• Serve as the primary point of contact for employee relations matters, including performance concerns, interpersonal issues, investigations, and complex workplace scenarios. • Coach managers through difficult conversations, feedback delivery, performance management, and documentation. • Provide consistent, fair, and legally sound guidance across key employee lifecycle moments. • Act as a trusted advisor to leaders on people-related risks, decisions, and trade-offs. • Partner with the Head of People to maintain alignment between company strategy and people practices. • Identify patterns and systemic issues early and recommend practical, upstream interventions. • Serve as a change partner to leaders, helping operationalize organizational changes to drive understanding, adoption, and trust. • Support ongoing performance management processes, goal-setting, feedback cycles, and manager capability building. • Partner with leaders on team structure, talent planning, and ways of working that enable strong performance. • Help managers navigate underperformance, role clarity challenges, and organizational change. • Reinforce a culture of high performance without unnecessary bureaucracy. • Maintain and apply existing People processes, templates, documentation, and manager resources. • Partner on tools and workflows that improve consistency, efficiency, and employee experience. • Balance compliance, speed, and sound judgment as the company continues to grow. • Support change initiatives (e.g., policy updates, process shifts), including re-education, leader enablement, and reinforcement. • Partner with People Ops, Legal, and Finance to ensure compliance with federal, state, local, and international employment laws. • Support leave administration, policy application, and complex employee situations. • Help ensure People practices remain defensible, consistent, and aligned with company values. • Serve as the primary HR point of contact for immigration matters, partnering with recruiters to assess visa needs and timelines during the hiring process. • Manage the day-to-day relationship with the external immigration law firm. • Support employees through immigration processes (H-1B, transfers, green card sponsorship, etc.), providing guidance on timelines and next steps. • Partner with Legal, Finance, and People Ops to ensure immigration sponsorship decisions are consistent, compliant, and aligned with company policy.

• Support key employee life cycle processes: onboarding, contract review and supporting payroll and benefits enrollment • Organize and maintain employee records via our proprietary Platform: input, update and maintain customer & professional personal data, process various forms related to documenting human resources activities such as new hire, change of status, benefits, terminations, etc. • Carry out audits and checks on data changes to ensure accurate and timely payment for the professionals • Participation in the continuous improvement of HR processes and assist in maintaining standard operating procedures and policies up to date • Communicate effectively both verbally and in written form with professionals and our customers to explain and resolve queries and concerns (via email, phone and other means of communication) • Communicate and liaise with GP partners/vendors, including insurance vendors, local service providers, pension providers

Role Description The director of Human Resources (HR) is responsible for the overall management, administration, coordination and evaluation of the human resources function involving professional staff, facility employees and collegiate leadership consultants. This role ensures HR best practices are utilized across all three of Gamma Phi Beta’s entities to support an engaged and effective staff workforce. - Develop and administer various human resources plans and procedures for all organizational staff; plan and control all activities of the department. - Supervise other HR department staff. - Manage the human resources liaison relationship and responsibilities with Gamma Phi Beta’s professional employment organization (PEO). - Support the chief operating officer in creating and managing the annual compensation budget. - Support the chief operating officer in annual benefits strategy and execution. - Manage payroll functions and processes. In collaboration with the HR manager, execute biweekly payroll processing. - Collaborate with professional staff on the revision of job descriptions; manage routine review process of all job descriptions. - Develop, recommend and implement workforce policies and procedures in compliance with the organization’s multi-state employment footprint. - Support the chief operating officer and chief of staff in evaluating and updating handbooks and policies. - Create and execute annual workforce performance review strategies and documents. - When required, provide support to supervisors in developing and managing performance improvement plans. - Partner with the chief executive officer and chief operating officer to implement and annually update the compensation program for professional staff, conduct compensation analysis as needed. - Oversee recruitment efforts and strategy for all staff positions. In collaboration with the HR manager, work with hiring managers to screen and interview candidates; conduct reference checks; extend job offers; conduct new employee onboarding. - Support employee development and performance; monitor career path and employee relations counseling; conduct exit interviews. - Collaborate with executive team to develop and manage professional staff development program. - Develop, implement and evaluate strategies for retaining talent for professional staff using talent selection education, onboarding, training, performance management, recognition programs, accurate feedback reporting (i.e., exit interviews, job satisfaction surveys) and succession planning. - Serve on staff committees as assigned to support committee use of HR best practices in Belonging and Inclusion and Rewards and Recognition committee efforts. - Manage and execute background check processes for professional staff and board-level volunteers. Qualifications - Bachelor's degree from four-year college or university; and/or six to 10 years related experience and/or training; at least two years of supervisory experience; or equivalent combination of education and experience. - Master’s degree in human resources, business administration or related field preferred. - PHR/SPHR or SHRM-CP/SHRM-SCP certification preferred. Requirements - Understanding of HR functions in a non-profit or membership environment. - Previous experience supervising HR staff members. - Knowledge of PEOs and ability to leverage a PEO relationship. - Multi-state HR compliance experience. - Skilled in employee relations and conflict resolution. - Ability to build trust, establish and maintain positive working relationships with all levels of staff at the organization. - Ethical business practices with the ability to maintain confidentiality. - Communication and consultation skills. - Leadership, navigation and critical evaluation skills. - Detail-oriented with big picture vision, and effective work practices under pressure while meeting all applicable deadlines. - Proactive, self-directed, and able to independently solve problems. Benefits - Compensation is commensurate with experience, education and work location. - The hiring range for this role is $80,000 to $90,000 annually. - Gamma Phi Beta offers a full benefits package with an excellent paid time off package that includes 15 days of vacation plus sick time, personal days, holidays and two weeks of additional paid time off over the office’s winter break. - Benefits include health, life, disability, vision and dental insurance coverage and participation in Gamma Phi Beta’s 401(k) plan after a year of eligible service. Company Description The position is eligible for remote employment.

• Act as a key HR point of contact, providing end-to-end support across the employee lifecycle - from onboarding and 1:1 check-ins to performance reviews and offboarding - ensuring smooth and effective people operations; • Partner closely with managers to lead and embed robust Performance Management practices, aimed at strengthening individual and team impact; • Provide strategic guidance and day-to-day coaching to managers, helping them grow as people leaders and navigate HR-related challenges with confidence; • Participate in the hiring process, assessing cultural fit, alignment with values, and role expectations before offers are made; • Collaborate with the Learning & Development team to identify development needs and align growth efforts with business priorities; • Monitor and enhance employee satisfaction and engagement, surfacing insights and driving action in partnership with business leaders; • Contribute to HR analytics by collecting and interpreting data to inform workforce strategy, performance trends, and team dynamics; • Assisted recruiters throughout the hiring process and contributed to the recruitment of new specialists.