About You

You thrive when supporting a growing team of mission-driven staff. You aren’t afraid to roll your sleeves up and handle all things involved with HR & Operations. You’ve have extensive HR experience; you've managed a team; you are comfortable sitting with the Exec. Director and/or Executive Team for vision casting, problem solving, and advocating for the employees; and you are excited about growing with this position as the organization continues to grow (currently about 48 FTE). People naturally trust you & come to you when they need information or thought partnership around a tricky situation. 

JOB DESCRIPTION

ORGANIZATION SUMMARY

Facing Forward to End Homelessness (Facing Forward) ends the cycle of homelessness for families and individuals by offering hope, help, and housing. Facing Forward utilizes a Housing First model, which provides permanent supportive housing to chronically homeless individuals, families, and veterans.

Under this model, we first ensure that clients have a safe, stable home, and then we empower them as they lead a forward-facing life. By providing permanent housing and a full array of services, including case management, healthcare, referrals for substance abuse treatment, mental health issues, education, and job training, we give homeless people in Chicago the tools they need to reclaim their lives.

VISION

Facing Forward is committed to empowering all individuals to envision a brighter future. We are always striving to ensure our approach is reflective of the unique paths which have led people to Facing Forward. We are committed to fostering an environment where each member of Facing Forward is empowered to be themselves, share ideas, and contribute to the mission and vision of the organization. We believe that we are stronger together. We want to serve as a foundation and work in partnership with clients, staff, vendors, and community partners. In unity, we can work to prevent and end homelessness for our clients, to partner and guide them on their journey toward stability, health, and self-sufficiency.

POSITION SUMMARY

The Director of Human Resources and Operations leads the organization’s HR and facility operations. This role oversees all aspects of human resources—including talent acquisition, compliance, benefits and compensation, employee relations, performance management, and staff development. Additionally, the Director ensures smooth day-to-day operations, manages vendor relationships, maintains facilities across all Facing Forward locations, and implements systems to improve efficiency and compliance. As a member of the executive team, this position collaborates closely with staff and leadership to foster a thriving organizational culture.

ESSENTIAL JOB DUTIES & RESPONSIBILITIES 

LEADERSHIP & CULTURE

• Partner with the executive team to shape organizational goals related to culture, staff development, and retention.
• Foster a workplace culture where employees feel supported, valued, and empowered to grow.
• Serve as a trusted advisor to staff and leadership on HR policies and practices, escalating issues as needed.
• Lead investigations and resolve complex workplace matters with discretion and professionalism.

HUMAN RESOURCES

HR Operations & Compliance

• Manage HR systems, personnel records, and employee files to ensure accuracy and legal compliance. 
• Maintain and update HR policies, procedures, and the employee handbook in accordance with federal, state, and local laws. 
• Ensure compliance with employment regulations (e.g., FLSA, FMLA, ADA, EEO). 
• Collaborate with Finance on HR budgeting, compensation documentation, benefits reconciliation, and audit preparation.

Employee Relations & Performance Management

• Provide guidance to staff and managers on conflict resolution, employee concerns, and policy interpretation. 
• Support managers with performance coaching, corrective action, and documentation. 
• Lead the annual performance review process and track professional development plans.

Talent Acquisition & Onboarding

• Manage full-cycle recruitment in partnership with hiring managers to attract and retain top talent. 
• Oversee onboarding to ensure a welcoming and compliant experience for new hires. 
• Support intern recruitment, onboarding, performance reviews, and mentorship.

Benefits & Leave Management

• Administer employee benefits, including open enrollment, vendor coordination, and staff inquiries. 
• Manage leave policies and processes (e.g., FMLA, parental leave, accommodations). 
• Educate staff on benefits and promote wellness initiatives. 
• Coordinate offboarding, including exit interviews, property return, and documentation transfer.

Staff Engagement & Culture

• Build community in a hybrid work environment. 
• Plan and implement staff engagement activities (e.g., recognition programs, wellness initiatives, annual picnic, holiday lunch). 
• Support staff surveys and internal communications.

Learning & Development 

• Coordinate training and development opportunities aligned with organizational goals. 
• Support implementation of professional development plans through workshops and external resources. 
• Track participation and evaluate engagement in learning initiatives. 
• Stay current on HR trends, employment law, and best practices through professional development.

OPERATIONS

General Operational Leadership 

• Identify and implement improvements for operational efficiency, compliance, and risk management. 
• Collaborate across departments, manage operational budgets, and report on key metrics. 
• Standardize processes and update operational guidelines and performance metrics. 
• Ensure standard operating procedures and key performance indicators are current, accessible, and centrally stored.

Facilities & Office Management

• Oversee two office locations, including lease negotiations, renewals, and maintenance.
• Coordinate with staff and vendors to ensure facility functionality and compliance.
• Manage inventory of assets (e.g., equipment, keys, phones, furniture).
• Serve as primary contact for facility-related vendors (e.g., IT, cleaning, utilities, landlords).
• Manage insurance policies (e.g., property, liability, workers’ comp) and lead renewal discussions.
• Oversee office supply inventory and vendor relationships.

IT Support & Communications

• Ensure that all staff have reliable equipment and systems (laptops, hotspots, cellphones) including distribution and tracking inventory. 
• Assess and support organizational IT and communication needs.
• Coordinate with IT consultants on maintenance and troubleshooting.
• Oversee phone system updates and Microsoft Teams structure and permissions.

QUALIFICATIONS

Education

• Bachelor’s degree in human resources, business administration, or related field required.
• Professional HR certification (PHR, SHRM-CP, or equivalent) strongly preferred.

Experience & Skills

• Minimum of 7 years of progressive HR experience, including at least 3 years in a supervisory or HR management role.
• Strong knowledge of HR best practices, employment law, and employee relations.
• Proven experience in benefits administration, performance management, and policy implementation.
• Demonstrated ability to manage building operations and vendor contracts, and administer complex policies and procedures.
• Strong interpersonal, communication, and problem-solving skills.
• High emotional intelligence, cultural competence, and self-awareness; optimistic, resourceful, and grounded with integrity and transparency.
• Proficiency in HRIS systems (ADP strongly preferred), Microsoft Office Suite, and virtual meeting platforms.
• Committed to leadership development—for self and others.
• Ability to adapt to changing needs, manage competing priorities, de-escalate conflicts, and develop new processes in a growing organization.
• Comfortable with technology and learning new platforms.
• Experience in nonprofit or mission-driven organizations preferred.
• Commitment to the mission and values of Facing Forward to End Homelessness.

WORK SCHEDULE 

• Hybrid work model: 3 days in-office preferred, with remote flexibility. 
• Occasional evening and weekend attendance required for meetings and events.

WORKING CONDITIONS & PHYSICAL REQUIREMENTS

• Work is performed both remotely and in a standard office environment. 
• Requires extended periods of sitting, with intermittent standing, walking, and bending. 
• Must have normal manual dexterity, hand-eye coordination, and corrected hearing/vision; verbal communication is essential. 
• Reasonable accommodations will be provided to enable individuals with disabilities to perform essential functions. 
• Access to a vehicle and insurance is strongly preferred to support travel between office locations and staff events.

ADDITIONAL NOTES

This job description outlines the primary responsibilities and qualifications but is not exhaustive. The Director may be asked to perform additional duties as needed to support the organization.