People and Operations Director

The Capital Area Immigrants' Rights (CAIR) Coalition is now Amica Center for Immigrant Rights ("Amica Center" for short). Click here to learn more about our new name. Since our founding in 1999, we have grown significantly and added new services to support immigrants in detention. Recently, Amica Center has outgrown our name, expanding beyond our initial services and geographic boundaries.

"Amica" is the Latin word for "friend," and that echoes the way we approach what we do. Just as friends stand with one another, Amica Center stands with our clients to achieve the safety, stability, and opportunity we all deserve.

We are the only non-profit organization in the Washington, D.C. area that is exclusively focused on providing legal assistance to adult and child immigrants detained by the government in the Capital Region and beyond.

Our Work Environment

Amica Center's Operations department is a highly collaborative work environment. We are responsible for providing HR (Human Resources), IT, and financial support to a growing organization with 113 employees across the United States. The people operations team mission is to attract, recruit, hire, develop, retain, and support highly qualified personnel who enable Amica Center to achieve its mission and strategic goals.

Position Summary

The People and Operations Director plays a critical leadership role in shaping the organization's people operations strategy, culture, and operational infrastructure. As a member of the senior leadership team, the Director will lead efforts to build a more unified and inclusive workplace culture, streamline operational systems, and align HR strategy with organizational values and goals.

The ideal candidate brings deep experience in human resources, a passion for people-centered practices, and a strong track record of cultivating equitable, respectful workplace cultures. They will provide both strategic and operational leadership to ensure that all employees feel supported, seen, and empowered to succeed.

General Duties and Responsibilities [1]

Leadership and Culture Strategy

• Serve as a strategic advisor to the leadership team, contributing to high-level decision-making and organizational planning.
• Lead initiatives to define, build, and reinforce a cohesive and inclusive organizational culture across all departments.
• Develop strategies that promote efficiency, clear expectations, and mutual accountability across all staff levels.
• Design and implement frameworks that help staff balance mission-critical work with necessary administrative responsibilities.
• Clarify the strategic role of the People Operations team and position it as a knowledgeable, trusted partner to staff and leadership.

Supervision and Team Management

• Directly supervise two staff members (people and operations manager and administrative office manager, with one indirect report).
• Provide mentoring, guidance, and growth opportunities for team members.
• Ensure strong collaboration and information flow across internal People Operations, DEIB, and administrative functions.

Human Resources & Employee Relations

• Oversee employee relations, including performance management, conflict resolution, investigations; review and approve written warnings, PIPs, and termination decisions, ensuring fairness, compliance, and consistency.
• Advise supervisors on employee performance and conduct concerns.
• Lead and manage FMLA, ADA, and other accommodations processes.
• Support union negotiations and labor relations efforts, fostering productive communication and positive engagement.
• Design trainings and coaching to build capacity among managers to handle basic HR-related functions independently.

Talent Development & Workforce Strategy

• Oversee recruitment strategy, onboarding, and offboarding processes, ensuring they are inclusive, efficient, and aligned with organizational values.
• Implement and refine systems for performance evaluation and continuous feedback.
• Provide strategic oversight of the intern program and employee resource groups (ERGs), which the People and Operations Manager and People and Operations associate lead, and step in to address complex issues or concerns as needed. Ensure the programs foster professional growth, reflects the organization's DEIB values, and supports inclusive mentoring and development opportunities.

Operational Strategy

• Provide strategic oversight of operations in two office locations, in collaboration with the Administrative Office Manager.
• Partner with the Office Administrator to manage office functions, including technology upgrades, compliance, and mail handling.
• Assess organizational infrastructure and technology needs and implement improvements to streamline workflows and reduce administrative burden on staff.
• Manage organizational renewals and compliance filings, including:
• CBIZ insurance renewals (cyber, commercial liability, workers' comp, etc.)
• Annual workers' compensation audits
• MD & VA charitable registrations
• DC business license renewal
• SBA and other government reporting
• Oversee organizational use of Zipcar, including following up on reported incidents, ensuring proper documentation, and coordinating with staff, supervisors, and program directors to resolve account access issues and support staff eligibility.

Total Rewards and Organizational Policy

• Regularly review and revise HR policies to ensure equity, legal compliance, and alignment with best practices.
• Partner with the organization's benefits broker (NFP) to analyze benefit package options, assess financial impact to the organization, and determine the most advantageous benefits package for the organization.
• Support the DEIB Committee, ensuring alignment between organizational policies and equity goals.
• Oversee payroll processing to ensure accuracy and timeliness. Schedule and track deadlines to ensure renewals and filings are submitted on time.
• Oversee tax and compliance documentation for employees, including W-2s and 1099s, and manage state unemployment insurance or income tax withholding applications for staff outside of the DMV area.

403(b) Plan Administration

• Serve as Plan Administrator for the organization's 403(b) plan.
• Oversee non-discrimination testing and Form 5500 filing.
• Manage plan audits, approve mailings, and ensure timely processing of employer match contributions.
• Act as the point person for staff questions related to the plan.

[1] This list is illustrative and not intended to be a complete classification of all job functions or tasks.

Additional Role-Specific Details

Position Type

Full-time, Exempt

Reports To

Executive Director

Supervisory Responsibility

Two Direct Reports

Hiring Timeline

Applications will be reviewed on a rolling basis.

