Director of People and Culture

Director of People and Culture 

American Civil Liberties Union of Tennessee (ACLU-TN)

 

Nashville, TN | Hybrid

Salary: $110,000–$115,000

Reports to: Miriam Nemeth, Executive Director

 

THE OPPORTUNITY

 

The American Civil Liberties Union of Tennessee (ACLU-TN) invites inquiries, nominations, and applications for the Director of People and Culture. ACLU-TN seeks a compassionate and future-oriented human resources professional to guide best practices and organizational culture for a talented group of community advocates.

 

ABOUT THE ACLU OF TENNESSEE

 

The ACLU of Tennessee is one of 54 affiliates of the American Civil Liberties Union, an organization that has served as the preeminent defender of civil liberties and civil rights in this country since 1920. First organized in 1968, ACLU-TN is a statewide, nonprofit, nonpartisan membership organization dedicated to protecting and promoting the enduring values of freedom, fairness, justice, and equality.

 

ACLU-TN is composed of two separate corporate entities, the ACLU of Tennessee, a section 501(c)(4) nonprofit social welfare organization, and its affiliated ACLU Foundation of Tennessee, a 501(c)(3) nonprofit charity. Both entities are tax-exempt, have the same overall mission, operate under a joint board of directors, and share office space and employees.

 

Headquartered in Nashville, Tennessee, ACLU-TN’s team comprises 15 staff members, as well as volunteers, interns, and cooperating attorneys. Its 17-member board of directors sets policy, raises funds, and provides fiduciary, strategic, and legal oversight of the organization.

 

RESPONSIBILITIES OF THE DIRECTOR OF PEOPLE AND CULTURE

 

The Director of People and Culture (the Director) leads all aspects of human resources (HR), including recruiting, onboarding, retention, performance management, training and development, and HR operations. The Director serves on the ACLU-TN’s operational leadership team and reports directly to the Executive Director.

 

The Director leads and promotes an organizational culture consistent with the mission of the ACLU-TN, which is rooted in transparency, collaboration, equity, integrity, and accountability. This role requires a leader who can address complex personnel and organizational challenges directly, exercise sound judgment, and build and maintain a culture of accountability, respect, and exemplary performance.

 

An exceptional employee experience is driven by a Director of People and Culture who builds, implements, and reinforces strategic HR practices, ensures organizational compliance, and fosters a culture that supports employee engagement and organizational success.

 

KEY RESPONSIBILITIES OF THE DIRECTOR

 

• Develops and implements comprehensive HR strategies, policies, and procedures that align with the organization’s mission, values, and legal requirements.

• Oversees all aspects of the employee lifecycle, including recruitment, onboarding, performance management, professional development, compensation, employee benefits, payroll processing, and offboarding.

• Serves as the primary administrator for employee benefits, working with the organization’s benefits broker, carriers, and other external resources to administer and manage indirect compensation and fringe benefit programs, ensures effective plan administration, and provides employee education and support related to benefit offerings and annual enrollment activities.

• Maintains awareness and knowledge of federal, state, and local employment laws and regulations, as well as national and local organizational policies, and ensures compliance with all relevant laws, regulations, and policies.

• Serves as a trusted advisor and resource to staff and leadership on HR-related matters, providing guidance and support to navigate employee relations issues.

• Manages employee records (payroll, paid time off) in Rippling, ensuring accuracy and confidentiality.

 

ORGANIZATIONAL CULTURE

 

• Fosters a positive, inclusive, and equitable work environment that promotes employee engagement, well-being, belonging, trust, and problem-solving.

• Develops and implements strategies to enhance organizational culture, promote internal communication, and build strong cross-functional collaboration, aligning operational strategies with the overall organizational vision.

• Designs and implements employee engagement initiatives that foster trust, inclusion, and retention, and drives a culture focused on Equity, Diversity, Inclusion, and Belonging (EDIB) practices.

• Develops and supports a culture of feedback, deep listening, and internal communication, including overseeing opportunities for staff feedback on the organization and its operations.

