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Director, Human Resources, DEI & Education

United Network for Organ Sharing

Job Description

Full job description


Position Description

The Human Resources Director ensures that the UNOS has the processes, practices and systems in place to effectively steward the human capital that has decided to invest itself in our mission. In addition to these strategic accountabilities, the Director is also responsible for overseeing the effective day-to-day tactical HR functions as well as UNOS’ development offerings internally as well as for the external community. Reporting to the Chief People Officer, the director works closely with the Senior Leadership Team and the organizations’ leaders to define and align HR strategy with organizational strategy. The position will have overall responsibility to attract, retain, and develop the staff needed to support the organization, and the individuals and organizations UNOS serves, and to ensure that materials are produced, or procured to ensure the development of those that work for UNOS, an organization serving a role in the OPTN, or on the UNOS or OPTN Boards or a committee supporting those boards. Additionally they will play an important role as we contemplate education resources for patients on the organ transplant waitlist and their families.

Tactically, the Director oversees the development, improvement, administration and evaluation of all HR policies, practices, and procedures, and educational content internally and externally, while ensuring an environment that is inclusive and equitable for the constituencies we serve.

To be successful, the candidate must be a leader with proven strategic abilities, excellent current technical HR competencies, with demonstrated problem-solving abilities and a strong work ethic, who enjoys a very collaborative and consensus-building environment. Ability to manage, assess and implement strategic and tactical HR, DEI and Education initiatives is essential.

The Human Resources Director (HRD) reports into the Chief People Officer (CPO) and manages the HR, Diversity Equity and Inclusion, and Staff and Professional Development teams. The Director will support all staff members, partner with all leaders and work very closely with the Communications, Patient and Member Relations, and Board Relations teams.

Key Responsibilities:


  • Identify strategic HR needs and establish proactive and creative strategic HR plans that align company HR priorities with organizational goals.
  • Serve as steward of the culture and ensuring that it is inclusive and diverse as we ensure equity in everything that we do.
  • Oversee development of creative Human Resources programs (retention, engagement, motivation, reward & recognition, employee relations, etc.) and strategies that can be standardized and applied consistently throughout the company.
  • Direct the strategy for employee organizational development; including training needs analysis and manage employee development through internal and external training and safety programs; establish development plans, career paths, and retention programs in conjunction with business units.
  • Provide consultancy, advice and coaching to enterprise leaders and managers, as appropriate; partner with enterprise leaders and managers in order to effectively support, propose and lead initiatives that drive success.
  • Ensure successful recruitment and selection strategies and processes including a workforce plan. Review, revise and implement recruitment strategy and tactical efforts for all exempt and nonexempt employees, including temporary employees, contractors, and oversee all aspects of recruiting process.
  • Ensure effective on-boarding process for new employees to ensure effective integration into the organization by working collaboratively with enterprise unit leaders.
  • Ensure that staff enjoy opportunities to realize their potential through development initiatives, proactive succession planning and job training programs and affirmative employment practices.
  • Ensure effective performance management system; develop, recommend and implement performance standards and tools for continuous and regular feedback; provide coaching to leaders and employees.
  • Develop a compensation philosophy and the practices to support it and influence and manage the annual compensation review and merit process; participate in annual salary surveys and develop merit pool and merit matrix (salary budget); analyze compensation; oversee the evaluation, classification and rating of occupations and job positions ensuring compliance with statutory requirements; lead executive compensation initiatives; ensure incentive plans are effective.
  • Oversee benefits administration to include annual open enrollment process, claims resolution, change reporting, approving invoices for payment, and annual re-evaluation of provider programs for cost effectiveness and quality.
  • Plays an active role in shaping and executing our efforts in the community.


Minimum Requirements

  • 10+ years of experience developing and managing an organization’s human resources information system, benefits and compensation programs. 15+ years preferred.
  • 8 years of people management experience with a minimum of 5 years managing managers.

Critical Skills

  • Experience in planning and executing short and long-term strategies aligned with enterprise goals also required.
  • Must have proven ability to work effectively with all organizational levels, including senior executives.
  • Highly developed Leadership and Executive Coaching skills, and a track record of modeling the leadership capabilities required to be an effective coach in an organization.
  • Knowledge of principles and procedures for employee recruitment, selection, training, compensation & benefits, employee relations and Human Resources systems, including current employment law.
  • Knowledge of business and management principles involved in designing and executing strategic plans, resource allocation, human resources modeling, leadership techniques, production methods, and coordination of people and resources.
  • Awareness of current HR best practices; experienced with and capable of effectively implementing them within the organization.
  • Employee Relations for both Non-Exempt and Exempt populations; ability to coach and influence effectively.
  • Training & Development, including conducting needs analyses, curriculum design, and training program creation; develop action plans; and leadership development.
  • Performance Evaluation including experience developing performance management systems, 360-degree feedback, using behavioral feedback, and pay for performance.
  • Workforce and Succession Planning
  • Employee Satisfaction & Retention including knowledge of employee surveys, focus group facilitation, and rewards & recognition.
  • Knowledge of Virginia and Federal HR Compliance including: EEO, ADAA, ADEA, FLSA, GINA etc.