Salary [2]

$119,500-$130,000

[2] In 2018 Amica Center implemented a compensation framework to be more straightforward, transparent, and provide assurance of internal equity. The compensation model we use is based on an individual's position and years of relevant work experience to avoid salary discrepancies and to reduce the risk of racial, gender, or other forms of bias affecting a candidate's salary.

Location

Amica Center follows a hybrid work environment. This position can be based from our Washington, DC, or Baltimore, MD office, or it can be a fully remote position for the right candidate.

Travel

This position will require occasional travel to Amica Center's Baltimore, Maryland and/or Washington D.C. Office.

Telework

Amica Center operates a hybrid work environment where staff are required to work at least one day per week in-office, but some roles require more office/on-site attendance or travel.

COVID-19 Vaccination

All employees are required to be fully vaccinated and boosted against COVID-19. To be fully vaccinated means having completed the full dosages required for the type of vaccine obtained as designated by the CDC. If boosters are subsequently recommended by the Centers of Disease Control and Prevention (CDC) then employees will be required to receive the booster within thirty (30) days of their eligibility to access the boosters.

Benefits

Amica Center's benefits package includes:

• Free gym access located in Washington, D.C or Baltimore, MD (dependent on employee's primary office)
• Flexible working hours after successful completion of trainings and with approval of supervisor
• Pre-tax commuter benefits for those living in the DMV
• Subsidized health, dental insurance, and vision insurance (Amica Center pays a very high rate of the insurance package, for which we can provide additional information)
• Eligibility for data reimbursement payments totaling: $300 on an annual basis
• Life Insurance valued at $50,000, as well as long- and short-term disability
• The option to set up a Flexible Spending Account
• High Deductible Health Plan (HDHP) with a one-time employer contribution of $350 to the Health Savings Account (HSA)
• The option to set up a 403(b) account (the equivalent of a 401(k) account for non-profits) which the organization has the option, for all employees on an annual basis, to match at a certain percentage after one year of continuous employment

Paid time off includes:

• 23 personal days per calendar year
• Up to 20 days of sick time per calendar year
• 7 hours of volunteer time off
• Federal holidays
• Paid winter break closure
• 12 weeks of parental leave

At Amica Center, we embrace the fact that talented individuals come from diverse backgrounds and life experiences. We believe that diversity in all dimensions of the organization supports and bolsters the innovative thinking essential to our success. Amica Center values your unique perspectives, skills, and potential, and we are committed to providing equal opportunities for growth and development. If you are passionate about Amica Center's mission and are excited to contribute your talents to our team, we encourage you to submit your application. Candidates from traditionally underrepresented groups are strongly encouraged to apply. If you are a candidate with a disability and require accommodations to apply for this position, please contact us at HR@amicacenter.org.

EEO Statement

Amica Center for Immigrants' Rights is an equal opportunity employer. In accordance with anti-discrimination law, this policy's purpose is to effectuate these principles and mandates. Amica Center prohibits discrimination and harassment of any type and affords equal employment opportunities to employees and applicants without regard to race, color, religion, sex, sexual orientation, gender identity or expression, pregnancy, age, national origin, disability status, genetic information, protected veteran status, or any other characteristic protected by law. Amica Center conforms to the spirit as well as to the letter of all applicable laws and regulations.

Our Anti-Racism Statement:

https://amicacenter.org/becoming-anti-racist/

How to Apply

Submit your resume, answer the screener questions, and submit a writing sample with your Paylocity application.

Requirements

Competencies Required

Strategic Leadership & Organizational Development

Ability to think big picture while implementing systems that strengthen culture, clarify roles, and align people practices with organizational goals. Demonstrated experience influencing senior leadership, managing change, and driving cross-functional initiatives.

Emotional Intelligence & Cultural Fluency

High emotional intelligence with the ability to navigate complex interpersonal dynamics, support staff across diverse backgrounds, and foster an inclusive, respectful, and accountable workplace. Skilled in building trust, resolving conflict, and modeling professional, people-centered leadership.

HR Expertise & Compliance Acumen

Deep understanding of HR best practices, employment law, and policy development, with a strong ability to apply them equitably and consistently. Capable of guiding managers through sensitive issues, leading employee relations processes, and ensuring legal compliance across multi-state operations.

Qualifications Required

• Minimum 8 years of progressive experience in human resources, operations, or organizational development in a nonprofit environment.
• Minimum of 3 years of experience in a leadership role.
• Bachelor's degree in Human Resources, Business Administration, or related field is a plus.
• SHRM-SCP certification is a plus.
• Deep understanding of employment law, benefits, and equity-centered HR practices.
• Strong interpersonal and communication skills with the ability to connect across diverse entities, identities, and work styles.
• Ability to navigate complex interpersonal dynamics.
• Ability to lead through collaboration rather than authority alone.
• Experience supporting unionized environments and/or participating in labor negotiations is a plus.
• Proactively identifies challenges and opportunities, takes ownership of solutions, and drives improvements.
• Excellent written and verbal communication skills, with the ability to work across teams.
• Familiarity with technology platforms such as Microsoft Office 365, Legal Server, comfortable in learning and troubleshooting new tools in collaboration with IT or the Administrative Office Manager.
• Experience supervising and mentoring staff.
• Demonstrated commitment to and understanding of diversity, equity, inclusion, and belonging (DEIB) principles, with the ability to apply them to HR practices, policy development, and organizational culture.