People & Culture Director Jobs

About HealthConnect One (HC One)
HealthConnect One is committed to collaborating with Black, Brown, and Indigenous communities to ensure safe and healthy pregnancies and births, thriving babies and families, and successful early parenting and nutrition. Since 1986, HC One has worked with maternal-child health (MCH) organizations, hospitals, and grassroots organizers to co-design community-based, peer-to-peer support programs for birthing families. Our work began in Chicago to develop a peer-to-peer breastfeeding support model explicitly designed to support communities of color with high disparities. The significant results of our early work led to the replication of programs across the country. Breastfeeding Peer Counselors (BPCs), who come from the same community and have successfully breastfed their babies, work with new and expectant mothers to provide culturally appropriate information and support that promotes successful breastfeeding. BPCs provide peer-to-peer support during pregnancy, in the immediate postpartum period, and throughout the first year to help mothers make informed and confident choices about breastfeeding, thereby increasing breastfeeding initiation, duration, and exclusivity. In a Chicago-area longitudinal study conducted from 2001-2011, breastfeeding initiation rates increased by 62% at HC One trained BPC programs. HC One plans to conduct a nationwide study from 2021 to 2023 of 20 new training sites, evaluating training and technical assistance and breastfeeding rates for families supported by the new training sites.
About the Role:
The HealthConnect One, (HC One) Director People and Culture will be responsible for general human resources activities, team building and culture across the geographically remote, geographically dispersed organization. The successful director will be able to multi-task with energy and have excellent customer service, communication, and interpersonal skills while working with all levels across the organization.
If you have proven generalist experience in human resources and are ready to take the next step in your career while making a difference in the lives of Black, Brown and Indigenous birthing people, families, babies, birth workers and communities this may be the opportunity you have been waiting on.
Role & Responsibilities
Recruitment, Hiring, Onboarding, Offboarding, Succession Planning
• Develop strategies to identify talent; establish and conduct recruitment and hiring process for all employees from collaborating with managers on crafting job descriptions through extending job offers
• Manage and conduct general organizational onboarding and orientation for new employees; in collaboration with the Leadership Team (LT), develop and standardize onboarding expectations, schedules, protocols, and procedures across organization
• Manage and conduct offboarding of staff, including exit interviews; analyze data and make recommendations to the LT for corrective action and continuous improvement
• In collaboration with LT, maintain and update a leadership succession plan for the group, and proactively identify new leaders
Professional Development/Performance Management
• Assess organizational needs; identify and support opportunities for management and employee professional development and growth; work with LT to identify personnel challenges or talent gaps and collaborate to develop solutions to address them
• Oversee performance management activities including ongoing feedback, documentation of performance issues, annual performance evaluations, and performance improvement plans; collaborate with the LT to develop and implement new performance management approaches and systems; maintain knowledge of industry trends and best practices in workplace development and change management
• Provide performance management guidance to supervisors, and support them in carrying out their responsibilities on personnel matters (supervision/coaching, mentoring professional development, and disciplinary actions); provide supervisors and staff members with coaching and resources to help resolve and prevent interpersonal and team conflicts and adapt to different leadership styles
• Identify and coordinate ongoing training for staff members, including annual trainings (e.g. workplace safety, sexual harassment), skills-based training, diversity and inclusion trainings, and other trainings as needed; in consultation with LT, design and implement a management training program for supervisory staff
• In collaboration with LT, identify departmental training needs, and assist directors with finding appropriate training resources; ensure that training is being offered to all employees across all programs; monitor and evaluate success of training programs, following up to ensure training objectives are met
Regulatory/Compliance
• Guide management and employee actions by researching, developing, writing, and updating policies, procedures, methods, and guidelines following all applicable laws and regulations
• Provide leadership and direction to ensure compliance with all local, state, and federal employment-related laws and regulations; advise management on necessary actions in alignment with current employment law requirements; provide guidance and training to staff as required
• Maintain in-depth knowledge of changing employment regulations and implement policies, procedures and systems by participating in educational opportunities, reading professional publications, maintaining personal networks, and participating in professional organizations/committees, to ensure regulatory compliance and reduce the organization’s legal risks Culture/Employee Relations
• Oversee employee events and appreciation activities such as the annual retreat, social events, and group activities, tracking anniversaries, birthdays, and other milestones
