NOTE: The Kalamazoo Community Foundation’s most critical role, especially  during this time of uncertainty, is to serve our community. Our team members, who are working remotely, are working diligently in relationship with our community partners to provide relief efforts for those impacted by COVID-19. We appreciate your grace and patience at this time as our hiring process has slowed in light of current events.

Here at KZCF we are a team of people who love where we live and love what we do. We give back to Kalamazoo County by investing in people and programs that will help create a community where every person can reach full potential.

Established in 1925, we are one of the oldest and most successful community foundations in the country. With assets totaling $530 million, each year we and our donors invest about $15 million in the community in the form of grants to nonprofit organizations.

Located in Southwest Michigan (about two hours northeast of Chicago and two hours southwest of Detroit), KZCF offers a competitive benefits package; team-oriented, performance excellence culture; and unlimited opportunities to make life in Kalamazoo County better for everyone. In 2019 – for the sixth year in a row – we were named one of West Michigan's 101 Best and Brightest Companies to Work For.

We believe the strength of our organization depends on our commitment to value, respect and embrace diversity, and we look forward to hearing from talented people of diverse backgrounds, beliefs and perspectives. We are an equal opportunity employer and strive to demonstrate our commitment to diversity, equity and inclusion in all of our policies, procedures and practices.

Human Resources Director: Application Open Until Position is Filled


(Downloadable PDF of job posting)
Reports To: President & CEO
Starting Pay Grade: $70,600 - $84,700
Position Status: Full-Time (40 hours/week)

Position Summary
The Human Resources Director is the Community Foundation’s key individual responsible for all areas of Human Resources and Organization Development. As a member of the Strategy and Leadership Team, the Director creates an HR environment that is people centered. This role provides key human resources leadership; including, organizational development, programs and practices inclusive of recruitment, staff development, employee relations, ethical and legal compliance, compensation and benefits, performance planning, culture of belonging, and employee engagement. The Director develops and implements a workforce diversity and inclusion strategy as well as all HR activities aligned with our strategic plan and our key organizational values of diversity, equity, inclusion, and anti-racism.

Essential Duties & Responsibilities

Position Functions:

  • People Centered Human Resources Environment
    • Shapes an environment for staff to feel understood and valued, knowledgeable about benefits and resources, and assisted to mutually solve problems
    • Develop and deploy resources intended to help employees be successful in their roles, including talent development plan, and customized strategies for advancing and retaining people of color as well as other underrepresented groups in the workforce: including but not limited to LGBTQ, differently-abled, and religious/ethnic employees
  • Diversity Equity and Inclusion
    • Designs, implements, and governs anti-racist, diversity and inclusion strategies, policies, programs and initiatives as it pertains to recruiting, hiring, developing and retaining a diverse workforce in collaboration with Director, DEI and the Antiracism Transformation Team
    • Determines diversity, equity, and inclusion metrics and goals for KZCF staffing, tracks this data, and develop action steps to improve results
  • Organizational Development
    • Collaborates with hiring supervisors to develop staffing strategies and plans to identify talent and enhance recruitment and staff retention
    • Translates strategic plan into HR strategic and operational plans, oversees Accountability Chart and leads the process for assessing organizational needs, employee performance, and values alignment
    • Provides advice and counsel to the Strategy and Leadership Team, supervisors and staff regarding HR practices, policies, and employment law
  • Culture
    • Leads efforts with the Strategy and Leadership Team to build and execute strategies and processes that promote a culture of belonging, accountability, positive work environment, and staff engagement
    • Develops benchmarking strategies to seek out and implement best practices for employee engagement, satisfaction, and culture.
    • Support activities that advance inclusion and equity, such as affinity groups, DEI coaching, training, etc.
    • Manage a system for collecting and tracking workforce diversity dimensions in a way that ensures confidentiality and appropriate access for organizational growth
  • Human Resources
    • Develops and implements staffing strategies for the entire employee lifecycle with an emphasis on continuous improvement including:
      • Recruiting with an emphasis on diversity hiring strategy and ensuring candidates feel cared for during the process
      • On-boarding/Orientation
      • Employee retention
      • Performance review and improvement
      • Staff development
      • Succession planning
    • Support supervisors throughout the organization to ensure the consistent, quality, execution of processes throughout the entire life cycle
  • Benefits
    • Oversees all employee benefits including, health, life, disability, and retirement plans including:
      • Annual renewal
      • Keeping abreast of benefit trends to ensure our plan are cost effective and competitive
      • Maintains all plans in compliance with Federal and state laws and regulations
  • Performance Excellence
    • Collect and analyze staff satisfaction data periodically, at least annually
    • Recommend changes to S&L team in order to increase satisfaction
    • Collect and analyze peer comparable data
    • Ensure HR processes are documented in PBM format
    • Develop weekly, quarterly and annual metrics for scorecards and use results to adjust activities in order to reach goals
  • Accounting
    • Creating and monitoring the HR and benefits budgets
  • Other
    • Supervises assigned staff. In doing so, assigns plans and reviews work; establishes priorities; instructs and trains employees; supervises projects; conducts performance evaluations and corrective action or job counseling; and participates in hiring and terminations
    • Participates in community foundation field networks and learning groups as appropriate
    • Performs other projects or duties as assigned
  • Supports the mission, vision and strategic goals, as a part of the Performance Excellence Model of the Community Foundation, in order to serve both internal and external customers
  • Follows and supports Community Foundation policies and procedures
  • Embraces supports and integrates Community Foundation philosophies related to diversity, inclusiveness and anti-racism. and willingness to acknowledge and address other forms of social bias
  • Evaluates own performance and assumes responsibility for professional development
  • Embraces philosophy of and actively engages in lifelong self-reflection and growth regarding personal bias from an anti-racist and anti-oppressive lens
  • Able to confront personal, individual and internal systematic bias with regards to race, gender, orientation, etc., which will require sharing and discussing personal identities in relation to the work environment and learning to be comfortable with often difficult interactions around deeply personal, often divisive conversations, while supporting others to engage similarly
  • Masters concept of Process Based Management (PBM)
  • Maintains current knowledge of all changes affecting area of work
  • Conducts self in a professional manner and aligned with Core Values
  • Maintains appropriate professional appearance
  • Maintains confidentiality


