Fractional Human Resources Director
Gofractional, Washington, District of Columbia, United States
We are seeking an experienced Human Resources professional to serve as our Fractional HR Director, providing strategic leadership and operational expertise on a part-time basis. This role is ideal for a seasoned HR leader who excels at building and optimizing people operations for growing organizations. The Fractional HR Director will work approximately 15-20 hours per week, with flexibility in scheduling, to establish HR infrastructure, ensure compliance, and support our organizational culture and mission.
Key Responsibilities
Strategic HR Leadership
Partner with executive leadership to align HR strategy with organizational goals and mission
Assess current HR needs and develop a comprehensive roadmap for people operations development
Provide guidance on organizational structure, workforce planning, and talent strategy
Advise leadership on employee relations issues, performance management, and organizational culture
Support board of directors on HR-related governance matters
Employee Relations and Culture
Maintains strict confidentiality while supporting staff through conflict and de-escalation, applying sound judgment to determine when issues require escalation to leadership
Draws on restorative and trauma-informed practices to repair harm, strengthen team relationships, and foster a psychologically safe workplace.
Brings a culturally responsive lens to all HR functions, fostering inclusive policies and practices that reflect the diversity of the team and the communities served.
Help mediate issues, promote open communication, and ensure psychological safety across the organization
Measure and monitor employee satisfaction and organizational culture
Impact Management and Professional Development
Manage and optimize the Impact Management process through Culture Amp, including goal-setting, feedback cycles, and engagement surveys
Provide data-informed insights to leadership on team performance and engagement
Coach managers on providing feedback, setting goals, and addressing performance issues and reinforces a culture of accountability and care
Provides professional development resources for both organization-wide training and individual team member growth
HR Infrastructure Development & Compliance
Establish or refine and document existing core HR policies and procedures, including: employee handbook, onboarding, performance management, and offboarding
Create job descriptions, compensation frameworks, and organizational charts
Implement HR technology solutions appropriate for organizational size and needs
Ensure organizational compliance with federal, state, and local labor regulations, informing policy development and staff experience decisions. Effectively navigates complex organizational needs while upholding high ethical standards, protecting sensitive data, and building trust across all levels of the organization
Compensation and Benefits
Utilize Payscale and other tools to design and maintain a transparent pay band structure
Manage benefits administration including health insurance, retirement plans, and leave policies
Coordinate annual compensation reviews and market benchmarking
Serve as liaison with benefits brokers, payroll providers, and other vendors
Ensure accurate and timely payroll processing in coordination with the finance team
Act as the go-to person for HR and benefits questions, including those managed through JustWorks and other systems
Support the annual benefits renewal and communication process
Talent Acquisition and Retention
Lead recruitment efforts for key positions, including strategy, sourcing, and candidate management
Use JazzHR and JustWorks to manage the hiring workflow efficiently
Build and maintain a candidate experience that reflects GirlTREK’s culture and commitment to representation and equity
Develop interviewing processes and assessment tools
Create offer letters, employment agreements, and negotiate compensation packages
Design and implement employee retention strategies and engagement initiatives
Establish succession planning frameworks for critical roles
Qualifications
8+ years of progressive HR or people operations experience; experience in a mission-driven or nonprofit setting preferred
Bachelor's degree in Human Resources, Business Administration, or related field
Strong knowledge of federal and state employment laws (FMLA, ADA, Title VII, FLSA, etc.)