• Assess and advance employee engagement and satisfaction
• Serve as HR contact for all employees; proactively engage employees to improve working relationships, build morale, and increase productivity and retention; communicate openly and frequently, keeping staff informed on benefit resources, organizational events and other pertinent information
• Provide leadership and partnership with management and employees to develop, communicate and administer human resource policies and procedures that will maintain and improve employee relations and shape organizational culture
• Exhibit understanding, sensitivity and responsiveness to cultural differences present in the agency’s service and employee population; oversee the creation and implementation of programs that build momentum for diversity, equity, and inclusion
• Manage and resolve complex employee relations issues; where applicable, conducts effective, thorough and objective investigations Compensation
• Develop and administer a consistent and progressive compensation program including salary surveys and market research to ensure HealthConnect One is competitive within its market Benefits
Management/Payroll
• Monitor budgets for recruiting, training/staff development, and benefits programs
• Manage all HR administration, including the organization’s benefits programs, and provide payroll support to the Finance department; manage relationship with benefit brokers, coordinate annual Open Enrollment, and addresses employee benefits questions; propose additional benefit options pertinent to the organization’s workforce HRIS/Technology
• Maintain and maximize implementation of human resources information systems (HRIS); track and apply relevant organizational/human resources metrics; contribute information, analysis, and recommendations to strategic thinking and direction; advance use of technology in HR functions and activities to support programmatic and fiscal needs
Strategy
• Collaborate with LT to assess staffing requirements for grants and contracts
• Maintain knowledge of industry trends and best practices in workforce development and change management
• Review and make recommendations to LT for improvement of the organization’s policies, procedures, and practices in workforce management; propose strategies for organizational development and effective talent management
• Forecast current and future talent needs; gain an in-depth understanding of agency priorities and translates that into workforce planning for the group; provide input on departments restructures, workforce planning and succession planning
Requirements and Qualifications:
Education:
•A Bachelor’s Degree in Human Resources or similar field
•Master’s Degree and/or SHRM certification plus
Experience:
•Three years or more in a generalist role
•HR experience in a nonprofit association preferred
•HRIS experience
•Performance management experience
•Payroll experience
•Coordination of benefits for remote, dispersed teams
•Experience in managing processes for a remote, dispersed staff of 20+ preferred
•Experience with advising and consulting with staff of all levels for various needs and employment relations topics, including employment law and employee relations
•Proficient experience and knowledge in full life cycle recruiting and staff development processes
Skills and Competencies:
•Good sense of humor and flexibility
•Experienced in diversity, equity and inclusion
•Strong project management skills
•Proficiency in Microsoft Applications
•Working knowledge of federal and state laws
•Ability to maintain confidentiality and pass a background check
•Excellent customer service, interpersonal, and conflict resolution skills
•Ability to multitask while daily interacting with staff on HR related topics
•Comfortable in hybrid work environment
•Excellent communication and presentation skills
Virtual Demands:
The virtual demands described here are representative of those that must be met by an employee to successfully perform the essential functions of this profession. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions. While performing the duties of this profession, the employee is able to stay on task, and multitask, in a remote work environment.

Benefits:
The salary for this position is $75,000 – $85,000, plus benefits which include but are not limited to paid vacation, sick, collective rest, and personal days; health, vision, and dental insurance plans, life/disability insurance,403(B) Retirement Plan, a Flexible Spending Account, professional development stipend, and a laptop (property of HealthConnect One), and a one-time work-from-home stipend. All salaries are subject to increase in line with HealthConnect One’s employee compensation policies.
Nondiscrimination and Equal Opportunity
HealthConnect One (HC One) is committed to diversity and provides equal opportunities in a respectful environment for all individuals and partnerships. HC One does not discriminate on the basis of race, creed, color, ethnicity, national origin, religion, sex, sexual orientation, gender identity and expression, age, height, weight, pregnancy, physical or mental ability (including HIV/AIDS status), veteran status, military obligations, marital status, domestic partnership status or any other status that may or may not be protected by law or local policies. This policy applies to hiring, internal promotions, training, opportunities for advancement, and terminations and applies to all HC One employees, volunteers, clients, and contractors.
How to Apply
To apply, please submit the following:
One-pager highlighting your biggest accomplishments relevant to the role and outlining why you want to work for HealthConnect One
Resume or CV to [email protected]