HR Director Jobs in Philadelphia, PA
HR Director jobs in Philadelphia are concentrated in Center City, University City, and the Navy Yard corridor, with strong demand from healthcare systems, financial services firms, and higher education institutions hiring right now. Leading employers include URBN, Essity, and Aramark. Scan the live roles below and apply to whichever ones fit.
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Primary Function: The Deputy Director for Human Resources and Chief Culture Officer leads the human resources function and ensures the Barnes Foundation sustains a positive, productive workplace culture. The deputy director is a member of the executive team, reporting to the Executive Director and President. The deputy director serves as a resource to staff at all levels of the organization and is responsible to ensure organizational compliance with external regulations and internal policies and maintain a diverse, equitable, and engaging working environment in alignment with institutional values of education and inclusion.
Job Qualifications:
- Bachelor’s degree in business, Management, Human Resources or related field with at least 5 years of human resources leadership experience. Master’s degree preferred.
- Staff supervisory and organizational leadership experience, in high-growth non-profit, arts and culture or educational setting preferred.
- SHRM-SCP or SPHR certification.
- Strong working knowledge of critical human resources functions including strategic business management, talent acquisition, organizational design, workforce planning, compensation, benefits, risk management, employee and labor relations, HR technology and HR best practices
- Strong influencing skills to facilitate decision-making and internal alignment.
- Demonstrated financial, budget, and project management experience.
- Demonstrated sound judgment and integrity with the ability to analyze a situation, determine actionable solutions and implement those solutions effectively.
- Commitment to equitable, respectful and productive professional workplace
- Well-organized, detail-oriented and deadline-driven
- Cool under pressure, multitasks and changes priorities gracefully in a fast-paced environment.
- Take the initiative to support others and solve problems proactively.
- Proficiency with HRIS (ADP WorkforceNow), Microsoft Office platforms
Clearances:
- Criminal Background-National
- Credit Report
Physical Activities to Perform Essential Functions: To perform this job successfully, an individual must be able to perform each essential job duty satisfactorily. Reasonable accommodations may be made to enable qualified individuals with disabilities to perform essential job functions.
Moving:
- Approximately 80%+ of the time is spent seated while working at a desk.
- Ability to occasionally transport up to 25 lbs. of files, equipment or supplies. Ability to move to access files, equipment or supplies.
Vision Requirements:
- This position requires extended time on the computer.
Communication Requirements:
- Clearly communicate in person, by phone, and by video conference.
- Communicate with others in conversational and written English.
Working Conditions:
- Position operates in hybrid work setting comprised of the Barnes’ Philadelphia campus and remote work setting indicated by the employee at their documented home address.
- Position requires extended time on the computer.
Job Responsibilities:
Leadership and Strategy
- Ensure the institution maintains a high-performing, mission-driven culture.
- Serve as a resource to senior management on workforce development strategy.
- Participate in the development of the organizational strategy
- Develop and implement HR strategy that is aligned with and supports the organizational strategy
- Ensure employee policies clearly define the expectations of the organization and are aligned with the organizational culture and all applicable laws.
- Research, write and revise job descriptions to ensure role clarity and alignment across positions.
- Support staff to identify and act upon priority areas for continuous organizational improvement.
- Frequently gauge staff morale using a variety of methods and leverage human resources solutions to respond to institutional needs, increase institutional effectiveness and maintain excellent service to employees.
- Develop robust human resources policies and tools for employees that communicate the value of diversity, equity, inclusion and accessibility (DEIA) to deliver the Barnes’s mission.
- Maintains knowledge of industry trends and employment legislation and ensures compliance with federal and state legislation pertaining to all personnel matters
- Work closely with managers and directors to ensure consistent application of employment policies , and federal and state laws.
- Ensure compliance with benefit plan administration
Collaborate cross-functionally
- Ensure the Barnes provides a workplace environment that is welcoming, supportive and inclusive for all staff so that the foundation delivers a visitor experience that reflects best practice in service, education, accessibility and inclusion.
