Director of Human Resources and Equity

April 2021

About Data & Society

Data & Society advances public understanding of the social and cultural implications of data-centric technologies and automation. We conduct interdisciplinary research and build a field of actors to ensure that knowledge guides development and governance of technology. We are working towards a future in which the values that shape technology are visible and intentionally chosen with respect for human dignity.

About the Role

The Director of Human Resources and Equity (“Director”) will be responsible for all aspects of Human Resources and Organizational Culture, including people operations, recruitment, employee development, legal and compliance, and equity and inclusion. This leadership position will be tasked with developing programs to foster an environment where employees can thrive. The Director will play a key role in helping drive performance and engagement across the organization, and will partner with Executive Management to deliver on our ambitious strategy. The Director will lead our efforts to evolve our culture in support of staff wellbeing, and center our efforts towards achieving our goal of diversity, equity, and inclusion across the organization. The ideal candidate has a deep commitment to racial and economic justice, a passion for furthering DEI initiatives, and an established track record of successfully challenging colleagues to broaden their equity lens. They have substantial expertise in all facets of staff-facing HR, and familiarity with multi-state and international issues. They will have held senior management level roles, have experience developing direct reports to support their career advancement, and a successful track record in applying Change Management techniques to support organizational scalability. In this role, the Director will also partner with external consultants and PEOs. The Director will subscribe to Data & Society’s management values of integrity, equity, and creativity.

Responsibilities include:

Human Resources (50%)

  • Lead all people operations and processes including, performance review cycles; compensation reviews and planning; benefits administration; employment law and regulatory compliance.
  • Manage the PEO including, assessing capabilities, service levels, and, where appropriate, make recommendations for supplemental/standalone resources to support organizational needs. This may include, identifying and overseeing implementation of a comprehensive Human Resources Information System (HRIS).
  • Oversee all professional development activities across the organization.
  • Oversee recruitment including defining and implementing strategies to attract, hire, and retain top talent with a strong emphasis on diversity and inclusion.
  • Oversee and implement a post Covid return to physical office strategy (may include multiple distributed physical spaces?) to promote team collaboration.
  • Oversee coordination of team building and staff appreciation events (e.g., retreats, social events, and group activities) to celebrate key milestones and foster positive morale.
  • Provide cultural stewardship by supporting leadership and staff to live our core values.
  • Develop programs that promote staff engagement while achieving our organizational goals.
  • Manage the HR Manager and long and short-term consultants.
  • Development and management of the annual Human Resources budget.

Diversity, Equity & Inclusion (DEI) (20%)

  • Manage relationships with DEI consultants and provide strategic leadership in the development and implementation of programs to achieve retention, recruitment, and culture metrics.
  • Maintain and update DEI policies, procedures, and best practices by consulting and collaborating across the organization in the areas of hiring and onboarding of employees, recruitment and retention.

Organizational Administration (20%)

  • Track and lead organizational and board administration needs as they arise.
  • Develop, implement, and evaluate operational policies and procedures ensuring compliance with all applicable laws and regulations, including those governing non-profit business operations.
  • Provide advice and counsel on addressing organizational culture, performance, and employee relations.
  • Responsible for development and management of the General Administration budget.

Organizational Leadership and Governance (10%)

  • Serve on the Senior Leadership Team, participate in organizational decision-making and advise the Executive Director and Board of Directors on key people, culture, and equity issues.
  • Foster an environment that promotes fluid and transparent communication and information sharing across all levels of the organization.
  • Participate in annual goal-setting and strategic planning across the organization, promoting strategies for raising the bar as it pertains to people, culture and equity.


  • 3-5+ years of senior management experience in human resources roles, with a mix of both strong administrative and strategic capabilities.
  • Experience leading and managing teams across remote work environments.
  • Experience leading best practices in recruiting and hiring to build high performing, diverse and inclusive teams.
  • Experience working in a research institution or a not-for-profit, preferred.
  • Experience working with PEOs and administering HRIS systems; experience with contract management, and oversight of 3rd party vendors.
  • Experience identifying and implementing training solutions to develop managerial capabilities around diversity, equity and inclusion, preferred.

Core Competencies

  • Personal integrity, strong sense of fairness, and the ability to establish credibility with stakeholders.
  • General business and financial acumen, including familiarity with not for profit organizations.
  • Strong systems thinker and process orientation.
  • Effective communicator with excellent written, verbal, and presentation skills.
  • Demonstrated success at cultivating strong rapport, relationships, and partnerships at all levels across an organization.

Reporting Relationships

The Director of Human Resources and Equity reports directly to the Executive Director and will manage the HR Manager, long and short term consultants, and potentially additional future staff.

Compensation and Details

Department: Human Resources & Administration

FLSA Status: Exempt

FT/PT/Temp: FT Salary Level: L1

Salary Range: $125K - 135K

Hours per week: 40

Practical Considerations

1. Data & Society is based out of New York City, and will for the foreseeable future operate as a Remote-First organization.  While this is currently a remote position, at this time preference will be given to candidates in the Greater Metro New York vicinity.

