Senior Human Resources Specialist

The National Wildlife Federation is on an essential journey to become a durable organization that champions belonging where we act as bridgebuilders to unite people to do big things for wildlife and the communities we serve. By honoring our essence living our core values and committing to this vision the Federation can become the model wildlife organization that fully welcomes retains and celebrates staff volunteers and supporters from all backgrounds while achieving big things.

NWFs People Team is executing a three-year strategy to build a modern high-impact People function for a remote and hybrid multi-state workforce grounded in three pillars: Trust Well-Being and Community.

This role is the People Teams primary employee relations practitioner managing employee issues both proactively and reactively and partnering with staff managers and senior leaders across the organization. The person in this role is equally comfortable coaching a manager through a difficult conversation and consulting with an executive on a sensitive personnel addition to owning employee relations this role supports select Employee Experience (EX) programs such as onboarding performance evaluation engagement and culture that intersect with and are strengthened by a strong employee relations practice. It partners closely with Talent Acquisition Equity Inclusion & Belonging (EIB) Learning & Development and Compliance & Total Rewards (CTR).

• Trust by resolving employee concerns fairly and consistently and by delivering onboarding performance evaluation feedback and survey processes employees can count on regardless of where or how they work.
• Well-Being by identifying and addressing workplace friction before it escalates and by building feedback loops (pulse surveys stay interviews skip-levels) that surface workload and burnout signals early.
• Community by modeling fair transparent conflict resolution and by supporting the connection and culture touchpoints that build belonging across a distributed workforce.

• Monitor organizational health indicators (engagement data turnover patterns exit interview themes) to flag emerging ER risks before they become formal issues.
• Coach managers on early intervention: setting expectations giving feedback and addressing performance or conduct concerns before they require formal action.
• In partnership with the Director Learning & Development build manager capability through training toolkits and just-in-time guidance on employee relations fundamentals.
• Partner with leadership to identify team or organizational dynamics that could create risk (e.g. unclear roles team dysfunction).

• Serve as the first point of contact for employees and managers to address concerns complaints and workplace conflicts; conduct thorough neutral intake and investigation and close-out.
• Guide managers through corrective action processes including performance improvement plans and separations.
• Recommend and document resolutions that are fair consistent and legally sound.
• Support sensitive situations such as leave-related conflicts interpersonal disputes in coordination with the Legal team.

• Act as an HR resource for staff managers and senior leaders alike adjusting tone and approach appropriately
• Ensure consistency between policy practice and lived employee experience across the organization.
• Help maintain onboarding and EX-related content in the employee handbook in coordination with AVP Total Rewards multi-state compliance work.

• Support the ongoing evolution of the performance evaluation and feedback program including rollout communications and staff support materials.
• Contribute an employee relations lens to onboarding design and early-tenure feedback helping reduce friction and set new hires up for success.
• Assist with employee listening efforts such as stay interviews and survey follow-up and help translate findings into action including employee experience program improvements.
• Contribute to reporting on key People metrics (e.g. eNPS engagement score 90-day retention) as they relate to employee relations trends.

• Demonstrates a high degree of self-awareness recognizes how personal emotions assumptions and reactions affect others and adjusts approach accordingly.
• Builds trust by showing up with empathy consistency and candor particularly in difficult or high-stakes conversations.
• Reads organizational and interpersonal dynamics accurately and uses that insight to facilitate constructive outcomes rather than escalating conflict.
• Manages complexity and ambiguity with steadiness holds space for others without projecting personal anxiety or urgency onto the situation.
• Models the emotional tone expected of a healthy workplace: professional grounded and authentically human.

• Builds credibility through knowledge fairness and reliable follow-through earning trust with managers and colleagues rather than relying on formal authority.
• Influences outcomes by building strong relationships communicating persuasively and framing ideas in ways that resonate with diverse stakeholders.
• Shares knowledge and coaches colleagues and managers in the moment helping build people-management capability across the organization.
• Makes clear timely recommendations under pressure while remaining open to new information and willing to course-correct.
• Holds self and stakeholders accountable to outcomes while maintaining psychological safety and trust.

• Connects People programs and practices to NWFs broader organizational mission and long-term strategy.
• Identifies root causes rather than symptoms designing solutions that are durable and scalable rather than reactive.
• Uses data and metrics engagement scores retention trends time-to-fill performance patterns to inform priorities and demonstrate impact.
• Anticipates workforce trends and helps position NWF to attract develop and retain the talent it needs.