- Activate institutional commitment to education, accessibility, diversity, inclusion, and social justice through daily workplace culture.
- Design and deliver talent management strategies, including staff recruitment, training, retention, recognition and development initiatives.
- Proactively and collaboratively shape positive, supportive workplace culture with high attentiveness to employee feedback, morale and institutional priorities.
- Align employee engagement and external relations activities by increasing organizational presence at community events through optional employee engagement opportunities.
Workforce Planning and Talent Acquisition
- Work with managers to forecast and plan for future talent needs
- Provide leadership and direction for an effective recruitment and selection process that delivers candidates in a timely manner and meets all legal compliance requirements
- Ensure organizational hiring needs are met including technical competency, enhancing talent diversity and a positive experience for the organization and the candidates.
- Ensure new employees are onboarded in a way that sets them up for success
Talent Management
- Proactively partner with supervisors to ensure excellence in job performance at all levels of the organization
- Design job-specific employee learning tracks, incorporating Barnes Method visual literacy into workplace learning.
- Develop and implement talent development strategies including staff training and leadership development, and career development.
- Supervises employee training programs that address, assess, and evaluate the training and staff development needs of the institution and increase the skills of employees.
- Develop and implement management training to help department managers lead a diverse workforce
- Broker institutionally synergistic professional development opportunities for Barnes employees.
- Support supervisors to facilitate strengths-based performance management intervention.
- Facilitate decision-making and implementation to maintain up to date organizational structure and job responsibilities needed to achieve institutional goals.
- Model ethical behavior by consistently conforming to the highest ethical standards and practices;
- Provide consistent policy interpretation.
- Establish and sustain a shared understanding of DEIA knowledge, skills and mindsets needed to deliver Barnes’s organizational mission.
- Promptly address any employee relations matters
- Process grievances and mediates workplace disputes
- Leads and / or partners in employee investigations related to workplace policies, performance and behavioral violations and make recommendations or implement associated mediation.
- Partner with leaders to effectively handle employee performance issues including counseling, performance improvement plans and any resulting disciplinary actions.
- Foster excellent relationships with managers to serve as a proactive partner by providing coaching and facilitating discussions related to performance management, employee relations and policy interpretation
Total Rewards
- Ensure compensation and benefit programs are externally competitive, internally equitable and values aligned.
- Manage and implement compensation programs to ensure internal equity and alignment with market data based on the Barnes Foundation compensation philosophy.
- Supervise payroll processes for accuracy and adherence to internal controls.
- Manage the annual review and implementation of benefit programs by working collectively with brokers, leadership and consultants to provide the most effective offerings for employees.
- Works with the Executive Director, General Counsel and the Foundation’s Board of Trustees to review executive compensation, facilitate Executive Director annual review, and propose recommendations for institutional salary increases including senior leadership
- Proactively connect Barnes employees to Philadelphia-region resources within and outside the Barnes benefit vendors.
HR Department Leadership
- Manage department budget.
- Supervise and develop human resources staff.
- Ensure strong internal controls through documentation, cross-training and staff accountability.
- Serve as contact for auditors, external vendors and Barnes trustees for HR related matters.
Behavioral Competencies
- Strategic Agility - Sees ahead clearly; can anticipate future consequences and trends accurately; has broad knowledge and perspective; is future oriented; can articulately paint credible pictures and visions of possibilities and likelihoods; can create breakthrough strategies and plans.
- Conflict Management – Reads situations quickly; handles conflicts and disagreements effectively, ensuring fair and balanced resolutions while maintaining positive workplace relationships. can hammer out tough agreements and settle disputes equitably; can find common ground and get cooperation with minimum noise.
- Change Management – Leads organizational change with a clear vision and a plan; helps employees adapt to new processes, technologies, organizational structures, policies or processes; fosters a culture of continuous improvement.
