Senior Director of People & Culture

Role overview

EVC is seeking a seasoned Senior Director of People & Culture to guide its people strategy, strengthen core HR operations, and support the organization through a period of growth and change. This role partners closely with the CEO and senior leaders to improve accountability, employee relations, performance, and workplace culture while bringing steady judgment and structure to a complex environment.

As the most senior People & Culture leader, you will shape long-term direction, oversee key organizational operations, and help transform the function into a trusted strategic partner as the organization grows in visibility, complexity, and risk.

About the organization

Everybody Votes Campaign is a national nonpartisan organization focused on closing the voter registration gap in communities of color. It works with local partners on large-scale, long-term voter registration efforts to expand access to democracy and strengthen civic power in historically underrepresented communities.

Strategic People & Culture leadership

• Set and advance the organization’s long-term People & Culture strategy in line with its values and goals.
• Advise the CEO and leadership team on workforce strategy, risk, and people-related decisions.
• Create clearer decision-making frameworks that reduce bottlenecks and excessive centralization.
• Promote diversity and inclusion at a strategic level and support equitable collaboration across varied groups.
• Prepare materials and present to the Board of Directors when needed.

Employee relations, investigations, and accountability

• Own the strategy for employee relations, including issue intake, triage, investigation, and resolution.
• Develop consistent processes for investigations and corrective action.
• Act as the escalation point for sensitive employee concerns, leadership conduct matters, and compliance risks.
• Ensure accountability flows both ways across staff, managers, and leaders.

Equity, performance, and culture

• Lead the design and rollout of fair performance management, promotion, and compensation systems.
• Reduce subjectivity by introducing clear rubrics, documentation expectations, and timelines.
• Work with leadership to address systemic inequities and rebuild trust and psychological safety.
• Convert culture assessment insights into measurable, practical improvements.
• Encourage a culture of continuous improvement and resilience by modeling openness to feedback.

Systems, policies, and compliance

• Own People & Culture policy structure, SOPs, and governance practices.
• Serve as the owner for HRIS governance and data integrity.
• Ensure compliance with employment law, union obligations, and internal standards.
• Directly lead, coach, and support the People & Culture team.
• Manage the budget for the People & Culture function.

Core expectations

• Bring a growth mindset and handle feedback constructively from peers, staff, and supervisors.
• Stay focused on ambitious goals and show persistence when facing obstacles.
• Demonstrate cultural competence and the ability to build effective relationships across differences.
• Remain solution-oriented while balancing competing priorities in a changing political environment.

Requirements

• Progressive senior-level experience in HR or People & Culture leadership.
• Strong background leading HR in complex, high-accountability settings with rapid change, significant employee relations activity, or labor relations intensity.
• Deep experience handling employee relations and workplace investigations, with the ability to build defensible processes.
• Proven ability to drive organization-wide people initiatives with limited oversight.
• Experience leading People & Culture in unionized or similarly complex environments.
• Strong judgment, executive presence, and the ability to influence leaders at all levels, including the Board.
• Track record of rebuilding trust in low-trust environments.
• Experience owning a People & Culture budget.
• SHRM-SCP, SPHR, JD, or an equivalent credential is strongly preferred.

Benefits and culture

• Flexible remote work.
• Flexible paid time off.
• Employer-paid employee health premiums at 100% coverage.
• One dedicated flex day each week.
• 401(k) with automatic employer contribution regardless of employee contribution level.
• $1,000 per year for professional development.
• Free virtual therapy.
• Stipend for ergonomic home office setup.
• Generous extended medical and personal leave.

Eligibility and hiring notes

Applicants must already be legally authorized to work in the United States at the start of employment. Visa sponsorship is not offered for current or future staff.

EVC is an equal opportunity employer and strongly encourages candidates with close ties to Black, Latinx, Indigenous, Asian-American, Pacific Islander, non-English-speaking, disability, and LGBTQ+ communities to apply. The role requires cultural competence and the ability to work effectively with a diverse set of staff, partners, and stakeholders.

Compensation

The salary range for this full-time exempt position is $138,000 to $172,000 per year.