Director, HR Operations & Systems
Earthjustice is the nation's leading environmental law organization. We wield the power of law and the strength of partnership to protect people's health, preserve magnificent places and wildlife, advance clean energy, and combat climate change. We are here because the Earth needs a good lawyer.
Driven by a passion for justice, inclusion, partnership, and excellence, our core values lead us to seek a broad range of perspectives and backgrounds to achieve our mission and maintain an inclusive environment where all staff are valued and respected.
The Director, HR Operations & Systems leads the strategy, implementation, optimization, and day-to-day management of HR's technology ecosystem and operational processes, serving as the primary HR business owner of Earthjustice's HRIS (currently ADP) and ensuring that our people systems work together, our data is accurate and actionable, and our HR team can focus on the people-centered work that matters most.
Earthjustice currently relies on multiple HR systems—each acquired at different times to solve discrete problems—that have never been fully integrated or evaluated holistically. This role exists to change that. A near-term priority will be leading the effort to document business requirements and manage an RFP process for a potential migration to a modern, integrated platform. This is an individual contributor role at the time of hire; an early responsibility will be to assess the current HR operations team structure and recommend an organizational model to support the function's long-term needs, with formal people management responsibilities expected to follow as the HR operating model matures.
This position reports to the VP, Human Resources and is expected to work a full-time (37.5 hours/week) hybrid schedule from San Francisco, CA, Washington, DC, or New York City.
What You'll Do
HR Systems Strategy & Governance (35%)
- Define and lead the strategy, roadmap, and adoption for HR systems, integrations, and workflows across the employee lifecycle (including HRIS, talent, learning, and performance platforms), serving as the primary HR business owner and partnering closely with IT to ensure systems are secure, reliable, compliant, and consistently used.
- Design, document, and continuously improve core HR operational processes by translating policies and program requirements into executable, scalable workflows, leveraging technology, automation, and responsibly governed AI‑-enabled tools while aligning with organizational policies, equity principles, and legal requirements.
- Partner with HR leaders, IT, and the Office of General Counsel to advise leadership on system capabilities, risks, governance, and opportunities, and to lead effective configuration, integrations, and ongoing system support. Serve as the primary resource for front-end users, optimizing user experience, delivering training, and advocating for usability and best practices.
HR Operations Leadership (25%)
- Oversee core HR operational processes across the employee lifecycle, including onboarding, benefits, payroll, and offboarding, ensuring efficiency, accuracy, and a high-quality employee experience.
- Standardize and automate HR workflows to balance speed, compliance, and quality, while ensuring practices align with Earthjustice's values of equity and inclusion.
- Assess the current HR operations team structure and recommend an organizational model that supports the function's long-term needs, while developing scalable processes and operational infrastructure to support organizational growth.
System Implementation & Lifecycle Management (15%)
- Lead the full lifecycle of HR system implementations, enhancements, and decommissionings, with a near-term priority of managing the RFP and migration process for a potential HRIS replacement.
- Partner with IT, Finance, Legal, PMO, and vendors to manage timelines, contracts, risks, and change impacts for all system initiatives.
- Continuously evaluate HR technology and stay current on trends in AI and people analytics to recommend improvements that strengthen HR effectiveness.
Data Integrity, Compliance & Knowledge Management (15%)
- Oversee HR data management practices to ensure accuracy, security, and responsible use of workforce data, maintaining compliance with employment law, data privacy regulations, and internal policies; ensure appropriate stakeholders can securely access the data they need to meet internal and external goals.
- Define and maintain standard HR metrics, dashboards, and reporting to provide leadership, the Board, and funders with timely workforce insights that support transparency, equity analysis, and organizational learning.
- Establish and govern a standardized HR SOP framework, implementing version control and ownership models to ensure consistency, compliance, and effective cross-training.
Ongoing Learning
- Actively pursue professional development and contribute to a culture of learning by building skills and sharing knowledge.
What You'll Bring
Required
- 10+ years of HR operations and/or HR systems experience, including direct HRIS administration and management.
- Demonstrated experience assessing, consolidating, or rationalizing HR technology portfolios; HRIS implementation experience strongly preferred.
- Experience managing and developing team members and building team capacity.
- Strong knowledge of employment law and experience supporting multi-state organizations and navigating related compliance requirements.
- Strong project and stakeholder management skills, with a track record of partnering effectively across HR, IT, Finance, and Legal functions.
- Proficiency in HR data analysis; advanced Excel skills required. Experience with Tableau or Power BI a strong plus.
- Demonstrated commitment to Earthjustice's values of Justice, Excellence, Inclusion, and Partnership.
Preferred
- Experience in a nonprofit or mission-driven organization.
- Experience supporting remote or distributed teams.
- AI implementation skills with a desire to deploy AI solutions, automate workflows, and build data infrastructure for real-world applications.
- Relevant certifications (e.g., SHRM-SCP, SPHR, PMP).
Core Competencies
- Systems and operational thinking — ability to see and improve the whole, not just the parts
- Change management and leadership
- Data-driven decision making
- Collaboration and stakeholder management across functions
- Commitment to mission and equity
- Ability to deliver with limited resources and navigate organizational complexity
Physical Requirements
This role may require the ability to:
- Sit for extended periods with occasional standing and walking
- Type, file, and/or handle office equipment
- Lift and carry materials
- Read documents, conduct computer work and document review
Salary & Benefits
We offer a competitive salary and excellent, comprehensive benefits. We also offer a casual and congenial work environment.
Salaries at Earthjustice are determined by working location and are commensurate with the experience required.
The annual salary range for this role in San Francisco, CA or New York City is $196,700 – $218,600.
The annual salary range for this role in Washington, DC is $186,900 – $207,700.
To Apply
Interested candidates should submit the following materials via Jobvite. Applications submitted by June 21st, 2026 will be given priority, and applications received after the priority deadline may be reviewed on a rolling basis until the role is filled. Incomplete applications will not be considered.
- Resume
- Cover letter
Information about our hiring process and tips for success can be found at https://earthjustice.org/about/jobs/hiring-process. Please reach out to [email protected] if you are having technical difficulties submitting your application.
The statements herein are intended to describe the general nature and level of work being performed by employees assigned to this classification. It is not an exhaustive list of all responsibilities, duties, and skills required for personnel so classified.
EQUAL EMPLOYMENT OPPORTUNITY STATEMENT
As an equal opportunity employer, we are committed to employment practices that ensure that employees and applicants for employment are provided with equal opportunities without regard to race, color, national origin, ancestry, sex, age, religion, physical or mental disability, medical condition, veteran status, marital status, pregnancy, sexual orientation, gender identity, gender expression, genetic information or any other factor that is not related to the position.
For positions located within the City and County of San Francisco Pursuant to the San Francisco Fair Chance Ordinance, we will consider for employment-qualified applicants with arrest and conviction records.
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