- Communication and transparency: Creates and maintains open lines of communication with employees at all levels. They are also clear and transparent about policies, changes and decisions.
- Innovation and Adaptability: Stays updated on HR trends, best practices, and legal changes to continuously improve their strategies and practices; demonstrates flexibility and can navigate changing business environments and evolving workforce expectations; easily makes connections among unrelated notions.
- Peer relationships - Can quickly find common ground and solve problems for the good of all; can represent their own interest and yet be fair to others; can solve problems with peers with a minimum of noise; is seen as a team player and is cooperative; gains trust easily; encourages collaboration.
- Cultural Competency: Fosters a diverse and inclusive workplace, understanding and valuing differences among employees and promoting a culture of respect and belonging; addresses and resolves complex issues, always keeping the needs of the organization and the needs of employees in mind with the goal of improving the organizational culture.
- Data-Driven Decision Making: Uses data and metrics to guide decisions, track HR performance, and demonstrate the impact of HR initiatives on business outcomes.
- Ethical Judgement and Integrity: Upholds high ethical standards and maintains confidentiality which is crucial for earning trust and respect within the organization.
- Leadership and Influence: Leads by example and influences others to drive organizational change and improvement. Works effectively with other leaders to foster collaboration across departments. Able to influence without authority and are included in key decision-making processes.
Organization-Wide Competencies:
1. Accountability:
a. Prepares for work assignments and meetings,
b. Conducts thorough fact-finding, decision-making and/or follow-through,
c. Admits mistakes and errors and informs others when one is not able to meet a commitment.
2. Job Quality:
a. demonstrates job knowledge necessary for the position,
b. Produces timely, accurate, high quality work output,
c. Prioritizes work responsibilities effectively and produces work quantity expected for the role.
3. Service:
a. Identifies problems and collaborate with others to devise and create effective solutions.
b. Interacts and communicates with fellow employees in a manner that promotes a harmonious and
cooperative working environment in accordance with our Core Values.
c. Facilitates open communication and keeps an open mind about new ideas.
4. Leadership:
a. Sets a good example for others,
b. Demonstrates ethical decision-making and communication,
c. Makes decisions. Uses a solution-oriented, collaborative approach.
5. Collaboration:
a. Seeks win-win outcomes in decision-making,
b. Shows a proactive, inclusive, helpful, and respectful attitude to colleagues, guests and others,
c. Takes initiative to contribute to diversity, equity, inclusion, and accessibility initiatives.
6. Empowerment (Supervisors):
a. Directs others’ work effectively with adequate goalsetting, accountability, delegation, supervision, conflict resolution, accessibility to support and resources,
b. Motivates team to meet short- and long-term goals: individual, department and strategic plan,
c. Creates environment for staff development.
7. Administration (Supervisors):
a. Meets goals related to revenue targets, expense control, program fees, etc.,
b. Develops/manages budget in keeping with organizational priorities,
c. Follows protocols and reporting requirements set by other departments (HR, IT, Facilities, etc.),
d. Collects and analyzes data effectively,
e. Documents work accurately and consistently, shares information appropriately.
Primary Function: The Deputy Director for Human Resources and Chief Culture Officer leads the human resources function and ensures the Barnes Foundation sustains a positive, productive workplace culture. The deputy director is a member of the executive team, reporting to the Executive Director and President. The deputy director serves as a resource to staff at all levels of the organization and is responsible to ensure organizational compliance with external regulations and internal policies and maintain a diverse, equitable, and engaging working environment in alignment with institutional values of education and inclusion.
Job Qualifications:
- Bachelor’s degree in business, Management, Human Resources or related field with at least 5 years of human resources leadership experience. Master’s degree preferred.
- Staff supervisory and organizational leadership experience, in high-growth non-profit, arts and culture or educational setting preferred.
- SHRM-SCP or SPHR certification.