  • Actively participates in meetings, committees and volunteer opportunities within the organization
  • Participates as a team member utilizing a collaborative style to achieve mutual goals.
  • Provides proactive, creative cross-functional thinking and ideas to enhance service to customers
  • Demonstrates ability to work effectively with others

Knowledge, Skills & Abilities


  • Bachelor’s degree in human resources, business or related field or an equivalent combination of training and relevant work experience
  • At least 5 years in human resources systems or equivalent with proven ability to accept higher levels of responsibility
  • Experience in leadership role as member of leadership team setting strategy and organizational accountability for results
  • Self-directed and able to take the initiative to address issues, make decisions appropriate to the situation and recommend methods of resolution or change when needed
  • Able to remain calm and focused in stressful situations as well as navigate difficult conversations
  • Able to address issues in an appropriate and timely manner
  • Enjoys establishing and maintaining mutually satisfying relationships
  • Able to accurately understand and adapt behavior to cultural difference and commonality
  • Well organized and detail oriented with ability to prioritize and effectively manage multiple work tasks
  • Able to synthesize information from multiple perspectives and develop action plans with a focus on people centered solutions
  • Excellent written and verbal skills
  • Proficiency in the use of Microsoft Word and Excel


  • SPHR or PHR certification preferred
  • Knowledge, analysis and experience in inter-cultural competencies and anti-racism and demonstrated ability to integrate into organizational practices, policies, & culture

Physical/Mental Requirements

  • Works in well-lit, pleasant, smoke-free office
    Requires occasional travel
  • Frequently requires extended workdays
  • Must be able to sit for long periods of time
  • Involves periodic repetitive movement associated with keyboarding
  • Able to stoop, bend and move intermittently in order to do filing and move equipment and supplies necessary for job function
  • Requires frequent attention to detail/concentration on figures, paperwork, data, etc.
  • Frequent pressures related to meeting deadlines and fulfilling scheduling requirements
  • Frequent distracting influences such as people, phone calls, noise and so forth
  • Simultaneous handling of multiple tasks on a frequent basis
  • Frequent intermittent or cyclical work pressures
  • Frequent irregularity of work hours because of overtime requirements, attendance at meetings, etc.
  • Occasional on-call availability to handle work problems, handle emergencies/crisis situations etc., at all hours


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