The Director, Human Resources is the hands-on leader of SEPA’s Human Resources function, reporting to the Chief Operating Officer (COO). The Director drives success through the full HR portfolio—talent acquisition, total rewards, employee relations, performance management, compliance, HRIS, and employee experience—and translates SEPA’s strategic plan and organizational values into people programs that attract, develop, and retain a high-performing, distributed workforce.

The Director supervises SEPA’s two HR Managers, ensuring seamless coordination across benefits, HRIS, compliance, recruitment, learning and development, and engagement. This role serves as a trusted advisor to the COO and the broader executive team on workforce strategy, organizational design, and culture, while ensuring HR operates with the rigor, consistency, and care expected of a mission-driven organization.

The Director champions SEPA’s organizational values embedding them into every stage of the employee lifecycle, from recruiting through offboarding.

Key Responsibilities

HR Strategy & Organizational Leadership

• Serve as a strategic partner to the COO on workforce planning, organizational design, and enterprise-wide people strategy.

• Lead the HR function’s contribution to SEPA’s 2025–2030 Strategic Plan, ensuring people programs advance organizational priorities.

• Supervise, coach, and develop SEPA’s two HR Managers, setting clear goals and fostering a high-performing, collaborative HR team.

• Own and manage the HR department budget in partnership with the COO.

• Embed SEPA’s values—Serve with Excellence, Build Trust Through Transparency, Act with Courage, Own It Together, and Include and Belong—into HR policy, programming, and daily practice.

• Provide HR-related insight and reporting to the COO for Board and executive-level discussions on organizational health.

Talent Acquisition & Workforce Planning

• Lead and personally execute full-cycle recruitment across the organization, from sourcing and screening through interviewing and offer negotiation, in partnership with the Manager of HR (Recruitment, L&D & Engagement).

• Conduct searches for open positions at all levels, serving as a hands-on interviewer and evaluator throughout the hiring process.

• Facilitate hiring manager training to build interviewing skill and consistency across the organization.

• Build and manage hiring workflows that keep searches moving efficiently, from requisition through offer, in close coordination with hiring managers.

• Partner with the COO on recruitment strategy and search-firm engagement for director-level and executive roles.

• Guide workforce planning and organizational design in response to SEPA's growth and evolving strategic needs.

• Ensure a consistent, high-quality candidate and new-hire experience that reflects SEPA's culture and values, from first outreach through onboarding.

Total Rewards, Compensation & Benefits

• Partner with the COO to shape and steward SEPA's compensation philosophy and total rewards strategy, including benchmarking, salary structures, and pay equity, bringing recommendations forward for review and approval.

• Provide leadership and oversight of benefits strategy, plan design, and vendor relationships, in partnership with the Manager of HR (Benefits, HRIS & Compliance).

• Partner with the COO on annual budget planning for compensation and benefits.

• Serve as a thought partner and escalation point for complex benefits, compensation, and total rewards matters, in consultation with the COO as needed.

Employee Relations, Performance & Culture

• Serve as the internal HR advisor for complex employee relations matters, investigations, and performance management escalations.

• Own SEPA’s performance management framework, including goal-setting cycles, mid-year and annual reviews, and manager coaching.

• Guide managers in building psychologically safe, high-performing, and inclusive teams.

• Champion employee engagement, recognition, and retention strategies in partnership with the Manager of HR (Recruitment, L&D & Engagement).

• Direct and implement organizational culture initiatives, including staff surveys, values activation, and culture-health reporting to the executive team.

HR Compliance & Risk Management

• Ensure SEPA’s compliance with all federal, state, and local employment laws and regulations across its multi-state, fully remote workforce.

• Provide executive oversight of leave administration, workers’ compensation, unemployment claims, and related risk matters.

• Own the development, maintenance, and annual review of HR policies and the Employee Handbook.

• Partner with Legal and the COO on employment-related risk, disputes, and regulatory matters.

