Director, Human Resources in New York, New York at Steven Winter Associates

Work Authorization: Applicants must currently be authorized to work in the United States on a full-time basis. Steven Winter Associates (SWA) does not sponsor employment-based visas (e.g., H-1B, OPT, etc.) for this position, now or in the future.

What to Know: Steven Winter Associates, Inc. (SWA) is a collaborative employee-owned firm that’s been transforming the built environment for 54 years. Our mission is to make buildings more sustainable, energy-efficient, accessible, healthy, and resilient, not just with better structures, but with the communities they serve. Working with architects, engineers, developers, owners, and project teams, our team of consultants is always pushing boundaries, collaborating, and problem-solving to deliver solutions that benefit people and the planet.

Join us and become part of a company where your work helps shape a better built environment and where your voice matters. For further information on Steven Winter Associates, please visit http://www.swinter.com.

Why This Role Matters: As HR Director at SWA, you will play a pivotal role in how we support, develop, and grow our people across a company of approximately 110 employees. This is a highly visible, hands-on leadership role for someone who thrives in the day-to-day and is motivated by creating a streamlined, supportive, and positive employee experience across the organization.

You will serve as a go-to resource for supervisors and employees - someone who remains accessible, responds quickly to needs as they arise, and brings clarity and solutions to complex or time sensitive situations. You will play a central role in shaping a positive, inclusive culture where employees feel supported, heard, and set up to succeed.

While you will oversee core HR functions including talent acquisition, employee relations, compensation, benefits, compliance, performance management and immigration, your impact will come from maintaining an engaged, people-first environment. This is a role for a leader who can balance operational efficiency with a focus on connection, ensuring every employee feels energized, valued, and aligned with SWA’s mission.

Additional Information:

• Location & Reporting: Reporting to the CEO, this role can be based in either our New York City or Norwalk, CT office.

• Compensation: The proposed annual salary range for this position is $140,000 to $160,000 based on a 40-hour work schedule. The final salary may vary depending on job-related skills and experience.

• Onboarding Expectation:?Start date as soon as possible.

Reasonable accommodation will be provided to enable individuals with disabilities to perform the essential functions.

Operational HR Leadership & Culture:

• Strategic Advisory: Partner closely with leadership to turn business priorities into practical HR strategies and implement them.

• Culture & Connection: Foster a collaborative, engaged workplace where people feel energized, supported and connected to SWA’s Company Principles.

• Team Leadership: Lead, mentor, and support the HR Manager and Talent Acquisition (TA) Manager.

Talent Management & Development:

• Recruitment Strategy: Provide strategic direction and oversight for SWA’s hiring efforts, partnering closely with the TA Manager to attract and retain talent that is a strong culture add.

• Onboarding & Development: Work with business units to refine and manage welcoming onboarding experiences, clear role expectations, and practical training that helps people grow from day one.

• Performance & Compensation: Lead the annual performance review process, ensuring it is user-friendly and provides a meaningful experience for staff. Serve as a key member of the Promotion and Compensation Committees, providing data-driven insights to ensure fair, consistent, and transparent decision-making.

Employee Relations & Support:

• Manager Support & Coaching: Partner closely with supervisors to coach them th rough day-to-day people matters, including promotions, performance concerns, and challenging HR situations with care, discretion, and sound judgment.

• Accessible Support: Partner with business leaders and staff as a trusted advisor, providing guidance on workplace concerns, resolving issues, and supporting employees through complex or sensitive situations. Serve as a resource for navigating internal processes and accessing support.

• Conflict Resolution: Address and resolve workplace issues in a fair, consistent, and empathetic manner, ensuring alignment with company policies and professional standards.

Total Rewards & Operations:

• Benefits Administration: Oversee the day-to-day administration of our healthcare, dental, 401(k), and other wellness benefit programs, ensuring offerings are easy to understand. Lead the annual open enrollment process and manage vendor relationships to maintain competitive offerings.

• HR Technology & Payroll: Own and provide direct oversight of SWA’s current payroll platform (Paylocity) and applicant tracking system (ClearCompany) to improve efficiency, maintain strict data integrity, and ensure employees can access information easily.

