Children’s Cancer Research Fund is a national nonprofit dedicated to ending childhood cancer. We fund transformational research with the greatest potential to bring better, safer treatments and cures to children with cancer. Our approach is unique – we fund research across the country, not just at one hospital or institution, and our funding priorities address health disparities, aggressive and relapsed cancers, and long-term health after cancer. We also help kids and families find community and amplify their stories as they navigate the difficult experience of cancer treatment and survivorship.
Position Summary
The Director of People & Culture is responsible for leading employee relations, total rewards, and HR compliance for the organization’s approximately 45 employees. This role serves as the primary point of contact for employees and leaders, operating as a hands-on, execution-focused partner to ensure consistent, compliant, and business-aligned people practices.
Reporting to the VP of Administration, who leads the organization’s HR function, this role is accountable for the execution of core HR functions and leadership support, including total rewards, talent acquisition and transitions, employee engagement, and HR systems administration.
The position requires a strong in-person presence, sound judgment, and operational discipline. The Director partners closely with leadership to support organizational decision-making, workforce planning, leadership effectiveness, and team performance while delivering a high-quality employee experience and maintaining organizational accountability.
This position is hybrid REQUIRING, minimally, 2 days a week in the Bloomington office.
Responsibilities:
The following responsibilities are representative of the role and are not intended to be all-inclusive.
Employee Relations & Leadership Support
Serve as a trusted advisor to managers and employees on employee relations matters, performance management, and workplace concerns
Lead and manage employee relations issues, including investigations, ensuring fair, consistent, and compliant resolution
Provide coaching to leaders on performance expectations, feedback, and team effectiveness
Promote a professional, accountable, and respectful workplace environment through consistent application of policies and practices
Partner with organizational leaders to support workforce planning, organizational effectiveness, and people-related decision-making
Participate as a member of the Extended Leadership Team, contributing to cross-functional planning, communication, and organizational initiatives
Workplace Culture & Engagement
Own the organization’s employee engagement survey strategy, including tool administration, survey design, deployment, and communication planning
Partner with leaders to develop and monitor action plans that improve engagement, retention, and team effectiveness
Track engagement trends over time and proactively surface risks and opportunities to leadership
Compensation & Total Rewards
Support the design and ongoing management of the organization’s total rewards approach, including compensation structure, benefits, and pay practices
Conduct market pricing and compensation analysis to ensure roles are competitive and internally equitable
Partner with leadership to plan and administer annual compensation review processes, including merit and pay adjustments
Lead administration of employee benefits programs, including medical, dental, retirement, and wellness offerings
Partner with brokers and vendors to manage plan performance, renewals, and cost containment strategies
Evaluate benefits utilization and recommend changes to improve value and manage organizational cost
Ensure total rewards programs are clearly communicated and understood by employees and managers
Support development and evolution of the organization’s compensation philosophy over time
Talent Acquisition & Workforce Transitions
Manage full-cycle recruiting, including job postings, candidate screening, interview coordination, and offer administration
Partner with hiring managers to define role requirements and support consistent, high-quality hiring decisions
Ensure a professional, timely, and consistent candidate experience across all stages of the hiring process
Manage the offboarding process, including separation documentation, final pay coordination, and system access termination
Conduct exit interviews and synthesize themes to identify retention risks and organizational improvement opportunities
HR Compliance & Policy Management
Ensure compliance with federal, state, and local employment laws and regulations
Maintain and update HR policies, procedures, and employee handbook
Provide guidance to leaders on policy interpretation and compliance requirements
Proactively identify and address areas of organizational risk
HR Operations
Serve as the primary administrator for ADP Workforce Now, ensuring data integrity, system optimization, and accurate recordkeeping across the employee lifecycle
Maintain and audit employee data, workflows, and reporting to ensure compliance and accuracy
Partner with Finance and leadership to support workforce reporting, analytics, and audit readiness
Minimum Qualifications
10+ years of progressive HR experience, with strong emphasis in employee relations and total rewards
Experience supporting organizational leaders in workforce planning and organizational decision-making preferred
Experience administering HRIS platforms and supporting compensation or total rewards processes preferred
Demonstrated experience managing employee issues and advising leaders
Experience managing benefits programs, vendor relationships, and cost containment strategies
Proven ability to operate independently in a hands-on HR role
Knowledge & Skills
Strong knowledge of employment laws and HR compliance requirements
Excellent judgment and decision-making in sensitive situations
High level of discretion and professionalism
Strong interpersonal and coaching skills with the ability to influence leaders
Financial acumen related to benefits and compensation management
Ability to prioritize effectively and manage competing demands
Clear and direct communication style
Education & Certifications
Bachelor’s degree in Human Resources, Business, or related field required
SHRM-CP, SHRM-SCP, PHR, or SPHR preferred
Work Environment & Expectations
This role requires regular on-site presence (2 days per week minimum) to effectively support employees, leaders, and employee relations matters
Minimal travel required
Pay Range
$107,000 - $140,000
Physical Demands
Sitting/Standing for long periods of time
Minimal lifting or bending
Benefits:
Medical, Dental, HSA, FSA, DCRA, Group Life, AD&D, LTD, STD
403(B) with 4% match
Merit/Bonuses
Work/Life EAP
Hybrid/Remote/Flexible Work
Floating Holidays (8) & Fixed Holidays (4)
Vacation, Illness, Personal Time (VIP) 20 days
12 weeks paid parental leave
Inclusive employee policies
Apply:
To apply, submit an application here.