Career opportunities

There are dozens of ways to join the cause. Among them is joining our team of passionate people.

We are an equal opportunity employer, dedicated to diversity, equity, inclusion and justice in the workplace. Applicants living with HIV or from communities disproportionately affected by HIV are strongly encouraged to apply.

Title: Human Resources Manager   
FLSA Classification:  Full-Time, Exempt        
Location:  Partial Remote Option Available
Reports To: COO
Salary Range:  $80,000 – $90,000


AIDS United is seeking a Human Resources Manager to serve as the main point of contact for staff for all HR and payroll-related matters.

This role will be responsible for human resources functions and payroll processing that includes but not limited to:  Payroll, recruitment, onboarding, offboarding, employee records management, benefits, HRIS support, and performance management. 

This is a full-time position with an anticipated start date sometime in Spring 2023.

Essential Duties & Responsibilities


  • Partners with the leadership team to understand and execute the organization’s human resource and talent strategy particularly as it relates to current and future talent needs, recruiting, retention, and succession planning.
  • Manages the talent acquisition process, which may include recruitment, interviewing, and hiring of qualified job applicants; collaborates with departmental managers to understand skills and competencies required for openings.
  • Manages the onboarding process by processing new hire paperwork, coordinating onboarding schedule with hiring managers and IT team, and conducting New Hire Orientation presentation.
  • Manages offboarding, facilitating equipment returns, exit interviews, etc.
  • Manage the Mid-Year and Annual Performance review process.
  • Advises and supports managers with employee relations issues including performance management, disciplinary, grievance, and redundancy.
  • Provide support for HR activities such as continuous improvement initiatives.
  • Maintains knowledge of trends, best practices, regulatory changes, and new technologies in HR, talent management, and employment law.
  • Works closely with management and employees to improve work relationships, build morale, and increase productivity and retention.


  • Manages and processes payroll twice monthly for the organization via ADP Workforce Now.
  • Implements, maintains, and reviews payroll processing systems to ensure timely and accurate processing of payroll transactions including salaries, benefits, garnishments, taxes, and other deductions.
  • Ensures accurate and timely processing of payroll updates including new hires, terminations, benefit and other deduction, and changes to pay rates.
  • Prepares and maintains accurate records and reports of payroll transactions.
  • Ensures compliance with federal, state, and local payroll, wage, and hour laws and best practices.
  • Facilitates annual financial statement audits by providing records and documentation to auditors.
  • Identifies and recommends updates to payroll processing software, such as ADP or similar systems, and procedures.


  • Perform other duties such as assisting in HR special projects or initiatives and assignments as needed.


  • Excellent verbal and written communication skills.
  • A bachelor’s degree (or equivalent experience) and a minimum of three (3) years of Human Resources generalist experience. PHR or SHRM-CP certification preferred.
  • Minimum of three (3) years of relevant experience including payroll administration.
  • Extensive knowledge of the payroll function including preparation, balancing, internal control, and payroll taxes.
  • Thorough knowledge of employment-related laws and regulations.
  • Strong proficiency with the Microsoft Office Suite.
  • Ability to recognize information needed to solve a problem efficiently.
  • Responds quickly and effectively to unexpected and rapidly changing conditions.
  • High-level attention to detail, process detailed information effectively and consistently.
  • Establishes and enforces procedures to ensure high quality of work.
  • Models the use of sound judgment and integrity to make clear, transparent decisions regarding complex or sensitive issues.
  • Supports the organizations culture of openness and transparency, commitment to social, and meaningful involvement of People living with and vulnerable to HIV.
  • Exemplifies the organization’s commitment to diversity, equity, and inclusion.



This position does not have any direct reports currently.


Position could be partially remote.


Position is based in Washington, D.C., and requires minimal travel (less than 7 days per year).


AIDS United’s mission is to end the AIDS epidemic in the United States. We seek to fulfill our mission through strategic grantmaking, capacity building, policy/advocacy, technical assistance, and formative research. AIDS United offers competitive compensation and benefits package and is an Equal Opportunity Employer dedicated to diversity in the workplace.

People with relevant lived experience are strongly encouraged to apply.

To apply, please submit a cover letter and resume to


Whistleblower Policy

A whistleblower as defined by this policy is an employee of AIDS United who reports an activity that he/she/they considers to be illegal or dishonest to one or more of the parties specified in this policy. The whistleblower is not responsible for investigating the activity or for determining fault or corrective measures; appropriate management officials are charged with these responsibilities.

Examples of illegal or dishonest activities are violations of federal, state or local laws; billing for services not performed or for goods not delivered; and other fraudulent financial reporting.

If an employee has knowledge of or a concern of illegal or dishonest fraudulent activity, the employee is to contact his/her immediate supervisor or the Vice President of Operations. The employee must exercise sound judgment to avoid baseless allegations. An employee who intentionally files a false report of wrongdoing will be subject to discipline up to and including termination.

Whistleblower protections are provided in two important areas — confidentiality and against retaliation. Insofar as possible, the confidentiality of the whistleblower will be maintained. However, identity may have to be disclosed to conduct a thorough investigation, to comply with the law and to provide accused individuals their legal rights of defense. The Organization will not retaliate against a whistleblower. This includes, but is not limited to, protection from retaliation in the form of an adverse employment action such as termination, compensation decreases, or poor work assignments and threats of physical harm. Any whistleblower who believes he/she/they is being retaliated against must contact the Vice President of Operations immediately. The right of a whistleblower for protection against retaliation does not include immunity for any personal wrongdoing that is alleged and investigated.

Defend Trade Secrets Act (DTSA) Compliance: “Immunity from Liability for Confidential Disclosure of a Trade Secret to the Government or in a Court Filing:

(1) Immunity—An individual shall not be held criminally or civilly liable under any federal or state trade secret law for the disclosure of a trade secret that—(A) is made—(i) in confidence to a federal, state or local government official, either directly or indirectly, or to an attorney; and (ii) solely for the purpose of reporting or investigating a suspected violation of law; or (B) is made in a complaint or other document filed in a lawsuit or other proceeding, if such filing is made under seal.

(2) Use of Trade Secret Information in Anti-Retaliation Lawsuit—An individual who files a lawsuit for retaliation by an employer for reporting a suspected violation of law may disclose the trade secret to the attorney of the individual and use the trade secret information in the court proceeding, if the individual—(A) files any document containing the trade secret under seal; and (B) does not disclose the trade secret, except pursuant to court order.”

All reports of illegal and dishonest activities will be promptly submitted to John Roane Jr., the Vice President of Operations, who is responsible for investigating and coordinating corrective action.  However, if the intended report involves the Vice President of Operations, the matter should be reported to Jesse Milan Jr., the CEO.  If the report involves the Vice President of Operations and the CEO, contact should be made to Dr. Robert Hilliard Jr., the Chair of the Board of Trustees.

Employees with any questions regarding this policy should contact the Vice President of Operations.