NEW YORK CITY BAR ASSOCIATION/CITY BAR FUND

POSITION: Director of Human Resources
DEPARTMENT: Human Resources
POSITION REPORTS TO: Executive Director,New York City Bar Association
START DATE: May 2026
FLSA STATUS: Exempt

The New York City Bar Association, founded in 1870, is a voluntary association of lawyers and law students. The City Bar’s mission is to equip and mobilize a diverse legal profession to practice with excellence, promote reform of the law, and uphold the rule of law and access to justice in support of a fair society and the public interest in our community, our nation, and throughout the world.

As the nonprofit 501(c)(3) arm of the New York City Bar Association, the City Bar Fund mobilizes New York City lawyers to do good work for people in need and for the legal profession. The City Bar Fund’s four programs — the City Bar Justice Center, the Cyrus R. Vance Center for International Justice, the Office for Diversity, Equity, Inclusion and Belonging, and the Lawyer Assistance Program — channel the power of volunteering into positive impact. (Together, we are referred to as the City Bar).

JOB FUNCTION
The Human Resources Director plays a key leadership role as a strategic partner in managing and enhancing the organization's HR functions, ensuring alignment with our mission-driven culture and strategic objectives. This position oversees HR operations including talent acquisition, labor & employee relations, performance management, compensation and benefits, compliance, and training and development for a staff of approximately 165 employees. This is a highly collaborative role that works with all departments in the organization. The Human Resources Director partners with leadership to foster an inclusive workplace in a professional manner led with respect and fairness.

Areas of responsibility include, but are not limited to:

Strategic HR Leadership:

Develop and implement HR strategies that support the organization’s array of business needs and mission goals
Collaborate with senior leadership on organizational planning and staff development

Talent Acquisition & Retention:

Lead recruitment efforts to attract and retain top talent
Develop and enhance onboarding and offboarding processes that reflect organizational values

Compensation & Benefits:

Review annual salary budget for all staff and make recommendations based on specific roles and compensation scales
Partner with Professional Employer Organization (PEO) and work closely with City Bar leadership, including the staff Benefits Committee to consider appropriate benefit programs based on employee needs and organizational budgets
Oversee annual enrollment process as well as changes to enrollments throughout the year
Administration of compensation, benefits & leave policies and procedures
Liaise with payroll to ensure compliance with wage and hour laws and policies

Performance Management:

Manage performance evaluation processes that reflect departmental mission needs and ensure fair evaluation and professional development
Guide managers in addressing performance issues and implementing performance improvement plans, when appropriate

Legal Compliance & Policy Management:

Ensure compliance with federal, state, and local employment laws in partnership with the General Counsel
Recommend updates to employee handbook on an ongoing basis to ensure HR policies and procedures remain accurate and legally compliant
Oversee the organization’s reasonable accommodation process for employees and applicants, including engaging in the interactive process, assessing requests, and coordinating with management, legal and third-party administrators as appropriate

Employee Relations/Employee Experience:

Serve as a trusted advisor on employee relations and conflict resolution by listening to feedback and acting on it
Conduct or oversee workplace investigations and recommend appropriate resolutions consistent with organizational policies
Promote an inclusive workplace culture that encourages employees to bring their authentic selves to work

Labor Relations

Ensure proper administration of leave and benefits in compliance with contract provisions
Partner with leadership and union representatives to address workplace issues and maintain productive labor-management relationships
Advise leadership on dispute resolution consistent with contract provisions and organizational policies
Support collective bargaining negotiations as needed

Training & Employee Development:

Identify staff learning needs and recommend training and development opportunities for employees at all levels
Oversee compliance with mandatory training requirements

Vendor Management:

Periodically evaluate vendors being used for HR needs to ensure service quality, cost-efficiency, and fit with varied departmental needs and goals
Negotiate contract renewals

EXPERIENCE/SKILLS/REQUIREMENTS:

Bachelor’s degree, or equivalent experience
10+ years of progressive Human Resources experience in a variety of areas
3+ years of direct management experience
Ability to work collaboratively and communicate clearly and effectively with all levels of the organization’s workforce
Strong knowledge of employment law and experience implementing HR best practices, particularly in a mixed labor environment (union and non-union employees)
Ability to balance the needs of the organization while considering employee needs and developing the best outcomes for both
Excellent organizational and time management skills
Strong project management and problem-solving skills
Excellent verbal and written communication skills
High attention to detail and deadline driven
Proficiency in Microsoft Office Suite and various HR systems including HRIS, performance management systems, applicant tracking systems, compliance tracking, etc.

Additional Qualifications/Experience (a plus, but not required):

HR certification (PHR, SPHR, SHRM-CP, or SHRM-SCP)
Some experience working with or knowledge of non-profit, membership, and/or professional organizations and/or in the legal profession
Working knowledge/experience with Professional Employer Organizations (PEOs) and/or selecting PEOs

Candidates must be authorized to work in the United States. We are not able to sponsor visas for this position.

This is a hybrid position for which candidates generally must be available for 2-3 in-person workdays at our midtown Manhattan offices, with the balance of time being work-from-home. Flexibility is required for the days scheduled to be in the office. The hybrid schedule is subject to review and revision based on changing departmental needs.

COMPENSATION/BENEFITS
Starting salary for this role is $140,000 - $155,000 based on years and depth of experience. The City Bar’s competitive benefits package includes generous paid time off (vacation, personal, sick time, holidays including office closure during the last week of the calendar year through New Year’s Day, day off each year for volunteer work, extra time off in the summer), choice of medical plans, dental, vision, 401K, life insurance, commuter benefits program, Employee Assistance Program, short-term/long-term disability insurance, employee discounts, and more!

To apply: It is suggested that qualified applicants include a cover letter, to explain why you are interested in the position, but it is not required to apply.

Note: A minimum of three professional references (including prior supervisors) will be required later on in the process for candidates being given serious consideration. A background check will also be required prior to hire.

We actively seek a diverse applicant pool and encourage candidates of all backgrounds and unique experiences to apply. We welcome diversity of all kinds. It is the policy of the City Bar to ensure equal employment opportunity without discrimination or harassment on the basis of race, color, creed, age, national origin, alienage or citizenship status, gender (including gender identity), sexual orientation, disability, arrest or conviction record, pregnancy, credit history, salary history, caregiver status, marital status, partnership status, or status as a victim of domestic violence, stalking and sex offenses, religion, sex, genetic information, military status, unemployment status or any other characteristic as protected by law. With regard to the Americans with Disabilities Act and other related laws, the organization will endeavor to make reasonable accommodations for persons due to their religious beliefs, disability, pregnancy, childbirth or related medical condition or because the individual was a victim of domestic violence, sexual violence or stalking.

New York City Bar Association

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Director of Human Resources