Director, Human Resources

Company Description

 NASTAD is a leading non-partisan non-profit association that represents public health officials who administer HIV and hepatitis programs in the U.S. Our mission is to advance the health and dignity of people living with and impacted by HIV/AIDS, viral hepatitis, and intersecting epidemics by strengthening governmental public health and leveraging community partnerships. 

Our work advances NASTAD’s four strategic priorities: 1) Strengthen public health systems for HIV and hepatitis prevention, surveillance, and care; 2) Advance health and racial equity, and stigma elimination, focusing on disparately impacted communities; 3) Implement integrated approaches to address HIV, hepatitis, STIs, harm reduction, and the social determinants of health; 4) Strengthen organizational excellence within NASTAD and its member jurisdictions.

NASTAD serves as the Systems Coordination Provider (SCP) for the 47 Ryan White HIV/AIDS Program (RWHAP) Parts A and B jurisdictions funded by the Health Resources and Services Administration (HRSA-20-078), as part of the Ending the HIV Epidemic: A Plan for America (EHE) initiative. As part of this work, NASTAD develops tools and resources to support health departments in EHE Phase I jurisdictions to improve coordination across health systems and collaboration with key stakeholder groups.

NASTAD Background

Our Mission & Vision

NASTAD is a leading non-partisan non-profit association that represents public health officials who administer HIV and hepatitis programs in the U.S. Our mission is to advance the health and dignity of people living with and impacted by HIV/AIDS, viral hepatitis, and intersecting epidemics by strengthening governmental public health and leveraging community partnerships. Our vision is a world committed to ending HIV/AIDS, viral hepatitis, and intersecting epidemics. We want to center on racial justice, anti-racism, and anti-white supremacist principles as we think about, approach, and conduct our work.

Job Description

The Director, Human Resources (DHR) plays a critical and strategic role in the oversight of NASTAD’s human resources matters.  The DHR is a part of NASTAD’s Organizational Leadership Team (OLT) and a thought partner to the Executive Leadership Team (ELT).  With a primary focus on equity, the DHR implements and evaluates ongoing HR policies, programs, functions, and activities to attract, grow, retain, and motivate high performing employees. The DHR successfully leads their team and collaborate with staff across the organization to: 1) assess, anticipate, and solve HR-related issues; 2) ensure the organization is in full compliance with applicable laws and regulations; 3) support and promote NASTAD’s values and strategy, including Diversity, Equity, and Inclusion (DEI), anti-racism, and trauma-informed approaches. 

Essential Functions 

General Leadership and Human Resources Oversight 

• Act as the primary HR officer of the organization. 

• Lead the HR team and manage day-to-day HR activities, including providing strong HR support and guidance to staff across the organization with a special focus on equity and on staff wellness.    

• Work with staff committees and teams across the organization to encourage participatory and inclusive dialogue and decision-making; collaborate with Senior Director, Organizational Excellence when beneficial. 

• Promote and develop creative solutions to cultivate NASTAD’s organizational culture and staff wellness.  

• Foster teamwork, partnership, and collaboration among all staff centering NASTAD’s values such as equity and wellness. 

• Design, coordinate, and continuously evaluate HR systems to ensure best practices and alignment with organizational values and strategic priorities. 

• Oversee HR to ensure effective, efficient, and legally compliant processes are followed.  

• Evaluate systems and procedures to address overall compliance and risk management. 

Technical Human Resources 

• Coordinate all benefit plans (health, life, COBRA, LTD, STD, workers’ compensation, unemployment, retirement, etc.) and salary programs including appropriate record keeping, preparation, analysis, and presentation of data on cost-effectiveness, market competitiveness, internal equity, and compliance. 

• Manage performance evaluation systems and processes. 

• Manage recruitment, on-boarding, retention, training and development, employee relations, and staff transitions in accordance with overall objectives of the organization and to ensure compliance thereof. 

• Identify HR trends that could impact organizational objectives and/or operational resources and develop means to address as needed. 

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