Fractional HR Director

Overview Action4Equity is seeking an experienced Fractional HR Director to build the people infrastructure for a rapidly growing systems change organization. We are not looking for someone to simply administer HR. We are looking for an executive-level HR leader who has built HR departments, performance management systems, compensation structures, leadership development programs, and organizational infrastructure from the ground up. Action4Equity is transitioning from a local nonprofit into a statewide organization. We need an HR leader who can create scalable systems that enable long-term organizational growth. Following completion of the initial 90-day engagement, there is an opportunity to continue supporting the organization as our Fractional HR Director. About Action4Equity Action4Equity is a Black-led systems change organization working to transform policies, practices, and power structures so every child and family can thrive. Our work spans education, policy, legal advocacy, community organizing, collective impact, and organizational development. We currently operate multiple initiatives while building the infrastructure necessary for statewide expansion. Project Objective Within 90 days, build the HR governance, workforce systems, and organizational infrastructure necessary to support sustainable growth. Success means Action4Equity possesses documented, repeatable HR systems—not dependence on individual knowledge. Phase 1 (Days 1–30): Foundation Deliverables include: Comprehensive HR assessment Organizational structure review Three-year workforce plan Position inventory Compensation philosophy Salary benchmarking Salary bands Job architecture Updated job descriptions HR dashboard HR policy review Employee handbook recommendations Leadership competency framework Organizational culture framework Personnel file compliance audit Phase 2 (Days 31–60): Build Core HR Systems Design and implement: Workforce planning system Recruitment system Interview process Candidate tracking system Onboarding system Offboarding system Digital personnel records Performance management system (15Five) Goal management framework Supervisor accountability process Leadership development framework Succession planning system Employee relations process Compliance tracking system Monthly HR reporting process Phase 3 (Days 61–90): Launch & Operationalize Successfully launch: Organization-wide goal setting Performance review process Supervisor training Employee engagement survey Culture assessment Talent review process Succession planning Leadership development process Compensation review process HR dashboard reporting Annual HR strategic plan HR risk assessment Board-ready HR reporting Systems You Will Own You will design and document: Workforce Planning Talent Acquisition Compensation Management Performance Management Leadership Development Succession Planning Employee Relations Culture & Engagement Compliance & Risk HR Reporting & Analytics Qualifications Required: 10+ years of progressive HR leadership experience Experience serving as an HR Director, Chief People Officer, or senior HR consultant Experience building HR infrastructure from scratch Strong knowledge of employment law and compliance Experience designing compensation structures and salary bands Experience implementing performance management systems Experience leading organizational change Experience supporting executive leadership and boards Preferred: Nonprofit experience ($3M–$10M organizations) Experience with multi-program organizations Experience supporting remote and hybrid teams Experience implementing HR technology Familiarity with 15Five or similar performance management platforms Technology Experience with the following is preferred: 15Five Asana Gusto Google Workspace Microsoft Office Engagement Fractional Remote Initial 90-day engagement Opportunity for long-term advisory relationship Proposal Requirements Please include: Examples of organizations where you built HR systems from the ground up. Your approach to designing scalable HR infrastructure. An example of a performance management system you implemented. An example of a compensation framework or salary architecture you developed. Your approach to leadership development and succession planning. Your availability over the next 90 days. Links to relevant work products, templates, or case studies (if available). Ideal Candidate The ideal candidate is a builder—not an HR administrator. They know how to create systems that improve accountability, strengthen leadership, reduce organizational risk, and prepare an organization for long-term growth. They are comfortable advising executive leadership, challenging assumptions, and translating strategy into practical HR infrastructure.