About the Foundation The Robert Rauschenberg Foundation builds on the legacy of artist Robert Rauschenberg, emphasizing his belief that artists can drive social change. Rauschenberg sought to act in the “gap” between art and life, valuing chance and collaboration across disciplines. As such, the Foundation celebrates new and even untested ways of thinking. About the Role Reporting to the Chief Operating Officer, the Director of Human Resources serves as a strategic HR partner and trusted advisor to RRF's Executive Leadership Team, and department heads. As the Foundation’s sole HR professional, the role has broad ownership of the Foundation’s human resources responsibilities and works across all levels of the organization, from executive leadership and managers to individual employees. The Director of Human Resources provides leadership across the full employee lifecycle and all aspects of HR, including workforce planning, organizational effectiveness, talent, compensation, benefits, payroll, employee relations, compliance, HR systems, and day-to-day HR matters. The position works closely with leadership to shape organizational design, staffing, leadership development, succession planning, performance, and organizational change, while also advising managers and employees on a broad range of workplace matters. This is a senior, strategic, and hands-on role requiring broad generalist HR experience, sound judgment, discretion, and the ability to move comfortably between advising senior leaders, coaching managers, supporting employees, addressing complex employee matters, and managing the day-to-day responsibilities of a stand-alone HR department. The Director of Human Resources plays a central role in helping the Foundation navigate growth, transition, restructuring, and evolving organizational and programmatic priorities. Key Duties & Responsibilities Strategic HR Partnering & Organizational Effectiveness • Serve as a strategic HR partner and advisor to leadership and department heads, helping align people and organizational priorities with the Foundation’s mission, goals, and evolving needs • Partner with leadership to establish annual HR priorities and plans, assess organizational needs, and ensure HR initiatives support the Foundation’s goals • Lead workforce planning and organizational design, including staffing, team structure, roles, reporting relationships, and succession planning • Advise leadership on organizational effectiveness, leadership development, culture, employee engagement, and ways to strengthen collaboration, accountability, and performance • Use workforce data, employee feedback, and knowledge of the organization to identify needs, anticipate challenges, and inform organizational decisions Talent, Performance & Development • Own the employee lifecycle from recruitment and onboarding through performance management, development, retention, and offboarding • Lead recruitment and hiring, including job descriptions, candidate assessment, offers, onboarding, and related documentation, with a focus on attracting and retaining a strong and diverse workforce • Advise and coach managers on performance management, goal setting, feedback, performance concerns, employee development, and workplace challenges • Support employee growth and leadership development, and foster a culture of accountability, learning, engagement, and continuous feedback Compensation, Benefits & Payroll • Lead the Foundation’s compensation program, including salary benchmarking, annual reviews, internal equity, pay equity, and compensation recommendations for leadership • Partner with the COO and Finance on compensation planning, benefits strategy, retirement programs, and related employee communications • Manage the Foundation's biweekly and monthly payroll processes in partnership with Finance, ensuring accurate and timely processing • Oversee employee benefits, retirement programs, annual enrollment, and the Foundation’s relationships with its PEO and benefits providers Employee Relations & Compliance • Serve as a trusted HR resource to employees, managers, and leadership on employee relations, workplace concerns, conflict resolution, performance issues, and other employment matters • Develop and maintain HR policies, procedures, and the employee handbook, ensuring they are clear, current, consistently applied, and aligned with applicable employment laws • Partner with employment counsel and Foundation leadership on sensitive employment matters, investigations, compliance, and employment-related risk • Maintain accurate and confidential personnel records and required employment documentation, including agreements and procedures for employees, consultants, contractors, and other non-employee service providers HR Operations, Systems & Vendor Management • Manage day-to-day HR matters and provide timely, consistent support to employees and managers • Own the Foundation’s HR systems, including the ATS, HRIS, and PEO platform, and ensure systems and records are accurate, useful, and appropriately protected • Manage relationships with the PEO, benefits providers, HR vendors, consultants, and other external service providers, including contracts, renewals, service issues, and performance • Review and improve HR processes and workflows, identifying opportunities to streamline or automate work while maintaining appropriate controls, accuracy, and confidentiality • Manage the HR budget, monitor expenditures, and maintain clear procedures and documentation as needed Foundation-Wide Initiatives & Change Management • Serve as the HR lead for Foundation-wide initiatives and organizational changes that affect staff, structure, or operations • Advise leadership on the HR implications of restructurings, program launches, relocations, special projects, and other significant transitions • Develop and carry out HR plans for organizational changes, including staffing, onboarding, training, employee support, and implementation