Website transequality National Center for Transgender Equality

Director of HR/People

The Director of People serves as a leader responsible for managing all human resource related activities, handling employee relations, ensuring compliance with regulations, supporting the recruiting and onboarding program, and designing training and professional development opportunities while working in collaboration to improve current systems and processes that advance our mission and sustain our committed, productive staff. This position will help build out the strategy, infrastructure, culture, and systems to accommodate recent and anticipated expansion and NCTE’s continued commitment to racial equity and centering strategies to address anti-Blackness. The Director of People must perform HR-related duties with a high degree of confidentiality and professionalism, reports to the Deputy Executive Director, and serves on the coordination and management teams, participating in discussions to coordinate actions organization-wide.

About NCTE and NCTE Action Fund

The National Center for Transgender Equality (NCTE) is a strong voice for transgender people in our nation’s capital. NCTE advocates for policy change at federal, state, and local levels and works to increase societal understanding and acceptance of transgender people. NCTE has a serious commitment to approaching and engaging in its work with an awareness of how racial and economic justice is intertwined with transgender justice, and a commitment to ensuring that policymakers and society understand the connection as well. Launched in 2017, the National Center for Transgender Equality Action Fund (NCTE Action Fund) is a 501(c)(4) nonprofit advocacy organization fighting for transgender equality at the local, state, and federal levels, affiliated with NCTE. The two organizations share office space and staff, including this position.

Duties and Responsibilities


  • Serve as a member of the management team providing overall leadership, strategic direction, and management to the organization, and support strategic planning and budgeting.
  • Ensure that recruitment, hiring, onboarding, retention practices; performance evaluations; professional development; training and guidance for supervisors are in line with NCTE’s vision and values.
  • Work closely with the Executive team to execute an annual organization-wide planning process that effectively integrates various programs into an overall plan; ensure it complies with budget; and monitor and evaluate our progress toward our strategic plan.
  • Build processes that help NCTE adapt to growth and change and enable staff to evaluate program opportunities and requests against alignment with vision, values, and resources.
  • Work with the Director of Operations to ensure adequate infrastructure and systems to support our growth; assess our current tools, policies, systems, and practices.
  • Foster and steward a culture steeped in the organization’s values.
  • Special projects, research, and other duties as assigned.

Human Resources

  • Maintain knowledge of trends, best practices, regulatory changes, and new technologies in human resources, talent management, and employment law; apply this knowledge to develop new strategies, recommend changes, and communicate changes in policy, practice, and resources, as appropriate while ensuring the organization’s compliance with federal, state, and local employment laws and regulations, along with Operations department.
  • Develop and implement policies, processes, trainings, and initiatives to support the organization’s HR compliance and strategy needs.
  • Respond to individual HR questions, issues, and requests from employees with an open door, including utilizing HR expertise to create an environment of confidence and accountability that ensures staff come to HR for their needs.
  • Review and update the Employee Handbook as needed with a strong emphasis on equity and with input from the Executive team and consultants.
  • Work with the Operations department to administer human resource programs, which could include compensation, benefits, and leave programs; performance management; reasonable accommodations; disputes and investigations; occupational health and safety; maintaining personnel files; completing employment verification requests; and other admin tasks as required.
  • Negotiate with the NCTE bargaining unit and appropriately implement all contractual obligations.

Talent Acquisition & Recruitment & Retention

  • Work closely with management and employees to improve work relationships, build morale, increase productivity and retention.
  • Support the recruitment and hiring of new staff members by developing and executing best-in-class processes for identifying and sourcing potential staff, interviewing and evaluating to bring in strong and diverse top talent, along with Director of Operations and Executive team.
  • Ensure applicants and employees have reasonable accommodation needs met by working with HR consultants, attorneys, and supervisors.
  • Work closely with hiring managers to develop and implement hiring plans that include posting open positions, developing interview questions and exercises, screening candidates and scheduling interviews, and drafting offer letters.
  • Administer onboarding process to ensure each new staff member is welcomed, set up for success from the outset, and able to integrate seamlessly into the organization, working closely with the Executive and Operations teams.
  • Manage and implement NCTE’s internship programs and assist other teams, when appropriate, in supporting volunteers.
  • Support the process for transitioning staff to new roles or offboarding from the organization that ensure an effective transition of responsibilities and capture learnings from their time on staff/in role in coordination with Operations.

Equity & Culture

  • Ensure inclusive approaches to developing policy and process changes so that staff are included, understand their roles, and are engaged in decision-making processes.
  • Work with Executive team and consultants to build upon and deepen NCTE’s commitment to center racial and economic justice and specifically to address anti-Blackness within NCTE’s organizational culture, structures and systems. This work includes deepening staff skills to ensure that we bring a strong intersectional lens to our internal and external work.
  • Build upon and implement a restorative justice framework, analysis and culture within NCTE’s organizational culture, structures and systems.
  • Act as point of contact for employees to resolve problems, providing expertise regarding matters affecting human resources functional activities; listen actively to concerns and probe appropriately for resolution balancing needs of the organization with those of people; ensure that employees receive appropriate follow up and follow through.
  • Facilitate professional development, training, and certification activities for all staff. Work with other staff to create a culture of continuous learning—identify and address staff training needs; design retreats, training, and practices that facilitate alignment, learning, experimentation, and celebration of accomplishments across the organization.
  • Work closely with the Executive team to assist managers to implement performance measurement processes including, but not limited to, assisting managers in staff evaluations, coaching managers through handling performance challenges, and supporting the organization to have a strong culture of feedback.
  • Work closely with the Executive team to improve and execute programs to systematically develop management skills amongst new and existing managers; regularly coach managers through challenges and opportunities.


