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Role Description

The Associate Director, Human Resources oversees workforce strategy, HR operations, and organizational effectiveness in a global, distributed environment. Reporting to the Chief Operating Officer, this role is responsible for translating CARB-X's multi-year Human Resourcing Strategic Plan into executable policies, programs, and practices that support the organization's mission, values, and long-term sustainability.

This role serves as CARB-X's primary internal HR leader, advising senior leadership and managers on:

• Workforce planning
• Compensation strategy
• Performance management
• Employee relations
• Organizational design

The Associate Director partners closely with Boston University Human Resources, external vendors (including PEOs), and internal stakeholders to ensure consistent, compliant, and equitable HR practices across geographies. This position is critical to shaping CARB-X's evolution from a lean, founder-era organization to a mature, resilient enterprise with scalable HR infrastructure. The position can be entirely virtual, but the successful candidate must be able to work (at least partially) in ET and CET time zones.

Essential Functions include:

• Enterprise HR strategy implementation and workforce planning:
  • Lead the implementation of CARB-X's multi-year Human Resourcing Strategic Plan, translating strategic priorities into actionable initiatives, timelines, and deliverables.
  • Partner with the COO and Executive Team to support workforce planning, organizational design, role clarity, and capacity modeling in alignment with CARB-X's mission and funding environment.
  • Track progress against strategic HR priorities, identify risks or bottlenecks, and recommend course corrections as needed.
  • Develop and maintain human capital metrics to inform leadership decision-making.
• Compensation, career leveling, and performance management:
  • Serve as CARB-X's internal expert on compensation, career architecture, and performance management.
  • Advise managers and leadership on job leveling, role scope changes, promotions, and salary adjustments to ensure internal equity, external competitiveness, and compliance with funder and BU constraints.
  • Partner with BU HR and external consultants to support the design and implementation of a transparent, equitable global compensation framework.
  • Oversee performance review cycles, goal-setting guidance, and professional development planning to promote consistency and accountability across teams.
• HR operations and employee lifecycle management:
  • Oversee core HR operations across the employee lifecycle, including hiring, onboarding, role changes, separations, and employee relations matters.
  • Serve as the primary liaison with BU HR, Safeguard Global, and other employment vendors to ensure accurate data management, compliant employment practices, and effective service delivery for both US-based and international staff.
  • Ensure timely and accurate processing of personnel actions, payroll coordination, timekeeping, and HR records.
  • Proactively identify operational gaps and drive process improvements to enhance efficiency and staff experience.
• Manager advisory support and organizational effectiveness:
  • Provide trusted advisory support to managers and leadership on people-related matters, including performance management, role clarity, workload balance, conflict resolution, and change management.
  • Support leaders in navigating complex or sensitive employee situations, ensuring alignment with CARB-X values, BU policies, and legal requirements.
  • Contribute to strengthening management capability across the organization by developing tools, guidance, and training resources that promote effective leadership in a global, remote environment.
• Culture, engagement, and workforce experience:
  • Lead initiatives that strengthen employee engagement, culture, and inclusion in alignment with CARB-X's values.
  • Serve as the organizational lead for staff engagement efforts, including surveys, onboarding improvements, and cross-team initiatives.
  • Partner with the COO to set priorities and direction for the Culture Working Group, supporting its efforts to enhance connection, collaboration, and shared identity across the distributed workforce.
  • Ensure that culture-related initiatives are integrated with broader HR and organizational strategies.

Qualifications

• Experience in HR leadership roles, preferably in a non-profit or research environment.
• Strong understanding of HR best practices and employment law.
• Excellent communication and interpersonal skills.
• Ability to work collaboratively in a global, distributed environment.

Requirements

• Ability to work in ET and CET time zones.
• Proven track record of implementing HR strategies and programs.
• Experience with compensation frameworks and performance management systems.

Benefits

• Flexible work environment.
• Opportunities for professional development.
• Comprehensive health benefits.