• Communicates with clarity honesty and care adapts style and approach to the audience without losing directness or authenticity.
• Navigates sensitive and confidential situations with discretion demonstrating sound judgment about what to share with whom and when.
• Creates environments where people feel safe raising concerns giving feedback and asking hard questions.
• Represents the People function credibly with managers and stakeholders across the organization translating HR concepts into plain language tied to business outcomes.

• Centers equity in all aspects of the role from case handling and policy application to the way difficult conversations are approached.
• Actively disrupts bias and inequity in systems and practices even when it requires uncomfortable conversations with stakeholders.
• Creates inclusive environments where people from all backgrounds can contribute fully and feel they belong.

• 35 years of HR experience with direct employee relations casework
• Comfort holding difficult conversations and maintaining confidentiality and neutrality.
• Experience supporting programs in a remote hybrid or multi-state organization strongly preferred.
• Working knowledge of HRIS platforms survey tools and/or learning management systems.
• Bachelors degree or equivalent professional experience; SHRM-CP/PHR preferred but not required.
• Genuine interest in NWFs conservation mission and in building an employee experience that reflects it.

NWF is an equal opportunity employer committed to fostering a workplace where all employees can thrive. We strongly encourage candidates from underrepresented backgrounds to apply.

Compensation

The salary range for this position is $70000 - $85000 annually commensurate with experience.

Travel Requirements

This position does not require travel

Cognitive & Intellectual Requirements:

• Ability to understandanalyzeand apply complex information policies and concepts
• Ability to exercise sound judgment problem-solve and make decisions in situations involving ambiguity or competing priorities
• Ability to maintain focus and sustained attentionand manage multiple tasks or work-streams
• Ability to listeninterpretand respond appropriatelyin discussions with colleagues leadership and external stakeholders
• Physical Requirements
• Ability to remain in a stationary positionfor extended periods of time while working at a computer or attending meetings
• Ability to operate standard office equipment including computers keyboards monitors telephones and video conferencing tools
• Ability to communicate and exchange informationin person via telephone and through electronic or virtual platforms
• Ability to readreview and produce written and electronic documents including prolonged use of computer screens
• Ability to move within an office or remote work environmentto access files meetings or equipment as needed

Work Environment:

• Work is performed primarily in an office or remote environment
• Role may involve extended screen timeand participation in virtual meetings

We are proud of our designation by Mogul as a Top 100 Workplace with the Best Benefits and by Forbes as one of Americas best small employers!We value work-life balance and a family-friendly atmosphere with flexible want you to be able to integrate work and personal life with attention to your self-care so that your work schedule is not offer benefits so you feel restored and fueled through the day and week.

We offer these supports to help manage your mental emotional and physical health:

• Paid time off: Vacation that starts off at three weeks accrual based on a full-time schedule unlimited wellbeing (this time can be used for physical spiritual emotional cultural religious or financial wellbeing for yourself a partner or family member including pets)half day Fridays and 11 holidays
• We close down for a paid winter break between December 25 to January 1 to recognize end of year stress and time for reflection rejuvenation and spending time with family
• Up to 16 weeks of fully paid Family and Medical Leave
• Low-cost health dental and vision insurance options all outpatient mental health is covered at in-network rates
• Therapist available at no cost
• Pet insurance and discount perk program
• Annual wellbeing allowance

In addition to your salary we offer the following supports to your personal finances:

• Retirement plan with immediate match and vesting
• Annual year end retirement contribution
• Tuition Reimbursement
• Adoption and Surrogacy assistance
• Pet adoption stipend
• Student Loan management

Applicants are invited to learn more about the National Wildlife Federations benefits package at will be reviewed on a rolling should submit a cover letter and resume.

For more information on our recruiting process please review our Careers page: strive to increase diversity equity inclusion and justice (DEIJ) in all elements of our work and with our partners to support the interdependent needs of wildlife and people in a rapidly changing world. We recruit employ train compensate and promote regardless of race religion creed national origin ancestry sex (including pregnancy) sexual orientation gender identity (including gender nonconformity and status as a transgender individual) age physical or mental disability citizenship genetic information past current or prospective service in the uniformed services or any other characteristic protected under applicable federal state or local law. We are proud to be an equal opportunity employer. Applicants are invited to learn more about National Wildlife Federations commitment to diversity equity and inclusion at recognize that people come with a wealth of experience and talent beyond just the technical requirements of a job therefore our job descriptions are guidelines not hard and fast experience which may include paid and unpaid experience including volunteer work helps build the competencies and knowledge that translates to our of experience and skills combined with passion is a key to innovation and a culture of we encourage people from all backgrounds to apply to our positions.

Please let us know if you require accommodations during the application or interview process by reaching us ator .

If selected for this position a background check will be conducted.

Required Experience:

Senior IC