• Leads the organization’s performance management and talent development strategy, overseeing annual appraisals, supporting supervisors to deliver meaningful evaluations, and leveraging appraisal outcomes to strengthen employee growth and engagement.

• Designs, coordinates, and evaluates learning and development initiatives, including individual and organization-wide training programs

• Analyzes organizational and performance data and identifies emerging workforce trends to better prioritize and drive a culture of continuous learning.

• Applies restorative justice principles to resolve workplace conflicts through dialogue, mutual understanding, and collaborative problem-solving.

 

ORGANIZATIONAL OPERATIONS

 

• Oversees the day-to-day non-programmatic operational functions of the organization, ensuring efficiency, effectiveness, and alignment with strategic goals.

• Evaluates and oversees technology requirements, external vendor contracts (including insurance vendors), and business partner relationships.

• Plays a key leadership role in the annual budgeting and audit process and prepares reports for various constituents as needed.

 

LEADERSHIP AND TEAM MANAGEMENT

 

• Serves as a member of the operational leadership team, along with the Executive Director, Deputy Director of Integrated Advocacy, Development Director, and other leadership team members, to align operational strategies with overall organizational vision.

• Partners with the Executive Director to support the ACLU-TN Board of Directors with effective governance and engagement, including providing reports for the Board, attending Board meetings as requested, managing the annual conflict of interest disclosure policy, and serving as a resource on HR matters.

• Serves as one of the affiliate’s liaisons to the ACLU’s national office. Attends relevant national meetings, stays abreast of national teachings and best practices, advises the Executive Director on whether to adopt or reject those best practices, and facilitates affiliate-National relationships where relevant.

 

QUALIFICATIONS AND CHARACTERISTICS OF THE SUCCESSFUL CANDIDATE

 

A bachelor’s degree and 10 years of experience in human resources or a related field are required. A master’s degree and a Society for Human Resource Management (SHRM) or Professional in Human Resources (PHR) certification are preferred. A demonstrated commitment to ACLU-TN’s mission, vision, values, and to supporting the fight for civil rights, civil liberties, and racial justice in the South is required.

 

Candidates are required to have a deep knowledge of HR laws, policies, and practices, including employment laws (e.g., FMLA, FLSA, COBRA, ADA, HIPAA, EEO), compliance requirements, HR best practices, and have the ability to read and analyze relevant legal and policy documents (laws, contracts, regulations, reports, data collections).

 

A preferred candidate has experience or training in restorative justice or other conflict-resolution practices and strong leadership experience with a proven ability to influence staff dynamics, build collaborative teams, and cultivate a positive work environment.

 

In addition to the qualifications stated above, key stakeholders identified the following capabilities and attributes of a successful candidate:

 

• Exceptional communication skills and the ability to engage and work with diverse stakeholders (including colleagues, board members, vendors, and community members) in an open, respectful, and positive way.

• Experience coaching, mentoring, and supporting staff in leadership development and effective workplace communication.

• Strong interpersonal skills and the competence to communicate effectively, exercise diplomacy, and navigate complex workplace challenges.

• Demonstrated project management skills with exceptional organization, attention to detail, and the ability to effectively manage competing priorities while ensuring the timely completion of key initiatives.

• Familiarity with financial management systems used for budgeting, financial tracking, reporting, and records management, along with advanced knowledge of Microsoft Office Suite.

 

HISTORY OF THE POSITION

 

Since November of 2022, Eric Sirignano has served as the Director of Administration and Human Resources. Sirignano will serve remotely throughout the search process to ensure continuity and support as the ACLU-TN recruits its inaugural Director of People and Culture.

 

This newly envisioned position represents a strategic evolution of the human resources function and expands its focus beyond traditional HR administration to emphasize people, organizational culture, accountability, and long-term organizational strategy. As part of this transition, Sirignano will serve as a member of the selection team and provide guidance and institutional knowledge to support the successful onboarding of the new Director.