- Strong working knowledge of critical human resources functions including strategic business management, talent acquisition, organizational design, workforce planning, compensation, benefits, risk management, employee and labor relations, HR technology and HR best practices
- Strong influencing skills to facilitate decision-making and internal alignment.
- Demonstrated financial, budget, and project management experience.
- Demonstrated sound judgment and integrity with the ability to analyze a situation, determine actionable solutions and implement those solutions effectively.
- Commitment to equitable, respectful and productive professional workplace
- Well-organized, detail-oriented and deadline-driven
- Cool under pressure, multitasks and changes priorities gracefully in a fast-paced environment.
- Take the initiative to support others and solve problems proactively.
- Proficiency with HRIS (ADP WorkforceNow), Microsoft Office platforms
Clearances:
- Criminal Background-National
- Credit Report
Physical Activities to Perform Essential Functions: To perform this job successfully, an individual must be able to perform each essential job duty satisfactorily. Reasonable accommodations may be made to enable qualified individuals with disabilities to perform essential job functions.
Moving:
- Approximately 80%+ of the time is spent seated while working at a desk.
- Ability to occasionally transport up to 25 lbs. of files, equipment or supplies. Ability to move to access files, equipment or supplies.
Vision Requirements:
- This position requires extended time on the computer.
Communication Requirements:
- Clearly communicate in person, by phone, and by video conference.
- Communicate with others in conversational and written English.
Working Conditions:
- Position operates in hybrid work setting comprised of the Barnes’ Philadelphia campus and remote work setting indicated by the employee at their documented home address.
- Position requires extended time on the computer.
Job Responsibilities:
Leadership and Strategy
- Ensure the institution maintains a high-performing, mission-driven culture.
- Serve as a resource to senior management on workforce development strategy.
- Participate in the development of the organizational strategy
- Develop and implement HR strategy that is aligned with and supports the organizational strategy
- Ensure employee policies clearly define the expectations of the organization and are aligned with the organizational culture and all applicable laws.
- Research, write and revise job descriptions to ensure role clarity and alignment across positions.
- Support staff to identify and act upon priority areas for continuous organizational improvement.
- Frequently gauge staff morale using a variety of methods and leverage human resources solutions to respond to institutional needs, increase institutional effectiveness and maintain excellent service to employees.
- Develop robust human resources policies and tools for employees that communicate the value of diversity, equity, inclusion and accessibility (DEIA) to deliver the Barnes’s mission.
- Maintains knowledge of industry trends and employment legislation and ensures compliance with federal and state legislation pertaining to all personnel matters
- Work closely with managers and directors to ensure consistent application of employment policies , and federal and state laws.
- Ensure compliance with benefit plan administration
Collaborate cross-functionally
- Ensure the Barnes provides a workplace environment that is welcoming, supportive and inclusive for all staff so that the foundation delivers a visitor experience that reflects best practice in service, education, accessibility and inclusion.
- Activate institutional commitment to education, accessibility, diversity, inclusion, and social justice through daily workplace culture.
- Design and deliver talent management strategies, including staff recruitment, training, retention, recognition and development initiatives.
- Proactively and collaboratively shape positive, supportive workplace culture with high attentiveness to employee feedback, morale and institutional priorities.
- Align employee engagement and external relations activities by increasing organizational presence at community events through optional employee engagement opportunities.
Workforce Planning and Talent Acquisition
- Work with managers to forecast and plan for future talent needs
- Provide leadership and direction for an effective recruitment and selection process that delivers candidates in a timely manner and meets all legal compliance requirements
- Ensure organizational hiring needs are met including technical competency, enhancing talent diversity and a positive experience for the organization and the candidates.
- Ensure new employees are onboarded in a way that sets them up for success
Talent Management
- Proactively partner with supervisors to ensure excellence in job performance at all levels of the organization
- Design job-specific employee learning tracks, incorporating Barnes Method visual literacy into workplace learning.