  • Leadership: Previous leadership experience—at least two (2) years in a leadership or management role, preferably at a nonprofit. Experience leading the development of collaborative, cross-functional teams; proven ability to coach and inspire the leadership capacity of team members. Ability to work with a high degree of professionalism and confidentiality.
  • HR Experience: A minimum of five (5) years of experience as either a leader with significant HR responsibilities or in an HR position. Demonstrated understanding and knowledge of HR functions and compliance with laws that govern non-profits. Experience with harm reduction strategies and trauma informed practices and union experience preferred. PHR, SPHR, SHRM-CP or SHRM-SCP preferred.
  • Supervision and Management Experience: A minimum of five (5) years of supervision, which includes successfully managing and developing a strong team of permanent, full-time employees. People management and supervision experience, including knowledge of professional development systems and practices; and strong training, facilitation, and curriculum development experience particularly in supervision and management skills.
  • Organizational Experience: Direct experience in social justice, organizing, and/or movement building organizations. Experience with racial justice centering anti-Blackness, intersectional analysis, trans, youth organizing, immigrant rights, disability justice, and/or LGBTQ movements. Experience in guiding organizational growth, preferred.
  • Trustworthy & Collaborative: Excellent relationship and trust building capabilities and a demonstrated track record building, leading, and managing teams; serving as a coach and mentor to staff across a range of areas. Ability to facilitate and integrate the perspectives of a diverse and dynamic team of professionals. An earned reputation for being trustworthy, with excellent judgment and discretion. Kindness and strengths-based leadership: someone who sees value in every person and communicates respect and encouragement to people at all levels; a passionate investment in the well-being and success of staff.
  • Communication Skills: Effective verbal and written skills so as to communicate complex policies and procedures to ensure staff have the information needed for their position responsibilities and overall organizational workflow; ability to listen to staff concerns and feedback to assist in working together for solutions that comply with organizational policies. Ability to understand organizational needs and contracts to communicate with those outside of the organization.
  • Responsive Problem Solving Skills: Agile project management skills, ability to develop and implement new strategies and procedures, and meet multiple competing deadlines. Strong strategic thinking and analytical and problem-solving skills. Excels at conflict resolution, managing interpersonal challenges and calming potentially stressful situations.
  • Understanding of Transgender Justice: A deep and nuanced understanding of issues affecting transgender people as well as an understanding of how racism, classism and other systems of inter-connected oppressions affect trans people.
  • Understanding Racial and Economic Justice: Ability to utilize a dynamic understanding of the impact of racial and economic justice and systems of inter-connected oppressions to improve equity in operations and organizational decision-making.
  • Self-direction: Initiative and ambition to ensure that all projects are moving forward. Ability to adapt as needed, self-manage, and prioritize between and manage multiple demands.
  • Optimism: A positive and productive attitude to problem-solving within the context of intense social justice work. Optimistic and resourceful, with strong self-awareness, cultural competence, emotional intelligence, and humility; grounded and flexible with a high degree of integrity and transparency.
  • Strength and Persistence: The ability to be exposed to transphobia and other kinds of discrimination or stress on a daily basis and keep fighting hard for transgender equality.
  • Prioritization and Detail Orientation: Ability to set and meet goals, prioritize, plan, manage, and complete work on deadline and in optimum quality. Excellent planning, forecasting, strategic thinking, analytical and problem-solving skills.
  • Technological Knowledge: Experience in all areas of MS Office 365 including admin responsibilities, hardware, and HR systems strongly preferred.

Salary & Benefits

The Director of People is a full-time, exempt position and is part of management thus is not a union eligible position.

For many years, NCTE has maintained high-level benefits and competitive salaries. For this position, the salary range is $95,000-$120,000 with the candidate’s skills and experience determining where they fall in the range. However, for candidates with more than 10 years of experience, salaries above this range may be considered. 

NCTE offers a strong, generous benefits package that includes 100% employer-paid health, dental, and vision insurance, employer contributions to retirement, pre-tax Metro benefits, paid holidays, vacation, sick and volunteer time off. For information about salary, benefits, and working at NCTE, see


The Director of People works primarily remotely, but is required to live within 1.5 hours of office in Washington, DC to enable the them to respond to the office as needed. The Director of People can work out of our Washington D.C. office (when it is safe to do so per CDC & Washington D.C Department of Health COVID-19 Guidance) or can work remotely if within 1.5 hours drive or train ride of DC. After the pandemic, occasional travel will be required. If you are not currently based in the aforementioned region, you must be willing to relocate when it is safe to do so per COVID-19 guidance. NCTE offers assistance with relocation expenses. Note: The health of our community is important, especially during the COVID-19 crisis. This position will start as remote. No one will be required to move until it is safe to do so per COVID-19 guidance.

Application and Timeline

Apply via our Applicant Portal at: Please, no calls. For more information about timeline and what to expect during the application process, see

Equal Opportunity

The National Center for Transgender Equality is an equal opportunity employer. For our full EEO policy, see

NCTE is committed to creating a diverse staff made of people who are hardworking, kind, optimistic and committed to social justice from all segments of transgender and allied communities. Transgender people, including non-binary people, people of color, people who were formerly incarcerated, and people with disabilities are particularly encouraged to apply.

NCTE provides reasonable accommodations for the application, interview, or any other aspect of the employee selection process to applicants with disabilities. Please contact us via our confidential medical email at so your request can be handled appropriately and confidentially. 

To apply for this job please visit