REPORTS TO:   Executive Director
FLSA:  Exempt/Full-Time
UNION: Non-Union, Confidential Employee






Whether it’s achieving full equality for LGBTQIA+ people, fighting to achieve racial justice, pushing to eradicate our broken and racially biased criminal legal system, defending freedom of speech, religion, and the right to protest, or preserving the right to vote or the right to have an abortion, the ACLU takes up the toughest civil liberties cases and issues to defend all people from government abuse and overreach.

Two critical components of our work are centering the voices of impacted people and applying an anti-racist lens to all aspects of our internal and external functions including but not limited to recruitment and human resources, strategic planning, donor and volunteer relations, Board and committee processes, and deciding what cases to litigate. We are looking for candidates who share our commitment to our values.

The ACLU-NC seeks a Senior Manager for People and Culture to create and implement an HR strategy that centers our most important asset – our people, with the goal of unlocking the full potential of each person on the team by fostering a collaborative and growth-oriented culture, creating opportunities for leadership acceleration, and ensuring that we are following all applicable federal and state laws.

We are a team of 22 who care deeply about the work we do. We strive to embody these values. Our team, at the moment, is predominantly (48%) white and we are actively striving to diversify our staff with individuals from underrepresented and marginalized groups who have experience in and share our passion for social justice.



The Senior Manager for People and Culture will be instrumental in creating a culture where team members experience an engaged, positive, and inclusive environment where people can thrive in their roles. The right candidate will have experience in the nonprofit sector and a passion for social justice and will be a culture champion where it is evident in everything they do.

The Senior Manager will spearhead culture and collaborate with the team to support our mission, vision, and values. As a consultative partner to our employees and leaders, we need an HR leader that has proven experience in using progressive HR approaches and applying an EDIB lens to drive engagement, build morale, and improve organizational effectiveness. Building culture doesn't happen by chance. It happens with intention.

The Senior Manager for People and Culture is a true ‘people person’ with an intense passion for supporting great teams and helping them thrive. They will have a flair for inspiring others and creating a high trust environment to help us attract and retain top talent. As a culture champion, they will be a role model by living our core values.

The Senior Manager for People and Culture must execute their duties with a high degree of emotional intelligence, confidentiality, and collaboration. They are expected to bring critical thinking, strategic, and operational expertise to the team on all people-related matters and work closely with leadership to create a positive work environment that promotes teamwork, engagement and provides guidance to both team members and supervisors. This role involves administrative tasks, like executing our performance management and succession planning, administering our benefits program, and creating various reports, but the primary responsibility will be to guide and support leadership and support team members.

The Senior Manager for People and Culture works from our Raleigh Office (temporarily remote), reports to the Executive Director, and serves on the leadership team.



1.    HR Management


  • Administer complete benefits package including health, dental and vision insurance, FSA, various voluntary insurances, retirement, life insurance, workers’ compensation, vacation, sick leave, and leaves of absence. Collaborate with the Finance Department to monitor administrative costs of benefits programs and recommend cost containment and value-added strategies;
  • Maintain awareness and knowledge of labor and employment law and assure organizational compliance, including providing direction to directors, supervisors, and staff to ensure they are fully informed of HR requirements, objectives, and plans;
  • Maintain HR files and documentation; oversee the administration and compliance of employee record keeping, maintain the company directory and organizational charts;
  • Provide strategic leadership and operational guidance to the organization on a variety of human resources programs, policies, and practices that align with organizational strategy and objectives and best practices;
  • Develop, revise and recommend HR policies and procedures in compliance with the collective bargaining agreement and ensure that the affiliate (staff and leadership) is adhering to the agreement.