- Develop and implement talent development strategies including staff training and leadership development, and career development.
- Supervises employee training programs that address, assess, and evaluate the training and staff development needs of the institution and increase the skills of employees.
- Develop and implement management training to help department managers lead a diverse workforce
- Broker institutionally synergistic professional development opportunities for Barnes employees.
- Support supervisors to facilitate strengths-based performance management intervention.
- Facilitate decision-making and implementation to maintain up to date organizational structure and job responsibilities needed to achieve institutional goals.
- Model ethical behavior by consistently conforming to the highest ethical standards and practices;
- Provide consistent policy interpretation.
- Establish and sustain a shared understanding of DEIA knowledge, skills and mindsets needed to deliver Barnes’s organizational mission.
- Promptly address any employee relations matters
- Process grievances and mediates workplace disputes
- Leads and / or partners in employee investigations related to workplace policies, performance and behavioral violations and make recommendations or implement associated mediation.
- Partner with leaders to effectively handle employee performance issues including counseling, performance improvement plans and any resulting disciplinary actions.
- Foster excellent relationships with managers to serve as a proactive partner by providing coaching and facilitating discussions related to performance management, employee relations and policy interpretation
Total Rewards
- Ensure compensation and benefit programs are externally competitive, internally equitable and values aligned.
- Manage and implement compensation programs to ensure internal equity and alignment with market data based on the Barnes Foundation compensation philosophy.
- Supervise payroll processes for accuracy and adherence to internal controls.
- Manage the annual review and implementation of benefit programs by working collectively with brokers, leadership and consultants to provide the most effective offerings for employees.
- Works with the Executive Director, General Counsel and the Foundation’s Board of Trustees to review executive compensation, facilitate Executive Director annual review, and propose recommendations for institutional salary increases including senior leadership
- Proactively connect Barnes employees to Philadelphia-region resources within and outside the Barnes benefit vendors.
HR Department Leadership
- Manage department budget.
- Supervise and develop human resources staff.
- Ensure strong internal controls through documentation, cross-training and staff accountability.
- Serve as contact for auditors, external vendors and Barnes trustees for HR related matters.
Behavioral Competencies
- Strategic Agility - Sees ahead clearly; can anticipate future consequences and trends accurately; has broad knowledge and perspective; is future oriented; can articulately paint credible pictures and visions of possibilities and likelihoods; can create breakthrough strategies and plans.
- Conflict Management – Reads situations quickly; handles conflicts and disagreements effectively, ensuring fair and balanced resolutions while maintaining positive workplace relationships. can hammer out tough agreements and settle disputes equitably; can find common ground and get cooperation with minimum noise.
- Change Management – Leads organizational change with a clear vision and a plan; helps employees adapt to new processes, technologies, organizational structures, policies or processes; fosters a culture of continuous improvement.
- Communication and transparency: Creates and maintains open lines of communication with employees at all levels. They are also clear and transparent about policies, changes and decisions.
- Innovation and Adaptability: Stays updated on HR trends, best practices, and legal changes to continuously improve their strategies and practices; demonstrates flexibility and can navigate changing business environments and evolving workforce expectations; easily makes connections among unrelated notions.
- Peer relationships - Can quickly find common ground and solve problems for the good of all; can represent their own interest and yet be fair to others; can solve problems with peers with a minimum of noise; is seen as a team player and is cooperative; gains trust easily; encourages collaboration.
- Cultural Competency: Fosters a diverse and inclusive workplace, understanding and valuing differences among employees and promoting a culture of respect and belonging; addresses and resolves complex issues, always keeping the needs of the organization and the needs of employees in mind with the goal of improving the organizational culture.
- Data-Driven Decision Making: Uses data and metrics to guide decisions, track HR performance, and demonstrate the impact of HR initiatives on business outcomes.
