Director Of People And Culture

A DC based nonprofit has a newly created leadership role intended to lead the organization into new and improved ways of working.

The ideal candidate for this role will be a seasoned HR leader with significant generalist experience as well as expertise in Talent Management and/or Organizational Effectiveness. This person will have a strong HR generalist background with solid cultural change and coaching skills. They are looking for someone with a strategic mind who is willing to perform day-to-day HR Operations with “rolled up sleeves” and have regular interaction with staff at all levels across the organization.

Hybrid role w/ 3 or 4 days in the office

Salary $130-140k

JOB SUMMARY

Provides strategic leadership for the human resources function including Talent Management, Equity & Inclusion, Organization Effectiveness (including culture, change, and transformation), Employee Relations, Workplace Policies and Practices, Compensation & Benefits, HRIS and Employee Communications. This position reports to the President & CEO and is a key member of the senior management team and will lead a team including the Recruitment Manager, HR assistant, and Equity and Inclusion Manager.

ESSENTIAL RESPONSIBILITIES

Lead people-focused strategy

· Lead the design, implementation, and maintenance of the organization’s people and culture strategy.

· Work in partnership with the senior team to develop and implement organizational practices and programs that maximize employee performance, engagement, and retention, ensuring that human resources policies and programs are aligned with the mission and our strategic organizational objectives.

· Guide leadership and employee actions by researching, developing, communicating, and updating policies, procedures, and guidelines adhering to all applicable federal, state, local and specific regulatory compliance to minimize organizational risk. Ensure consistent application of policies and practices across the organization.

· Serve as a thought partner to the senior and leadership teams on organizational design and strategic recruitment and hiring of new staff.

· Maintain knowledge of industry trends and best practices in workplace/employee development and change management. Remain current on HR trends and legislation. Provide direction and training to leadership regarding interpretation and changes in employment and labor laws.

· In collaboration with the senior team, develop a total rewards strategy, including benefit and compensation programs that are competitive with the industry, enable the organization to attract and retain qualified staff, are internally equitable, aligned with the organization’s culture, and supported by the budget.

Manage the full cycle recruitment process including sourcing, interviewing, hiring and onboarding of staff

· Devise and implement a proactive recruitment strategy that attracts high-quality staff members. Utilize key metrics to gain insight and adjust our recruitment strategy accordingly.

· In conjunction with leadership and managers, implement an inspiring and inclusive onboarding process for new employees that includes organization and department specific knowledge transfer and integration. Ensure continuous improvement of the onboarding process.

Direct activities and initiatives focused on performance management and staff development and learning

· Develop and direct all aspects of the performance management processes including expectations for staff and managers, ongoing feedback, regular performance evaluations, documentation of performance issues, and the development of performance improvement plans.

· Guide managers through any performance-related issues with team members.

· Appropriately investigate and resolve grievances and complaints.

· Assess organizational needs and identify and support opportunities for management and employee professional development and growth.

· Mentor managers on providing effective and meaningful coaching and professional development opportunities for staff.

· Identify and coordinate ongoing training for staff members, including annual compliance trainings (e.g. workplace safety, sexual harassment), skills-based training, DEI training, and other trainings as needed. Manage relationships with external consultants and vendors to provide such trainings.

· Monitor and evaluate the success of training programs, following up to ensure training objectives are met.

Support the building and maintenance of a strong, healthy organizational culture

· Regularly solicit input and collect, analyze and share metrics regarding organizational culture and employee satisfaction.

· Work closely with the senior management team and the Equity and Inclusion Manager to develop and implement an equity and inclusion strategy for the organization.

· Own initiatives focused on continuously improving organizational culture and employee engagement that is positive, inclusive, and consistent with the vision, mission, and values

· Oversee employee recognition programming such as employee social activities, work anniversaries, birthdays and other milestones.

Manage Benefits and HRIS systems

· Negotiate benefits contracts and oversee open enrollment seasons for medical, dental, supplemental, and life/LTD insurance.

· Administer, troubleshoot, and optimize benefits programs.

Supervise General HR Operations

· Supervise the HR team in the execution of day-to-day operational HR functions.

· Continuously review, update, and enforce workplace policies and procedures.

· Conduct regular HR file audit to ensure updated and complete personnel files.

EDUCATION & EXPERIENCE REQUIREMENTS

· A Bachelor’s degree, 10+ years of experience in the HR field, and SHRM certification.

· Experience in a high-growth, progressive organization

· Experienced supervisor

· Proficiency in Microsoft Word, Excel, ATS, HRIS, and payroll platforms