Recruitment and Onboarding

  • Oversee recruitment strategy, including leading the HR planning for recruitment efforts, including compliance with EEO goals; 
  • Develop and administer new employee orientation to ensure each new staff member is welcomed, set up for success from the outset, and able to integrate seamlessly into the organization, working closely with other members of the leadership and programs teams;

Employee Relations and Retention

  • Maintain open-door policy to cultivate supportive work environment for all employees; Work with directors and supervisors to use restorative justice practices and harm reduction and trauma informed strategies to address personnel, procedural and structural issues and serve as the point person for management for ensuring compliance with the collective bargaining agreement;
  • Implement employee relations and engagement practices necessary to establish a positive employer-employee relationship and build morale;
  • Ensure fair, equitable and competitive total reward programs and practices for all compensation and benefits programs, which includes creating and keeping job descriptions current, conducting total rewards surveys, recommending appropriate changes, and overseeing benefits administration and renewal.

Training and Development

  • Create and execute or identify programs to retain high-caliber, well-performing staff and to enable team members to grow;
  • Oversee performance management and succession planning in collaboration with directors;
  • Support supervisor and supervisee capability building at all levels within the organization through 1:1 coaching and training or identifying external resources for coaching and training.


2.    Culture

  • Steward the centering of equity within organizational culture, structures, and systems utilizing an intersectional lens including but not limited to race, gender, age, LGBTQIA+ status, socioeconomic status, and disability justice; Apply principles of restorative justice and implement harm reduction strategies across the organization;
  • Work closely with organizational leadership, support an intentional development and maintenance of an organizational culture that serves the mission and strategy of the organization, including a process of monitoring and attending to staff morale;
  • Work with Equity Officers and Equity Committee of the board to hold the organization accountable to the goals as laid out in our Equity, Diversity, Inclusion, and Belonging (EDIB) tracker; 
  • Identify and implement opportunities to improve our staff experience;
  • Plan and organize internal events and social calendar (off-sites, team building events, in-office events, sporting events, holiday party, etc.); manage and administer ACLU-NC’s culture/events budget.



  • A minimum 8 years of professional work experience
  • Experience in being a change agent and culture builder
  • The ability to inspire, influence and lead team members
  • The ability to provide outstanding coaching services
  • Effective communication skills and a great attention to detail
  • Ability to perform in a fast-paced environment
  • Demonstrated substantive knowledge of various HR functional areas, such as recruiting, training, employee relations, compensation, performance management
  • Ability to maintain confidentiality of all ACLU-NC information
  • Demonstrated awareness of our issue areas
  • Knowledge of Federal and State regulations, including FLSA, FMLA, COBRA, ADA, HIPAA, and EEO laws and regulations



  • Previous experience in a social justice organization or in the nonprofit sector
  • Master's Degree
  • SHRM, HRCI or similar HR certification is a plus
  • Skills to influence, motivate and engage others
  • Gravitas and grit
  • Exceptional customer service skills
  • HR experience in a unionized workplace



You are welcome here! The ACLU-NC is committed to an inclusive work environment that reflects the population that we serve. We are proud to be an equal opportunity employer and are committed to building an organization where all employees and North Carolinians can be proud. We eagerly anticipate applications from all qualified individuals without regard to race, color, religion, gender, sexual orientation, gender identity or expression, age, national origin, marital status, citizenship, disability, parental status, veteran status, or record of arrest or conviction.



The salary range for this position is from $75,000 to $85,000, depending on experience. Excellent benefits include medical, dental, and vision insurance, a 401K plan, paid holidays, vacation, and sick leave, and professional development opportunities.



Resumes should be accompanied by a cover letter that explains your specific interest in working at the ACLU of North Carolina and addresses why, based on your experience, you will be an effective advocate for building culture and centering people in our social justice focused, nonprofit organization.

Send your cover letter and resume to Put your “Last name: People & Culture Manager” in the subject line. Please note that we will only be able to follow up with those candidates under consideration. Applications will be accepted and reviewed on a rolling basis until the position is filled. 

The ACLU-NC is an equal opportunity employer. We value a diverse workforce and an inclusive culture. Recognizing that strict minimum requirements tend to disproportionately discourage women and people of color from applying for jobs for which they would otherwise be competitive, we encourage all qualified individuals to apply -- especially people of color; women; people from low-income backgrounds; people with disabilities; people who identify as LGBTQIA+; and people who are formerly incarcerated or otherwise directly impacted by the criminal legal system.