Description

Position Summary 

US Chess is seeking an experienced Human Resources and Risk Mitigation Consultant to provide ongoing strategic and operational HR support. This role is critical to advancing US Chess's commitment to organizational integrity, participant safety, and legal compliance across a complex, multi-state nonprofit environment. The ideal candidate brings a thorough understanding of employment law across multiple U.S. jurisdictions, demonstrated experience in Safe Play and child protection policy, and the ability to develop and implement scalable HR infrastructure for a growing organization. 

Working Conditions & Engagement Structure 

This is a consulting engagement and may be structured as a retainer, hourly, or project-based arrangement depending on the candidate's preferences and organizational needs. The anticipated scope involves approximately 80+ hours per month with the potential for increased engagement during periods of organizational change, events, or incident response. US Chess is a fully remote organization; this role may be performed remotely with periodic participation in leadership calls, board meetings, or national events as warranted. 

Requirements

Safe Play & Participant Protection 
Serve as a subject matter expert on Safe Play standards, including best practices for youth protection and the prevention of abuse, harassment, and misconduct in sports and scholastic settings. 

Review, update, and implement US Chess's Safe Play policy framework in alignment with U.S. Center for SafeSport guidelines and applicable federal and state laws. 
Advise leadership on mandatory reporting obligations and appropriate response protocols for Safe Play incidents or complaints. 

Support education and training initiatives related to Safe Play for staff, volunteers, tournament directors, and other stakeholders. 
 
Human Resources Law & Compliance 
Provide guidance on employment law compliance across multiple states, with awareness of variations in wage and hour law, leave requirements, anti-discrimination protections, and at-will employment doctrine. 
Advise on HR matters involving staff, contractors, and volunteers, including performance management, disciplinary actions, terminations, and accommodations. 
Monitor regulatory changes affecting nonprofit employers and proactively communicate compliance obligations to US Chess leadership. 
Ensure consistent and legally sound HR practices across all operational functions. 
 
Policy & Procedure Development 
Draft, revise, and maintain the US Chess Employee Handbook and related HR policies, ensuring clarity, consistency, and legal compliance. 
Develop and document standard operating procedures for key HR functions, including hiring, onboarding, performance evaluation, and offboarding. 
Create and implement codes of conduct, conflict of interest policies, and anti-harassment/anti-discrimination protocols. 
Ensure all policies reflect the nonprofit governance standards expected of a national sports governing body. 
 
Onboarding & Talent Management 
Design and maintain a structured onboarding program for new staff and key volunteers that reinforces organizational values, Safe Play expectations, and operational procedures. 
Develop role-specific onboarding checklists, orientation materials, and compliance acknowledgment processes. 
Support hiring managers with job description development, interview guidance, and selection best practices. 
Advise on retention strategies, employee engagement, and organizational culture. 
 
Risk Mitigation 
Conduct periodic HR and operational risk assessments to identify organizational vulnerabilities and recommend mitigation strategies. 
Advise the Executive Director and Board on insurance coverage needs related to employment practices liability (EPLI), Directors & Officers (D&O) coverage, and general liability. 
Support the development and testing of incident response and crisis communication protocols related to HR and Safe Play matters. 
Collaborate with legal counsel as needed on HR disputes, investigations, and litigation prevention. 
Maintain documentation practices that protect the organization in the event of regulatory inquiry or legal action.