2. While this role will start as completely virtual, it will likely involve onsite components in the future.

To apply, please submit the following items:

1. A cover letter explaining your interest in this role, how you learned about this opportunity, your background in managing teams and projects in the past, and why you would be a good fit for this position.

2. Your resume/CV


Applications will be reviewed on a rolling basis with an ideal start date of June 1, 2021. Please feel free to contact us at should you have any questions about the position. Questions about the opportunity or process will not reflect negatively on your application.


*Please note, we are unable to use 3rd party agencies. Thank you for your interest in Data & Society Research Institute.*

Apply for this Job

* Required

U.S. Equal Opportunity Employment Information (Completion is voluntary)

Individuals seeking employment at Data & Society Research Institute are considered without regards to race, color, religion, national origin, age, sex, marital status, ancestry, physical or mental disability, veteran status, gender identity, or sexual orientation. You are being given the opportunity to provide the following information in order to help us comply with federal and state Equal Employment Opportunity/Affirmative Action record keeping, reporting, and other legal requirements.

Completion of the form is entirely voluntary. Whatever your decision, it will not be considered in the hiring process or thereafter. Any information that you do provide will be recorded and maintained in a confidential file.

Race & Ethnicity Definitions

If you believe you belong to any of the categories of protected veterans listed below, please indicate by making the appropriate selection. As a government contractor subject to Vietnam Era Veterans Readjustment Assistance Act (VEVRAA), we request this information in order to measure the effectiveness of the outreach and positive recruitment efforts we undertake pursuant to VEVRAA. Classification of protected categories is as follows:

A "disabled veteran" is one of the following: a veteran of the U.S. military, ground, naval or air service who is entitled to compensation (or who but for the receipt of military retired pay would be entitled to compensation) under laws administered by the Secretary of Veterans Affairs; or a person who was discharged or released from active duty because of a service-connected disability.

A "recently separated veteran" means any veteran during the three-year period beginning on the date of such veteran's discharge or release from active duty in the U.S. military, ground, naval, or air service.

An "active duty wartime or campaign badge veteran" means a veteran who served on active duty in the U.S. military, ground, naval or air service during a war, or in a campaign or expedition for which a campaign badge has been authorized under the laws administered by the Department of Defense.

An "Armed forces service medal veteran" means a veteran who, while serving on active duty in the U.S. military, ground, naval or air service, participated in a United States military operation for which an Armed Forces service medal was awarded pursuant to Executive Order 12985.

Form CC-305

OMB Control Number 1250-0005

Expires 05/31/2023

Voluntary Self-Identification of Disability

Why are you being asked to complete this form?

We are a federal contractor or subcontractor required by law to provide equal employment opportunity to qualified people with disabilities. We are also required to measure our progress toward having at least 7% of our workforce be individuals with disabilities. To do this, we must ask applicants and employees if they have a disability or have ever had a disability. Because a person may become disabled at any time, we ask all of our employees to update their information at least every five years.

Identifying yourself as an individual with a disability is voluntary, and we hope that you will choose to do so. Your answer will be maintained confidentially and not be seen by selecting officials or anyone else involved in making personnel decisions. Completing the form will not negatively impact you in any way, regardless of whether you have self-identified in the past. For more information about this form or the equal employment obligations of federal contractors under Section 503 of the Rehabilitation Act, visit the U.S. Department of Labor’s Office of Federal Contract Compliance Programs (OFCCP) website at

How do you know if you have a disability?

You are considered to have a disability if you have a physical or mental impairment or medical condition that substantially limits a major life activity, or if you have a history or record of such an impairment or medical condition.

Disabilities include, but are not limited to:

  • Autism
  • Autoimmune disorder, for example, lupus, fibromyalgia, rheumatoid arthritis, or HIV/AIDS
  • Blind or low vision
  • Cancer
  • Cardiovascular or heart disease
  • Celiac disease
  • Cerebral palsy
  • Deaf or hard of hearing
  • Depression or anxiety
  • Diabetes
  • Epilepsy
  • Gastrointestinal disorders, for example, Crohn's Disease, or irritable bowel syndrome
  • Intellectual disability
  • Missing limbs or partially missing limbs
  • Nervous system condition for example, migraine headaches, Parkinson’s disease, or Multiple sclerosis (MS)
  • Psychiatric condition, for example, bipolar disorder, schizophrenia, PTSD, or major depression

1Section 503 of the Rehabilitation Act of 1973, as amended. For more information about this form or the equal employment obligations of Federal contractors, visit the U.S. Department of Labor's Office of Federal Contract Compliance Programs (OFCCP) website at

PUBLIC BURDEN STATEMENT: According to the Paperwork Reduction Act of 1995 no persons are required to respond to a collection of information unless such collection displays a valid OMB control number. This survey should take about 5 minutes to complete.