Director of HR & Diversity


The Museum of Arts and Design (MAD) seeks a Director of HR & Diversity to lead the Human Resources function by partnering with other senior leaders to ensure strategic, effective, efficient, and compliant administration and engagement of the Museum workforce. The Director of HR & Diversity will oversee the full range of human resources functions, including recruitment, onboarding, talent development and retention, performance management, skills and required training, employee relations, policy development, and HR information system and processes.

Compensation starts at $125,000 annually, commensurate with experience. Hours are weekdays 9:30 am–5:30 pm. This position is eligible for remote work 1–2 days per week after 6 months of employment. The Director of HR & Diversity reports to the Director and works collaboratively with colleagues across the Museum.

The Museum of Arts and Design (MAD) champions contemporary makers across creative fields and presents the work of artists, designers, and artisans who apply the highest level of ingenuity and skill. MAD provides an opportunity for employees to enrich and develop their love of the art, craft and design while contributing their specific skills, expertise, and talents.


  • Provide overall leadership and guidance to the HR function by developing and overseeing workforce planning, talent acquisition, onboarding, learning and development, performance management, classification/compensation, benefits, succession planning, payroll, and leadership development.
  • Oversee and regularly review employee benefits program, and coordinate with finance team on planning and implementing new plans and plan changes.
  • Serve as a resource to staff for access to accurate and timely information about their benefits and other benefits questions.
  • Identify and lead the development of policies, programs, procedures, methods, and guidelines that support workforce productivity, morale, engagement, and adaptability.
  • Work collaboratively with leadership to promote diversity, equity, and inclusion best practices and to ensure that MAD is well-positioned to attract and retain talent
  • Support institutional workforce planning through analysis of internal and external workforce trends, in particular trends related to the impact of technology on the future of work. Advance institutional implementation of remote and hybrid working arrangements.
  • Evaluate and formulate responses to complex talent, team, organizational, and institutional effectiveness issues, and opportunities.
  • Guide management actions by researching, developing, writing, and updating policies, procedures, methods, and guidelines; communicating and enforcing organization values.
  • Oversee compliance with federal, state, and local legal requirements by studying existing and new legislation; anticipating legislation; enforcing adherence to requirements; advising management on needed actions.
  • Stay current with trends and best practices in the field.
  • Serve as a resource for staff at all levels.


A successful candidate will meet many of these requirements, and have the desire and capacity to learn the rest on the job.

  • Significant leadership experience in human resources, including experience in transformational environments and change management processes designed to provide strategic direction in a dynamic organizational culture.
  • Ability to reinforce adherence to policies and controls.
  • Ability to drive consensus and make critical decisions.
  • Experience with the implementation and application of technology to HR operations. Proficiency in commonly used HR software, such as ADP.
  • Significant experience and success in applying diversity, equity, and inclusion in the recruitment process and all other aspects of human resources functions, and a high degree of sophistication in talent acquisition and talent management.
  • Systems builder; a strong operational leader who has demonstrated the ability to build systems that are accessible and ensure equity, accountability, and organizational success.
  • Experience and expertise in resolving labor and employee relations matters with particular emphasis on private-sector labor law in the for-profit or non-profit sectors. Ability to partner with General Counsel to negotiate and implement collective bargaining agreements and other contracts.
  • Must be detail-oriented, possess excellent planning and organizational skills, strong financial acumen, and must have excellent communication skills with the ability to relate to employees at all levels of the organization.
  • Strong proficiency in the Microsoft Office Suite, including Outlook, Word, Excel, Teams/Sharepoint, and PowerPoint.
  • COVID guidelines: The health and safety of our Museum community is the highest priority. As such, MAD requires all newly hired staff members and freelancers to be fully vaccinated with an FDA-authorized and/or approved COVID-19 vaccine, including a booster if eligible. Requests for reasonable accommodations for medical, religious, or other reasons will be considered in accordance with applicable law.


  • Significant human resources experience, preferably in a not-for-profit organization (ideally in a museum or other cultural arts setting).
  • Undergraduate degree in a relevant field or equivalent combination of experience sufficient to successfully perform the job's essential functions.


Research shows that women and people from underrepresented groups often apply to jobs only if they meet 100% of the qualifications. We recognize that it is highly unlikely that someone meets 100% of the qualifications for a role. If much of this job posting describes you, then please apply for this role.

MAD provides equal opportunity to all employees and applicants for employment without regard to race, color, religion, creed, sex, sexual orientation, national origin, ancestry, age, mental or physical disability, pregnancy, alienage or citizenship status, marital status or domestic partner status, genetic information, genetic predisposition or carrier status, gender identity, HIV status, military status and any other category protected by law in all employment decisions, including but not limited to recruitment, hiring, compensation, training and apprenticeship, promotion, upgrading, demotion, downgrading, transfer, lay-off and termination, and all other terms and conditions of employment.

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