retirement programs, and employee benefits) and ensure USDR is compliant with all labor-related regulations as we have employees working remotely in many different states
- The go-to person for employees to get guidance or support related to our people practices and systems
- Lead the planning, delivery, and communication of our compensation and benefits practices i.e. compensation review process and annual benefits review and open enrollment.
- Ensure our HRIS system reflects current organizational changes, our employees are paid on time, monthly payroll reports are sent to our accounting firm for budget management, and ensure Staff Notion pages as well as Employee Handbooks and Policies are up to date
- Have a full understanding of federal, state and local regulations and maintain compliance postings and audits of requirements; ensure Workers Comp insurance is up to date (updated when employment status changes); monitor state taxes for Workers Comp and UI (in coordination with Sequoia); and administer our leave of absence programs by advising, tracking, and managing employees throughout the entire LOA process. Advise our managers of needed actions accordingly.
- Conduct exit interviews and ensure offboarding is done with intention and compassion and in partnership with people managers i.e. appropriate org comms, final paycheck, and exit interview. Leverage feedback collected to create proactive investments in the employee experience and address any areas of culture corrosion.
- Create and facilitate a simple talent calibration process that ensures our Executive team is aligned on how we assess, recognize, and promote our employees and prepare them as future leaders of the organization (bench strength).
- Identify and implement annual and/or ongoing org-wide development investments so that all members of our team have the support and opportunities to grow, learn, and improve their capabilities.
- Demonstrate your exceptional talents at putting people first, and being as clear and transparent as possible in helping others understand how people decisions get made.
- Excel at helping managers develop confidence and hone their people-management capabilities. Some say this is one of your super-powers!
- Empower managers to build and foster great teams. From recruiting to engagement and development strategies, you will support managers to lead authentically and in alignment with our values and principles.
- Keep a pulse on organizational health through formal and informal channels and build relationships with team members at every level in the organization
- Implement simple practices to monitor employee engagement and satisfaction; communicate findings to all employees regularly, transparently, and effectively.
- Understand, support, and embody a culture that builds a erse, inclusive, and equitable workplace where our employees thrive.
- Address organizational health issues (employee relations concerns, team and management related issues, and ) promptly, professionally, and compassionately with an eye towards prevention of similar or related issues in the future.
- Create, innovate, and implement improvements to the employee experience in partnership with managers and employees to maximize engagement, recognition, and retention.
- Experienced, principled, thoughtful, and can effortlessly role model the values in our Volunteer Oath
- An effective people manager who knows how to develop others and delegate work appropriately.
- Comfortable and confident making trend-based decisions on a case by case basis - we have a preference for using our values and principles to guide decisions, not a rule book of policies.
- Humble and passionate about helping others be their best selves - you love people and honor their humanity.
- An agile mindset and are naturally inquisitive, resourceful, and resilient. You are comfortable working autonomously as well as being strategic in one moment and ing into the details the next.
- Excited about ambiguity because it's an opportunity to get creative and challenge assumptions
- A feedback-whisperer - giving and receiving high-quality feedback is a strength.
- Effective communication skills - you know how to make yourself easily understood and make others feel heard
- Experience supporting different types of employee populations (exempt, hourly, volunteer)
- Knowledge of HR policies and laws including FMLA, Leave of Absences, and other relevant HR related laws
- Experience with a wide-variety of people ops systems and tools (ATS, HRIS, Google Applications, Excel, Powerpoint)
- 8+ years of Human Resources or equivalent experience with progressive career development and 2+ years of supervisory experience.
- Applications will be accepted on a rolling basis until the role is filled. USDR will conduct an application and resume review, followed by a series of interviews with various members of the USDR team. We are aiming to fill this role quickly.
- A competitive salary, consistent with similar roles in other tech non-profits in major U.S. metropolitan cities. The annual salary range for this role is $165,000-$180,000, depending on experience.
- Full health, dental and vision benefits (USDR pays 100% of the cost for our employees and 80% of the cost for their dependents).
- 401K with a matching contribution of up to 3 percent of your pay with $1 for each dollar you contribute and for more than 3 percent and up to 5 percent of your pay with $0.50 for each dollar you contribute.
- An equipment reimbursement for the purchase of a computer and peripheral devices of up to $2,000 along with a Work from Home allowance of $100 each month to support employees as they navigate working from home.
- A discretionary budget of $500 per year per employee for learning and development along with an organization-wide L&D budget to support iniduals and teams with work-related learning and development expenses
- A supportive community where everyone can thrive and find a balance between working hard to make a difference and taking care of themselves. This means that we are committed to a fully remote work environment (for US-based employees) along with flexible schedules and time off policies that work with your life.
U.S. Digital Response is an Equal Opportunity/Affirmative Action Employer fully dedicated to achieving a erse staff. All qualified applicants are encouraged to apply and will receive consideration for employment without regard to race, color, religion, national origin, age, sex (including pregnancy, gender identity and expression, and sexual orientation), disability status, protected veteran status, political party affiliation, or any other characteristic protected by law.
We encourage and welcome all interested potential applicants, regardless of background or prior experience volunteering with U.S. Digital Response, to apply.
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