Additional Skills & Qualifications

  • Prior experience in government contracting or information technology fields is a plus.
  • Technical competency with Microsoft Office, HRIS systems, online search engines, and web-based recruitment tools.
  • Demonstrated supervisory skills required to manage and develop direct reports.
  • Builds and cultivates relationships, quickly establishing rapport and HR leadership credibility across the organization; ability to interact effectively with employees and maintain trusting and cooperative working relationships.
  • Initiative – demonstrated ability to be self-directed and present opportunities as identified and readily assumes responsibility for organization and HR goals.
  • Demonstrates a mastery of communication skills with supervisors, peers, subordinates and external stakeholders.
  • Strategic planning and visionary skills with ability to assess, recommend, influence and execute strategic plans.
  • Must have strong business acumen, be results oriented, able to follow through, and effectively manage and communicate projects.
  • Puts collaboration above other leadership styles and thrives in a team-based environment; also works autonomously
  • Self-motivated and demonstrates personal ownership
  • Open to change with ability to facilitate change
  • Client and community focused
  • Integrity with ability to maintain highest levels of confidentiality
  • Strong interpersonal skills.
  • Leadership skills to include leading by example and ability to resolve conflicts. Ability to engage and influence others at multiple levels of the organization.
  • Solicits ideas, suggestions and opinions from others, creates a comfortable climate for airing concerns and listens to all points of view with an open mind.


4-year degree in business, human resources, or related field is required. Advanced degree or equivalent applicable HR leadership experience strongly desired. PHR, SPHR, CCP or CEBS certification also desirable.

Physical Requirements

General office demands

About Us

The United Network for Organ Sharing (UNOS) coordinates the nation’s organ transplant system, providing vital services to meet the needs of men, women and children awaiting lifesaving organ transplants. Based in Richmond, Va., UNOS is a private, nonprofit membership organization.
UNOS members encompass every transplant hospital, tissue matching laboratory and organ procurement organization in the United States, as well as voluntary health and professional societies, ethicists, transplant patients and organ donor advocates.

Top workplace in Richmond since 2014

UNOS is a great place to work! We have been named a Top Workplace in Richmond by the Richmond Times-Dispatch for 10 years in a row.

Virginia Values Veterans Certified

UNOS is V3-certified! V3- Certified companies work with the Department of Veterans Services and other strategic partners to support Virginia’s Veterans.

UNOS Benefits

For information on UNOS, including more information on employee benefits, take a look at the UNOS Employee Benefits Summary.


Must be authorized to work in the US. Sponsorship is not available for this position.

Agency Statement

No Agencies Please.

UNOS provide equal employment opportunity for all applicants and employees. It will not unlawfully discriminate or permit harassment against any employee or applicant on the basis of race, ethnicity, color, religion, national origin, gender, age, disability, familial or marital status, military or veteran status, sexual orientation, gender identity and expression, genetic information, or any other characteristics or classification protected under applicable law (“protected categories”). This policy applies not only to hiring, but also to working conditions, benefits and privileges of employment, training, appointments for advancement, transfers, layoffs, recalls, terminations of employment and all other terms and conditions of employment.

UNOS is also an affirmative action employer. It takes affirmative action to recruit and provide opportunities for advancement to qualified females and minorities, individuals with disabilities, special disabled veterans and other protected veterans. It hires and promotes based on job-related requirements and individual qualifications. Action is taken to ensure the fulfillment of this policy as to all phases of the employment process including hiring, placement, training, upgrading, transfers and/or demotions, recruiting, layoffs and termination of employment.

UNOS invites individuals with disabilities and protected veterans to identify themselves, if they wish to do so. Such communication will be kept as confidential as possible and will be used only in accordance with the law. Candidates may contact the EEO/AA Officer at human.resources@unos.org to self-identify or request an accommodation.

EEO is the Law | EEO is the Law Supplement | E-Verify Participation English/Spanish | Right to Work | Right to Work Spanish | Pay Transparency

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