Compliance & Immigration:

• Regulatory Oversight: Take full ownership of federal, state, and local regulatory compliance (including EEOC, FLSA, FMLA, and ADA requirements). Keep policies clear and practical, ensuring the Employee Handbook is up to date and consistently enforced across all locations.

• Year-End Requirements: Lead critical compliance cycles and annual reporting obligations, including ACA reporting, EEO-1 filings, 401(k) non-discrimination testing, and workers' compensation audits.

• Immigration & Work Authorization: Manage employment-based immigration programs (including H-1B, TN, F-1 visas with OPT/STEM OPT, and Green Card sponsorship). Partner with external immigration counsel to manage filings, maintain accurate Public Access Files (PAF), and track visa expirations to ensure seamless work authorization.

What You Bring: The ideal candidate for this role brings a grounded, hands-on approach to working with others and navigating complex or sensitive situations. We’re looking for someone who demonstrates empathy, strong judgment, and the following strengths:

• Experience in a professional services, consulting firm, or similar environment is a plus.

• Navigates organizational nuances and informal team dynamics to drive effective decision-making.

• Explains the “why” behind policies to build trust and gain support for new ideas.

• Promotes alignment and teamwork across offices and business units, internally and externally.

• Cultivates strong relationships across all levels, from interns to senior leaders.

• Leads and supports organizational change, guiding others through transition, when needed.

• Able to exercise judgment to know when to listen and the backbone to take a stand.

• Builds credibility through deep HR experience and a transparent, "results-matter" approach.

Who You Are:

• Bachelor’s degree in HR, business, organizational leadership, or related experience.

• 10+ years of HR experience (ideally within firms of 100+), including at least 3 years partnering with leadership to guide team and people strategy.

• Strong knowledge of federal and state employment laws, including EEOC, FLSA, FMLA, and ADA requirements, with experience managing compliance processes and annual reporting.

• Experience designing and overseeing compensation structures and health / wellness benefit programs.

• Experience in AEC (architecture, engineering, construction) industry, a plus.

Technical Expertise:

• SHRM-SCP or SPHR certification preferred.

• Practical experience managing U.S. employment-based immigration programs in partnership with external counsel, including: H-1B, TN, F-1 visas with OPT/STEM OPT, and employment-based green card sponsorship.

• Proficiency with Paylocity, ClearCo (ATS), or similar HRIS and ATS systems required.

Application Process:

• A cover letter is requested for consideration outlining interest.

• Resumes will be reviewed on a rolling basis. Selected candidates will move through three interview rounds, including a final panel interview.

• If you meet at least 75% of the qualifications, we encourage you to apply.

• SWA is committed to inclusion and will provide reasonable accommodation for individuals with disabilities.

PHYSICAL REQUIRMENTS: While performing the duties of this job, the employee is regularly required to sit. The employee frequently is required to walk; use hands to finger, handle or feel; reach with hands and arms; and talk or hear. The employee is occasionally required to stand. The employee may be required to lift or move objects up to 20 pounds. Specific vision abilities required by this job include close vision, distance vision, color vision and the ability to adjust focus.

TRAVEL REQUIREMENTS: Regular travel between New York and Connecticut (every other week) is expected; The role will also include travel to the Somerville, MA and Washington, D.C. offices at least once per quarter.

WORKING ENVIRONMENT: Recent hires may be required to work in-office five days per week during onboarding, with potential for a hybrid schedule with supervisor approval. Under SWA’s current policies, all team members are expected in the office at least three days per week, with flexibility based on job duties and site work.

EEO AND DIVERSITY, EQUITY, AND INCLUSION (DEI) - SWA is an Equal Opportunity Employer – all qualified applicants will be afforded equal employment opportunities without discrimination because of race, color, religion, sex (including pregnancy, gender identity, and sexual orientation), national origin, age, disability, or marital status.

Diversity, Equity, and Inclusion (DEI): SWA is a workplace where we are aware of and welcoming of the ways in which we are all diverse as evidenced by a culture of listening and understanding. We endeavor to create a workplace where people feel empowered to act; a safe place where people are open to discussing different views; ongoing education opportunities around diversity, equity, and inclusion; and to build a culture of belonging and accountability.