Director of People

Duties & Responsibilities:

People Operations & Team Leadership

• Provide oversight and strategic leadership for all core HR functions, including payroll, benefits administration, HRIS systems, employment policies, and workplace safety.
• Lead and support MLF’s People Team in a collaborative and relational manner, working closely with People Team leaders to ensure alignment, employee support, and excellence across all people-related operations.
• Develop and manage the People department’s annual budget, ensuring alignment with organizational goals and efficient use of resources.
• Ensure people-related policies and systems are fair, legally compliant, and reflect the organization’s vision and core values.
• Continuously evaluate and improve HR systems and workflows to support efficiency, data integrity, and a positive employee experience.

Organizational Development & Leadership Collaboration

• Equip managers with practical tools and guidance to support their teams’ development while empowering them to build strong, trust-based relationships.
• Collaborate with the Organizational Empowerment Team and cross-functional leaders to align HR practices with organizational development, employee growth, and engagement initiatives.
• Partner with Organizational Empowerment to support MLF’s strategy for leadership development, management training, and coaching that strengthen capabilities across the organization—from frontline staff to senior leaders—supporting long-term growth and sustainability.
• Build strong relationships with senior leaders to co-create and implement strategies that drive organizational growth, scalability, and sustainability while fostering a healthy, high-performing, and values-driven culture.

Talent Acquisition & Onboarding

• Provide strategic leadership and oversight for MLF’s hiring strategy to attract and retain high-impact, vision-aligned talent.
• Partner with the recruiting team and hiring managers to create clear job descriptions, interview processes, and evaluation tools that identify diverse candidates with the skills, compassion, and experience to thrive in a trauma-informed, human services-focused environment dedicated to supporting individuals who have experienced homelessness.
• Oversee a welcoming, values-based onboarding experience that sets new hires up for long-term success and connection to the organization.

Employee Relations & Stewardship

• Serve as a trusted advisor to staff and managers, ensuring fair, compassionate and legally-sound resolution of workplace concerns.
• Foster a workplace culture rooted in trust, transparency, and care, particularly in a trauma-informed context.
• In collaboration with the necessary MLF team members, provide guidance on and oversee implementation of internal communications to keep the entire staff appropriately informed on relevant news and other items impacting the organization.
• Develop and implement systems of support, recognition, and open communication that contribute to employee well-being and retention.

Compensation & Benefits Strategy

• Lead the development and ongoing management of MLF’s compensation philosophy and structure to ensure pay equity, market alignment, and internal consistency across roles.
• Oversee the design and execution of comprehensive benefit offerings, including health, retirement plans, and additional employee programs.
• Partner with senior leadership to ensure compensation planning is sustainable and supports long-term organizational goals.

Knowledge, Skills, Abilities & Principles:

• MLF is a faith-based organization whose ideals and philosophy come directly from the Gospel of Jesus Christ. As an organization, we strive to reflect this precept in our communications, both internally and externally.
• Commitment to serving those who have experienced homelessness and personal alignment with MLF’s vision, mission, core values, and goals.
• Emotional Intelligence: Ability to remain calm and composed under pressure, offering thoughtful guidance and maintaining emotional balance in challenging situations.
• Trauma-Informed Leadership: Deep understanding of the impact of trauma on individuals and teams, with the ability to lead with empathy, sensitivity, and support in a trauma-aware work environment.
• Adaptability and Flexibility: Skilled in adjusting to changing circumstances and responding to the evolving needs of the team and organization with agility and thoughtfulness.
• Conflict Resolution: Expertise in managing and resolving conflicts with a calm, solution-oriented approach, ensuring the well-being of all parties involved and fostering a supportive work atmosphere.
• Wise Decision-Making: Proven ability to make sound, well-considered decisions, especially in complex or emotionally charged situations, balancing both immediate needs and long-term goals.
• Supportive Communication: Strong listening skills and the ability to communicate thoughtfully and respectfully, creating an environment of trust, openness, and psychological safety.
• Team-Centered Collaboration: Skilled in fostering a collaborative, inclusive environment where all team members’ perspectives are heard, and collective wisdom is prioritized to promote learning and joint problem-solving.

Education & Work Experience

Education:

• Bachelor’s degree in Human Resources, Organizational Development, Psychology, Business Administration, or a related field required.
• Master’s degree in Organizational Leadership, Human Resources Management, or a related discipline, or a demonstrated history of relevant leadership experience is preferred.
• Certifications such as SHRM-SCP, SPHR, or relevant coaching/facilitation credentials are a plus.

Work Experience:

• Minimum of 15 years of progressive experience in human resources, people operations, or organizational development.
• At least 7 years in a senior leadership role with strategic responsibility for HR, organizational effectiveness, or related people functions.
• Proven track record of leading people initiatives in for-profit, mission-driven and/or non-profit environments.
• Experience contributing to the design and implementation of leadership development, coaching programs and organization-wide training programs.
• Experience working in trauma-informed, growing workplaces and leading with a people-first approach.
• Strong background in partnering with executive teams and cross-functional groups to build and sustain healthy organizational culture.