• Partner with the Senior Director of Strategic Initiatives & Impact and the leadership team to plan and implement the people-related aspects of organizational change, including the onboarding and integration of the incoming CEO
• Develop and carry out change management plans, supporting clear, timely, and transparent communication with staff about organizational shifts
• Serve as a trusted resource for staff during transition, surfacing concerns, monitoring morale and engagement, and recommending responses to leadership
• Equip managers with the tools and coaching needed to lead their teams through change
• Adapt people policies, practices, and structures as organizational priorities evolve, with attention to sustainability and available resources

HR Operations, Compliance & Systems (20%)

• Ensure compliance with all applicable federal, state, and local employment laws and regulations
• Oversee benefits administration and leave management, and help staff understand and make full use of OppNet's benefits
• Partner with Finance on payroll and manage the People and Culture budget, including cost tracking, forecasting, and annual budgeting
• Maintain and update the employee handbook and people policies
• Manage and strengthen OppNet's people systems, including the HRIS (ADP Workforce Now) and applicant tracking system
• In partnership with the Senior Director of Strategic Initiatives & Impact, maintain OppNet's compensation approach and recommend adjustments to ensure pay is competitive, fair, and equitable

Talent, Performance & Development (20%)

• Manage the full employee lifecycle, including recruitment, onboarding, performance management, retention, and offboarding
• Lead structured, equitable hiring processes in partnership with hiring managers, aligned with the core competencies for each role
• Design orientation and onboarding experiences that work well for a remote and hybrid workforce
• Support managers in using performance management systems to create strong individual development plans, and identify professional development opportunities responsive to individual and organizational needs
• In time, and in partnership with leadership, spearhead the creation and implementation of a learning and development program to support professional development across the organization
• Conduct exit interviews and use retention and exit data to inform improvements

Culture, Engagement & Team Leadership (25%)

• Design and administer staff engagement and culture surveys, analyze results, and create opportunities for staff and teams to process findings and set priorities
• Manage employee relations, ensuring staff concerns are addressed promptly, fairly, and confidentially
• Coach and advise managers and leaders on HR best practices and effective management
• Facilitate learning and dialogue around inclusion, psychological safety, and leadership accountability
• Supervise, coach, and develop the Senior Coordinator of People and Culture

Organizational Learning, Development, and Program Reflection (15%)

• Participate in organization-wide learning sessions, working groups, and optional affinity groups.
• Shape and attend All-Hands meetings (~monthly) and State of OppNet meetings (~quarterly), and shape and attend weekly team meetings, periodic team retreats, and annual institution-wide retreats.

We take a broad view of experience and welcome applicants whose paths do not follow a traditional trajectory. The successful candidate will be genuinely motivated by OppNet's mission and will see people operations as a powerful way to advance social impact. The strongest candidates will bring:

• Eight or more years of progressive experience in HR, people operations, or organizational development, including at least three years leading an HR function managing people or comparable scope and ownership, even without the formal title
• A track record of guiding organizations through change, such as leadership transitions or fluctuations in resources, ideally in a mission-driven or nonprofit setting
• Broad HR generalist expertise and an enthusiasm for hands-on work across all areas of the function, including benefits administration, payroll, employee relations, and compliance
• Strong knowledge of employment law and HR compliance, including New York State and City requirements
• Previous experience managing workforces across multiple states of residence
• Exceptional interpersonal, facilitation, and conflict-resolution skills, with a demonstrated ability to build trust and influence across all levels of an organization
• Experience building effective talent systems, including recruitment, onboarding, professional development, and performance management
• A strength for developing HR processes and tools that improve efficiency, transparency, and accountability
• An asset-based, employee-centered approach to people leadership
• Experience fostering connection and belonging within a remote or distributed workforce
• Sound judgment, discretion, and integrity in handling sensitive and confidential information
• Experience with an HRIS (ADP Workforce Now preferred)

Position Specifications

This is a full-time, exempt position. The role is fully remote, open to candidates living in the Northeast United States, with periodic travel to New York City for retreats and key meetings. Team members can anticipate traveling no more than four times per year. OppNet employees are expected to be available during core work hours of approximately 11am to 3pm Eastern, Monday through Friday, with the ability to work with a supervisor to round out weekly full-time hours flexibly. Employees, including new hires, must be fully vaccinated against COVID-19, unless an exemption has been approved.

Compensation & Benefits

The salary for this position is $118,000 annually. OppNet takes a thoughtful approach to compensation that considers prior experience, the role, and fairness across the organization, and makes every effort to make its first offer its best offer. OppNet also offers a comprehensive benefits package, which includes:

• Medical, dental, and vision insurance, supplemented by an HRA
• Flexible Spending Account
• Paid family leave (up to 100% coverage for twelve weeks)
• Life insurance
• 403(b) retirement plan for full-time employees
• Generous paid time off, including four weeks of vacation, winter break, wellness time, and holidays

Submitting Your Application

Interested candidates are encouraged to promptly submit their applications through our online portal. All applicants will receive a response to their application. Please email us with questions or for support in submitting your application.

While subject to change, candidates selected to advance throughout the process can expect:

• an initial phone interview with Positively Partners
• a follow-up interview with the Senior Director of Strategic Initiatives & Impact, & the Senior Coordinator of People & Culture
• A multi-part final interview, with a range of stakeholders including a work exercise

The expected start date is Early 2027. Positively Partners is committed to conducting an equitable, accessible assessment process. If you would like to request accommodation during the interview process, please email . Requests for accommodation will be handled confidentially.