Summary

The Director, Human Resources, Culture & Leadership Development serves as an organizational advisor, providing comprehensive HR expertise and support. This role balances internal HR generalist responsibilities with consultative support to external affiliate organizations, ensuring consistent alignment with NCBA’s mission, vision, and values.

Description

Job Description

SUMMARY

The Director, Human Resources, Culture & Leadership Development serves as an organizational advisor, providing comprehensive HR expertise and support. This role balances internal HR generalist responsibilities with consultative support to external affiliate organizations, ensuring consistent alignment with NCBA’s mission, vision, and values. The Director leads initiatives in recruitment, employee relations, compliance, performance management, and organizational development, while also championing leadership growth, employee engagement, and a positive workplace culture. This position plays a pivotal role in designing, implementing, and evaluating learning and development programs that strengthen leadership capability and foster a culture of growth across NCBA and its affiliates.

ESSENTIAL FUNCTIONS

An employee in this position may be called upon to do any or all of the following essential functions. These examples do not include all of the functions which the employee may be expected to perform.

  • Serve as a trusted advisor to affiliate and internal leaders, aligning HR strategies with organizational goals.
  • Provide expert guidance on people management, performance, and employee relations.
  • Promote a culture of trust, transparency, and continuous improvement across all levels of the organization.
  • Act as a liaison between NCBA and affiliate partners, ensuring HR practices reflect shared values, compliance standards, and strategic priorities.
  • Lead full-cycle recruiting efforts, including job postings, candidate screening, interviews, and hiring recommendations.
  • Partner with the Vice President on employee investigations, ensuring fairness, objectivity, and confidentiality.
  • Conduct training needs assessments for internal and affiliate teams to identify learning and development priorities.
  • Design, implement, and evaluate training programs that support leadership development, onboarding, communication, and team dynamics.
  • Collaborate with external consultants or trainers to deliver high-quality executive-level coaching and workshops.
  • Facilitate workshops that build resilience, team building, and management skills.
  • Support succession planning and career development strategies to ensure leadership continuity and growth.
  • Provide coaching and mentoring to managers and leaders to strengthen leadership capacity.
  • Support performance management processes and culture-building efforts.
  • Advise the affiliate Executive Directors and Board on HR strategy, organizational development, workforce planning, benefit administration and employee relations.
  • Maintain expertise in HR best practices, nonprofit employment trends, and evolving legal requirements.
  • Monitor and interpret federal and state employment laws, including FMLA, ADA, wage and hour, and other compliance regulations.
  • Regularly review and update HR policies and procedures, recommending improvements to ensure equity, compliance, and organizational effectiveness.
  • Conduct compensation and benefits benchmarking to promote fairness and market competitiveness.
  • Ensure all training materials, policies, and HR communications are accurate, current, and accessible.
  • Advocate for continuous learning and professional development across the organization.
  • Serve as a backup to Director, HR on benefit administration and other HR functions as needed. 

  • Other job duties as assigned.

MINIMUM QUALIFICATIONS 

  • EDUCATION – Bachelor’s degree in Human Resources, Business Administration, or related field required.
  • EXPERIENCE – Minimum of 10 years of Human Resource management experience required. Experience working within or advising nonprofit or mission-driven organizations strongly preferred.
  • EQUIVALENCY – None
  • CERTIFICATION(S) – SPHR, PHR, or SHRM-CP certification preferred.
  • SKILLS- Thorough knowledge of all areas of HR including employee relations, talent management, training and development, employment law, and performance management is required. Passion for culture development and organizational growth is a must. Excellent interpersonal and conflict resolution skills required. Demonstrated ability to build trust and influence leaders through strong interpersonal, communication, and consultative skills. Excellent organizational and project management skills with the ability to manage multiple priorities. Must be a self-starter with ability to work with little supervision. Comprehensive knowledge of applicable statutes and regulations. Proficiency with Microsoft office software (Word, Excel, PowerPoint, Outlook).

Company Description

Initiated in 1898, the National Cattlemen's Beef Association is the marketing organization and trade association for America's one million cattle farmers and ranchers. With offices in Denver and Washington, D.C., NCBA is a consumer-focused, producer-directed organization representing the largest segment of the nation's food and fiber industry. NCBA works to achieve the vision: "To be the trusted leader and definitive voice of the U.S. cattle and beef industry."

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