• Maintain current knowledge of evolving employment law and ensure timely policy and practice updates.

HRIS, People Analytics & Reporting

• Provide executive oversight of SEPA’s HRIS (UKG) and related people-data systems, ensuring accuracy, security, and usability.

• Leverage people analytics and workforce data to inform decision-making, engagement strategy, and Board-level reporting.

• Ensure HR data integrity and alignment across HR, Benefits, Finance, and payroll systems.

Employee Experience & Communications

• Provide strategic direction for SEPA’s employee communications, including the weekly employee newsletter and intranet content, in partnership with the Manager of HR (Recruitment, L&D & Engagement).

• Guide learning and development strategy, ensuring managers and employees have the tools and resources to grow.

• Oversee planning and programming for organization-wide retreats, All Hands Meetings, Ask Me Anything with executives and staff convenings, in partnership with the COO and cross-functional leaders.

Leadership & Supervision

Direct Reports:

• Manager, Human Resources (Benefits, HRIS & Compliance)

• Manager, Human Resources (Recruitment, L&D & Engagement)

• 8+ years of progressive HR leadership experience, including people management experience; nonprofit or association experience strongly preferred.

• Demonstrated experience leading full-cycle HR functions, including talent acquisition, total rewards, employee relations, and compliance.

• Strong knowledge of federal, state, and multi-state employment law and regulatory requirements.

• Training as a certified mediator is highly desired

• Experience with HRIS platforms (UKG preferred) and using data to inform HR strategy.

• Proven ability to translate strategic priorities into HR programs with measurable outcomes.

• Experience managing a fully remote, distributed workforce.

• SHRM-CP/SCP or PHR/SPHR certification preferred.

• Bachelor’s degree required; advanced degree or HR certification preferred.

• Exceptional judgment and discretion in handling confidential and sensitive matters.

• Clear, empathetic communicator able to build trust and collaboration across all levels of the organization.

About SEPA

The Smart Electric Power Alliance (SEPA) is a nonprofit 501(c)(3) organization dedicated to accelerating the transformation of the electric power system to deliver clean, affordable, and resilient energy for all. Operating at the intersection of technology, policy, and programs, SEPA convenes, educates, and collaborates with a diverse community of utilities, regulators, policymakers, technology providers, and advocates to address the most pressing challenges in the clean energy transition.

Through its thought leadership, convenings, and trusted analysis, SEPA helps its members navigate change and implement solutions that advance the energy system of the future. Guided by its 2025–2030 Strategic Plan, SEPA’s work focuses on three core priorities:

• Grid – Strengthening and modernizing the distribution grid to make it more flexible, resilient, and equitable.

• Growth – Enabling utilities and partners to meet rising demand cleanly, efficiently, and affordably.

• Globe – Sharing best practices and innovations from across the nation and around the world to accelerate progress.

With more than 1,000 member organizations, SEPA serves as a neutral, collaborative platform that drives progress through education, connection, and shared action—helping the energy industry realize a future that works for everyone.

Our Culture

At SEPA, culture isn’t something we declare—it’s something we live. We are building a Culture for Everyone: a workplace where people from all backgrounds can thrive, grow, and contribute to a mission that matters. SEPA prioritizes diversity within its workforce and across the energy industry. We recognize that a diverse and inclusive workforce drives innovation, creativity, and better decision-making. SEPA aims to create a welcoming and equitable environment for all individuals, regardless of their background, race, gender, age, sexual orientation, or ability.

ADA Requirements and Disclaimer

This position description generally indicates the nature and levels of work, knowledge, skills, abilities and other essential functions as covered under the Americans with Disabilities Act expected of an incumbent. This role requires the ability to use standard office equipment and learn new software applications as necessary. This is a largely sedentary role; however, some traveling may be required. This position description is not designed to cover a comprehensive listing of activities, duties or responsibilities required of an incumbent. An incumbent may be asked to perform other duties as required. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions of this position.