Our organization

The Union of Concerned Scientists (UCS) is an independent nonprofit that puts rigorous, independent science into action, developing solutions and advocating for a healthy, safe, and just future. We envision a peaceful, healthy, and just world where science serves people and the planet by guiding policy decisions, reducing risks, and improving lives.

For over five decades, we have been working as scientists, engineers, economists, advocates, and everyday people to create and advocate for innovative, practical solutions to some of our planet’s most pressing problems—from combating global warming and developing sustainable ways to feed, power, and transport ourselves, to fighting disinformation, advancing racial equity, and reducing the threat of nuclear war. Values informing our work include:

  • Science in the service of people and the planet.
  • Justice and Equity for people of all races and incomes—now, and for future generations.
  • Courage to take principled, science-based stands in the public arena.
  • Integrity to always examine evidence critically, openly, and honestly.
  • Democracy to promote a voice for all in government decisions.
  • Action inspiring and mobilizing people to build a healthier, safer, and more just world.

UCS’s People & Culture Department

Summary of Responsibilities

The Director of People Operations is responsible for establishing, implementing, and improving People + Culture policies, procedures, processes, and systems to maximize the efficiency and effectiveness of operational infrastructure and ensure employee satisfaction in line with the strategic goals of the organization. This role is responsible for establishing and implementing best-in-class programs and operational infrastructure and ensuring compliance with all federal, state, and local employment policies, laws, regulations, health, and safety standards (e.g., EEO, FLSA, FMLA, Employee Handbook, Employment Agreements, OSHA, etc.). Will develop and recommend process improvement initiatives to enhance staff support and maximize the effectiveness of UCS’s internal HR operations.

Ensure diversity, equity, inclusion, and justice themes and practices are embedded throughout day-to-day People + Culture practices, as well as within program, process, project, and initiative content.

The Position

The essential job duties/responsibilities of the position are included in but not limited to the information listed below.

  • Assess the current People Operations infrastructure (policies, processes, procedures systems, benefits), then develop and implement improvements by applying best practices to improve effectiveness.
  • Ensure compliance with federal, state, and local employment policies, laws, regulations, health, and safety standards (e.g., EEO, FLSA, FMLA, Employee Handbook, Employment Agreements, OSHA, etc.).
  • Oversee UCS’s processes related to onboarding, employee relations, governance, benefits administration, and compliance.
  • Develop and recommend process improvement initiatives to enhance staff support and maximize the effectiveness of UCS’s internal HR operations.
  • Provide oversight and guidance of the UCS onboarding process to continually enhance the onboarding experience.
  • Support compensation processes and participate in salary surveys.
  • Prepare annual budget for P&C to partner with the CPO and CFO on all initiatives and projects for P&C to ensure adequate funding.
  • Collaborate and provide guidance to execute best practices related to the employee lifecycle, supporting employee retention and engagement, and retaining the best talent.
  • Build and maintain trusted, mutually respectful relationships with senior leadership, managers, and employees.
  • Drive excellence through data analysis and capturing critical HR metrics while staying abreast of emerging trends and best practices.
  • Oversee the onboarding, offboarding, and exit interview process, analyzes trends, and provide recommendations for improvement.
  • Support functional team members in preparing for and facilitating leadership conversations.
  • Lead planning for meetings, facilitation of agenda, preparing content, tracking key actions, and documenting decisions and actions; drive clarity in conversations to confirm actions, owners, and due dates.
  • May also assist with Payroll related responsibilities as needed.


Qualifications and Experience


  • Seven to ten years of HR/People + Culture management experience (preference for Operations, Compliance) with deep expertise in and passion for policy/process development and program delivery.
  • Nonprofit working environment experience.
  • Experience in designing and implementing change management and culture-building programs.
  • Solid knowledge of federal, state, and local employment laws and benefits regulations and experience with EEO and affirmative action programs and more generally with JEDI-related technical matters.
  • Solid understanding of privacy laws. Working knowledge of employment law (multi-state or global)
  • The ability to work in a team-based environment is necessary.
  • Superior communication skills: both written and oral, including the ability to effectively communicate with and present to senior leadership.
  • Sound judgment and discretion; able to manage sensitive and confidential information appropriately.


  • Master’s degree (longer experience may be substituted for degree).
  • Knowledge of compensation design and implementation, preferably in non-profit environments.
  • HR certifications.
  • Strong analytic skills with the ability to compile, research, and analyze information and then draw insights and influence data-driven decisions.

Supervisory Responsibility

Supervises one Operations Manager. Dotted line supervision of P&C, Finance, and other staff assigned to training coordination, internship management, benefits, and payroll duties.

Physical Requirements

Little or no exertion; may require extended periods at a computer.


Some travel is required.


Non-profit, Management, Human Resources, Business Partner, People, Employment Law, Training, Performance, Change, Leadership.

UCS is an equal opportunity employer actively seeking to diversify its staff. We’re dedicated to broadening opportunities for individuals from demographic groups that are historically underrepresented in the sciences and in environmental advocacy. We’re also committed to building an inclusive workplace culture where talented people of widely diverse backgrounds can thrive. We believe the inclusion of culturally diverse perspectives will improve our work and produce better societal and environmental outcomes for all, including historically disenfranchised communities.



This is a full-time remote position. For those who meet all position requirements, the salary range is $129,001 to $145,130. UCS offers excellent benefits and a rewarding work environment. *CA resident only, we offer a 12% salary differential*

Information about the organization is available at http://www.ucsusa.org.

Comparable training and/or experience can be substituted for degrees when appropriate.

More about the team:

Our team is made up of a dedicated group of researchers, scientists, communicators, campaigners, and advocates from wide-ranging backgrounds and experiences. We are committed to building a diverse and inclusive team and a collaborative and supportive work environment where all staff can thrive. We continually strive to create an environment which is a welcoming place for the LGBTQ+ community, people of color, parents, empty-nesters, and people with a wide variety of interests and backgrounds.

To Apply: We know there are great candidates who won’t check all these boxes, and we also know you might bring important skills that we haven’t considered. If that’s you, don’t hesitate to apply and tell us about yourself. Please upload a cover letter and resume. In the cover letter, please confirm that the listed salary meets your expectations. Upload materials in Word or PDF format only. No phone calls, please.

This position is NOT in the bargaining unit.

Covid Mandate for New Hires:

For in office roles, UCS employees must be fully vaccinated against COVID-19. Employees are considered fully vaccinated as defined by the CDC. All new hires who will be reporting to an office location must provide notice of their vaccination status and vaccination documentation, on or before their first day of work. For all others, UCS strongly encourages full vaccinations among its employees, up to and including booster shots, even if working remotely.

Deadline: Until filled.