About Us

Orr Group believes that by working with leading and cutting-edge nonprofits, we can help solve the world’s most pressing challenges. Through our embedded partnership model, Orr Group supplies the people, resources, and custom approaches to drive missions forward, making us more than just a consultancy. Our services include strategy development and implementation, fundraising and event planning, campaign assessment and execution, talent acquisition and management, planned giving expertise, and leadership development. For the last 30+ years, we have partnered with an incredibly diverse and influential assembly of clientele to assist in generating revenue and leveraging resources more effectively, remaining flexible and nimble to ideate solutions in an ever-changing nonprofit landscape.

Visit our website at www.orrgroup.com to learn more about what we do and our impact on the sector.

Position Summary

Orr Group’s services are split between four practice areas: Advisory Services, Capacity Building, Donor Engagement, and Talent Management. The Talent Management practice area works to ensure alignment between organizational goals and resource capacity. This practice area’s service offerings are divided into categories focused on the employment lifecycle, including talent acquisition, outsourced HR management, DEI and culture-building, and assessments of staffing and compensation structures.

Our Directors lead client teams, developing and implementing strategies to help our clients meet their goals. The Director of Outsourced HR will lead outsourced HR management client engagements and be responsible for ensuring HR programs are consistently administered, aligned with the client’s goals, and are in compliance with professional standards, state and federal regulatory requirements, and laws. They also assume a leadership and mentoring role within Orr Group.

Directors may manage a combination of regional, national, and international clients. Depending on client needs, this position may require that up to 50% of time be spent on a client site. Candidates based in the Washington, DC, or New York City areas are preferred, candidates in Boston, MA, Chicago, IL, San Francisco, CA, Los Angeles, CA, Miami, FL, or Philadelphia, PA are also encouraged to apply. Remote candidates will also be considered; remote staff are required to travel to an Orr Group office or client once per quarter.

Responsibilities

Each project at Orr Group is specially tailored and designed for the needs of that particular client. Generally, Directors manage the day-to-day account operations, drive teamwork strategies, and serve as the principal liaison with the client. They actively lead the work of the project as well as the data collection and analysis, report writing, and client presentations.

Responsibilities of Directors include but are not limited to:

• Communicating effectively with a wide variety of audiences, including board members, staff, donors, and outside advisors
• Collaborating on client work with Orr Group team members including Managing Directors, Vice Presidents, and Senior Consultants
• Overseeing day-to-day operations and fulfillment of contracted projects
• Managing project teams and coordinating project work for others; serving as mentor and coach to team members
• Discovering solutions and employing new and innovative ideas for clients

The Director of Outsourced HR will lead outsourced HR management client engagements. Responsibilities on those assignments include:  

• Strategy
  • Work with senior leaders to implement strategic initiatives and drive organizational priorities forward (and in some cases, help develop the priorities alongside leadership)
  • Plan, lead, develop, coordinate, and implement policies, processes, training, initiatives, and surveys to support the client’s human resource compliance and strategy needs
  • Maintain knowledge of trends, best practices, regulatory changes, and new technologies in human resources, talent management, and employment law, applying this knowledge to communicate changes in policy, practice, and resources to management
• Compliance
  • Develop and recommend employment policies and practices that comply with state and federal laws and regulations
  • Monitor and ensure the organization’s compliance with federal, state, and local employment laws and regulations, and recommended best practices; review and modify policies and practices to maintain compliance.
  • Respond to and defend unemployment claims and respond to appeal hearing requests
• Employee Relations
  • Work with leadership to create and maintain a positive work environment, specifically surrounding issues of engagement, collaboration, professional development, and resource management virtually
  • Serve as a coach, advisor, mentor, and support to staff as they navigate challenges
  • Work with teams/departments/functional areas to understand how they may be better supported by HR
  • Manage open disputes, investigations, and progressive disciplinary processes
  • Identify staffing needs and implement best practices for talent management
  • Conduct research and analysis of organizational trends including review of reports and metrics from the organization’s human resource information system (HRIS) or talent management system
  • Coordinate processes to provide constructive and timely performance evaluations
• Learning & Development
  • Provide employee compliance training (harassment, etc.)
  • Manage employee orientation (and training) for all new hires
• Compensation and Benefits Administration
  • Work with outside benefits/HR vendors; includes direct contact with insurance companies and brokers for the purpose of problem resolution, negotiations, and plan or program enhancements
  • Make administrative adjustments to the health and welfare database(s) to ensure continued accuracy and data integrity
  • Help guide and field employee questions and requests related to benefits administrations, claims processing and requests for information
  • Manage payroll processing per its periodic cycle (bi-weekly, semi-monthly, etc.)
  • Field requests, calls, and questions from staff or prospective candidates about HR-related issues or processes
• Diversity, Equity and Inclusion
  • Manage and facilitate a discovery process to review the current state/culture and set the future direction of the organization’s DEI work.
  • Conduct internal document reviews and interviews with key stakeholders, representing staff and Board leaders to understand and establish foundational position
  • Prepare comprehensive and actionable strategies to advance DEI initiatives
  • Craft actionable and tangible solutions for the work environment including policy enhancements, modifications to business practices and additional guidance on leadership and Board development
  • Work with Leadership on an implementation plan to include trainings, material development, and coaching for impact

Qualifications

• 10+ years of experience with a focus in any or all of the following:
  • HR strategy
  • HR compliance
  • Employee relations
  • Employee learning and development
  • Compensation and benefits administration
  • Talent acquisition and management
  • Diversity, equity, and inclusion
• Direct experience creating HR and/or recruitment strategies in addition to departmental or organizational strategies
• Knowledge of "best practices" in human resources
• Thorough knowledge of employment-related laws and regulations
• Proficiency with or the ability to quickly learn HRIS and talent management systems
• Bachelor's degree required; SHRM-CP, SHRM-SCP, PHR, SPHR, CDR, PMP, and other relevant certifications a plus
• Working knowledge of the nonprofit sector and nonprofit organizational structures
• Excellent verbal and written communication, including strong attention to detail and editing skills
• Ability to handle multiple clients and projects simultaneously
• Strong time/project management and organization skills and the ability to remain flexible and effective under pressure in a fast-paced environment
• Demonstrated desire and ability to lead a team toward a shared goal
• Familiarity with AI recruitment and productivity tools or a desire to learn
• Flexibility to work long and varying hours (when needed) to meet fixed deadlines

Additional Information

Base salary starting at ninety-five thousand dollars annually, with bonus potential up to twenty-five thousand annually; subject to adjustment based on geolocation.

We recognize the systemic inequities that shape our world, and we're committed to combating them. Because we strive for continued equity in our workplace, the salary for this role has been carefully crafted in alignment with the market. Comprehensive benefits package includes health, dental, vision plans and 401(k) retirement plan with employer match, paid holidays, and generous paid time off.

We are committed to providing advancement opportunities for our employees where they can explore their talents, potential, aspirations, and dreams that will strengthen their personal growth and development.

Orr Group is an Equal Opportunity Employer.