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.

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. 

• Provide creative strategic thinking, problem-solving, and leadership on all Human Resource matters.  

• Ensure staff are aware of HR policies, procedures, and changes as they occur and that all HR manuals, handbooks and guides/procedures are current and maintained. 

• Serve as HR point of contact for all staff.  

Supervision Support 

• Guide and advise on supervision and performance coaching of all staff to ensure legal/regulatory compliance, success of organizational coaching process, and the development and advanced capacity necessary to further overall organizational goals and mission 

Other duties and special projects as assigned.  

Minimum Qualifications 

Skills/Knowledge/Abilities 

• Demonstrated experience in all aspects of HR legal compliance in a 70+ employee organization.  

• Expertise and experience in HR best practices. 

• Ability to make staff comfortable, be open-minded, and engage positively with all staff regardless of background, status, and position in the organization 

• Ability to manage participatory dialogue around HR-related decision-making while anticipating the implications and consequences of the solutions proposed and maintaining best practices and legal compliance. 

• Demonstrated experience in providing solid HR support to staff and supervisors including coaching, performance management, grievance, etc. 

• Ability to think creatively with an open mind, be innovative, and adapt in a fast-growing, progressive organization. 

• Ability to express oneself clearly in writing and in conversations and interactions with others. 

• Commitment to integrate DEI and anti-racism across HR work and functions.  

Experience/Education 

• Bachelor’s degree in Human Resources or Business Administration; at least 12 years of relevant experience is preferred. A combination of relevant educational, professional, and lived experience will be considered. 

• Experience managing a team 

• Experience working in a non-profit a plus. 

• Experience working in a multi-state operation a plus. 

• Human Resource certification preferred. 

Environment and Scheduling

·    $116,000 – $125,000 and commensurate with experience

·       Full-time, 40 hours/week role.

·       Remote work is possible.

·       Interest in working with a national HIV and hepatitis public health organization.

·       Interest in working within a diverse environment.

·       Commitment to Anti-Racism values.

We encourage people of diverse ages, sexual orientations, gender identities and expressions, disabilities, religions, races, ethnicities, socioeconomic statuses, work, and life experiences to apply. We recognize that to accelerate the end of the HIV and hepatitis epidemics, our workforce must be representative of groups that have been disproportionately impacted.

All your information will be kept confidential according to EEO guidelines.