- Ethical Judgement and Integrity: Upholds high ethical standards and maintains confidentiality which is crucial for earning trust and respect within the organization.
- Leadership and Influence: Leads by example and influences others to drive organizational change and improvement. Works effectively with other leaders to foster collaboration across departments. Able to influence without authority and are included in key decision-making processes.
Organization-Wide Competencies:
1. Accountability:
a. Prepares for work assignments and meetings,
b. Conducts thorough fact-finding, decision-making and/or follow-through,
c. Admits mistakes and errors and informs others when one is not able to meet a commitment.
2. Job Quality:
a. demonstrates job knowledge necessary for the position,
b. Produces timely, accurate, high quality work output,
c. Prioritizes work responsibilities effectively and produces work quantity expected for the role.
3. Service:
a. Identifies problems and collaborate with others to devise and create effective solutions.
b. Interacts and communicates with fellow employees in a manner that promotes a harmonious and
cooperative working environment in accordance with our Core Values.
c. Facilitates open communication and keeps an open mind about new ideas.
4. Leadership:
a. Sets a good example for others,
b. Demonstrates ethical decision-making and communication,
c. Makes decisions. Uses a solution-oriented, collaborative approach.
5. Collaboration:
a. Seeks win-win outcomes in decision-making,
b. Shows a proactive, inclusive, helpful, and respectful attitude to colleagues, guests and others,
c. Takes initiative to contribute to diversity, equity, inclusion, and accessibility initiatives.
6. Empowerment (Supervisors):
a. Directs others’ work effectively with adequate goalsetting, accountability, delegation, supervision, conflict resolution, accessibility to support and resources,
b. Motivates team to meet short- and long-term goals: individual, department and strategic plan,
c. Creates environment for staff development.
7. Administration (Supervisors):
a. Meets goals related to revenue targets, expense control, program fees, etc.,
b. Develops/manages budget in keeping with organizational priorities,
c. Follows protocols and reporting requirements set by other departments (HR, IT, Facilities, etc.),
d. Collects and analyzes data effectively,
e. Documents work accurately and consistently, shares information appropriately.
See All 45 HR Director Jobs in Philadelphia
Find roles in Philadelphia that match your experience and apply in just a few clicks.
Find HR Director JobsHR Director Job Market in Philadelphia
Who's Hiring
HR Director Jobs in Philadelphia: Frequently Asked Questions
How do I get a hr director job in Philadelphia?
Philadelphia's hr director market rewards candidates with experience in healthcare, financial services, or higher education, the three sectors that drive the most consistent local demand. Roles concentrate in Center City, University City, and the Navy Yard. A background in labor relations or benefits strategy gives candidates an edge, as Philadelphia's large union-represented workforce and complex multi-site employers prioritize those specialties over generalist profiles.
Which companies hire hr directors in Philadelphia?
Philadelphia hr director roles are posted by URBN, Essity, and Aramark and others right now, based on current listings on Migrate Mate as of August 2026. Philadelphia's hiring mix skews toward large health systems, regional banks, universities, and professional services firms with substantial local headcounts.
Are there remote hr director jobs in Philadelphia?
Yes, though remote availability is limited for senior HR leadership roles, which typically require on-site presence for employee relations and executive partnering. About 62% of hr director openings tied to Philadelphia are remote or hybrid as of August 2026, and hybrid arrangements are most common in corporate and professional services firms headquartered in Center City.
How can I get a hr director job in Philadelphia with little or no experience?
The most realistic path into an hr director role in Philadelphia is through an HR manager or senior HR business partner position at one of the city's large health systems or universities, which routinely promote from within. Philadelphia's nonprofit sector and municipal agencies also hire HR managers who advance to director level. A PHR or SHRM-CP credential combined with demonstrated experience managing employee relations strengthens applications at these employers significantly.
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See All 45 HR Director Jobs in Philadelphia
Find roles in Philadelphia that match your experience and apply in just a few clicks.
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