 

OPPORTUNITIES AND CHALLENGES OF THE ROLE

 

In transitioning to ACLU-TN, the Director of People and Culture will encounter the following opportunities, priorities, and challenges, as shared by key stakeholders:

 

• Within an organization committed to justice, the Director must have a sensitivity to power and privilege dynamics, characterized by strong self-awareness and cultural competence to interact, collaborate, and solve problems with stakeholders from diverse backgrounds, identities, and belief structures. A deep professional understanding of this overarching principle will undergird the Director’s ability to successfully navigate a small, complex organization.

• The Director will have the opportunity to cultivate a workplace culture rooted in empathy and continuous growth. Leading the organization’s people strategy requires balancing compassion with accountability, supporting employees whose work is both deeply meaningful and emotionally demanding. The Director must effectively support staff while also enforcing and strengthening HR practices and policies and be willing to engage in hard decision-making across the ACLU-TN affiliate.

• As a member of the leadership team, the Director serves as a strategic thought partner to the Executive Director, helping shape and sustain a healthy, high-performing organization through leadership in talent strategy and in relationships with national partners.

• Working closely with the Executive Director, the Director advances the mission of the ACLU-TN and the Executive Director’s vision by identifying and addressing operational gaps and proactively anticipating workforce and organizational needs. This role provides trusted counsel and constructive accountability to ensure people strategies support a sustainable and collaborative work environment.

• The Director must support, manage, and fine-tune a new performance management process that clearly defines performance expectations, assesses skills and contributions, promotes professional growth, and ensures that individual performance aligns with the organization’s mission, values, and strategic objectives.

 

COMPENSATION AND BENEFITS OVERVIEW

 

This is a full-time, exempt position with a starting salary range of $110,000–$115,000.

 

ACLU-TN offers an excellent benefits program, including 100% employer-covered insurance (medical, dental, and vision); a flexible spending account; a 401(k)-matched contribution retirement plan; long- and short-term disability; life insurance; and an annual professional development stipend.

 

Employees receive a minimum of 15 vacation days, 12 sick days, two personal days, at least 13 recognized holidays, and 12 weeks of parental leave.

 

HYBRID WORK STRUCTURE

 

ACLU-TN operates under a board-approved hybrid work model. Employees are expected to work from the Nashville office at least eight (8) days per month, including designated in-office days on the first and third Monday and Tuesday of each month.

 

Candidates residing outside Tennessee at the time of application will be considered for this position with the understanding that relocation to Tennessee, specifically the metro-Nashville area, is required.

 

ABOUT NASHVILLE, TENNESSEE

 

ACLU-TN is based in Nashville, a vibrant city with a temperate four-season climate that is frequently singled out as one of the best U.S. cities for work, family, and quality of life. Home to more than 1.8 million people, the Nashville metropolitan area has over a dozen colleges and universities and features many cultural and recreational amenities, including a symphony orchestra, professional sports, an extensive park system, great restaurants, and abundant live music offerings across a variety of genres.

 

APPLICATION

 

The ACLU of Tennessee has exclusively retained Spelman Johnson, a national executive search firm, as its partner in this search for the new Director of People and Culture.

 

Review of applications will begin September 4, 2026, and continue until the position is filled. To apply for this position, please complete the brief application process and upload your resume and position-specific cover letter through the Spelman Johnson application portal.

 

Applicants needing reasonable accommodations to participate in the application process should contact Spelman Johnson at 413-529-2895 or email info@spelmanandjohnson.com.

 

EQUAL OPPORTUNITY EMPLOYER

 

The ACLU of Tennessee is an equal opportunity employer. We value a diverse workforce and an inclusive culture. The ACLU of Tennessee encourages 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, veteran status, record of arrest or conviction, or any other characteristic protected by applicable law.

 

ACLU-TN is committed to providing reasonable accommodation for individuals with disabilities. If you are selected for an interview, you will receive additional information regarding how to request accommodations for the interview process.