Proven expertise in performance management, compensation design, and leadership coaching
Hands‑on experience with Culture Amp, JazzHR, Payscale, and JustWorks strongly preferred
Exceptional emotional intelligence, discretion, and communication skills
Deep understanding of culturally responsive HR practices and a demonstrated commitment to equity and inclusion
Experience working fractionally or in a consulting capacity with growing teams
Proven experience building HR functions from the ground up or scaling HR operations
Demonstrated expertise in employee relations, compliance, and policy development
Excellent interpersonal and communication skills, both written and verbal
Strong business acumen and ability to think strategically while executing tactically
Experience working independently with minimal supervision
Proficiency with HRIS systems and Microsoft Office Suite
Time Commitment & Compensation
Approximately 15–20 hours per week, with flexibility based on project load and organizational needs
Location: Remote from a home office
Compensation: $5,500 per month
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Key Responsibilities
Strategic HR Leadership
Partner with executive leadership to align HR strategy with organizational goals and mission
Assess current HR needs and develop a comprehensive roadmap for people operations development
Provide guidance on organizational structure, workforce planning, and talent strategy
Advise leadership on employee relations issues, performance management, and organizational culture
Support board of directors on HR-related governance matters
Employee Relations and Culture
Maintains strict confidentiality while supporting staff through conflict and de-escalation, applying sound judgment to determine when issues require escalation to leadership
Draws on restorative and trauma-informed practices to repair harm, strengthen team relationships, and foster a psychologically safe workplace.
Brings a culturally responsive lens to all HR functions, fostering inclusive policies and practices that reflect the diversity of the team and the communities served.
Help mediate issues, promote open communication, and ensure psychological safety across the organization
Measure and monitor employee satisfaction and organizational culture
Impact Management and Professional Development
Manage and optimize the Impact Management process through Culture Amp, including goal-setting, feedback cycles, and engagement surveys
Provide data-informed insights to leadership on team performance and engagement
Coach managers on providing feedback, setting goals, and addressing performance issues and reinforces a culture of accountability and care
Provides professional development resources for both organization-wide training and individual team member growth
HR Infrastructure Development & Compliance
Establish or refine and document existing core HR policies and procedures, including: employee handbook, onboarding, performance management, and offboarding
Create job descriptions, compensation frameworks, and organizational charts
Implement HR technology solutions appropriate for organizational size and needs
Ensure organizational compliance with federal, state, and local labor regulations, informing policy development and staff experience decisions. Effectively navigates complex organizational needs while upholding high ethical standards, protecting sensitive data, and building trust across all levels of the organization
Compensation and Benefits
Utilize Payscale and other tools to design and maintain a transparent pay band structure
Manage benefits administration including health insurance, retirement plans, and leave policies
Coordinate annual compensation reviews and market benchmarking
Serve as liaison with benefits brokers, payroll providers, and other vendors
Ensure accurate and timely payroll processing in coordination with the finance team
Act as the go-to person for HR and benefits questions, including those managed through JustWorks and other systems
Support the annual benefits renewal and communication process
Talent Acquisition and Retention
Lead recruitment efforts for key positions, including strategy, sourcing, and candidate management
Use JazzHR and JustWorks to manage the hiring workflow efficiently
Build and maintain a candidate experience that reflects GirlTREK’s culture and commitment to representation and equity
Develop interviewing processes and assessment tools
Create offer letters, employment agreements, and negotiate compensation packages
Design and implement employee retention strategies and engagement initiatives
Establish succession planning frameworks for critical roles
Qualifications
8+ years of progressive HR or people operations experience; experience in a mission-driven or nonprofit setting preferred
Bachelor's degree in Human Resources, Business Administration, or related field
Strong knowledge of federal and state employment laws (FMLA, ADA, Title VII, FLSA, etc.)
Proven expertise in performance management, compensation design, and leadership coaching
Hands‑on experience with Culture Amp, JazzHR, Payscale, and JustWorks strongly preferred
Exceptional emotional intelligence, discretion, and communication skills
Deep understanding of culturally responsive HR practices and a demonstrated commitment to equity and inclusion
Experience working fractionally or in a consulting capacity with growing teams
Proven experience building HR functions from the ground up or scaling HR operations
Demonstrated expertise in employee relations, compliance, and policy development
Excellent interpersonal and communication skills, both written and verbal
Strong business acumen and ability to think strategically while executing tactically
Experience working independently with minimal supervision
Proficiency with HRIS systems and Microsoft Office Suite
Time Commitment & Compensation
Approximately 15–20 hours per week, with flexibility based on project load and organizational needs
Location: Remote from a home office
Compensation: $5,500 per month
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