Senior Director of People & Culture

POSITION DESCRIPTION

Overview of Position: The Senior Director of People and Culture reports to the Chief Executive Officer and is responsible for providing strategic vision, oversight, and management of all aspects of human resources. This includes recruitment, employee engagement, workplace conflict, investigation, and resolution, training and development and compliance, performance management, benefits administration, federal, state, and local employment labor law and regulations, and Personnel Policies and Procedures. The Senior Director will supervise at least 5 professionals and provide the leadership, development, and support to grow the team in alignment with organization transformation, growth, and strategic goals.

The Senior Director will:

• Employ focused, critical thinking ability with a proven record of accomplishment of influencing outcomes through Human Resource Department (HR) initiatives and processes.
• Must possess a knack for developing and implementing organizational strategies and talent plans, and your analytical skills are second to none.
• Have experience in organizational design, change management, and building trusted relationships across all levels of an organization.
• a leader and brave communicator, capable of offering immediate and constructive feedback to help leaders and managers bring their best to their roles.
• Have a track record of supporting and driving organizational and talent strategies. As a people champion, systems accelerator, and talent expert, you are ready to have a lasting impact on our organization.

ESSENTIAL DUTIES AND RESPONSIBILITIES

• Provide strategic direction and oversight to the Human Resources Department, ensure alignment of functions to strategic plan, and compliance with all applicable federal, state, and local employment and labor laws.
• Lead the HR Department team: Director of People and Culture, Manager, HRIS Administrator, Benefits Coordinator, Training Manager, and Recruiter.
• Identify challenges and opportunities, proactively identifying and addressing them.
• Build future bench and upscaling capabilities through the development of top talent and strategic hires.
• Work with leadership team members to identify needs, prioritize, and lead efforts to enable employees to do their best work in service to internal customers and the people we work for.
• Incorporate Diversity, Equity, Inclusion, and Accessibility (DEIA) into our talent acquisition strategy to ensure that we attract, retain, and develop a diverse pool of skilled, high-caliber, mission-driven professionals, fostering an environment where every individual feels valued and empowered to contribute their best.
• Ensure new hire orientation creates a cohesive link between individual responsibilities, accountability, and the collective vision, and strategically establishes a connection to the mission and organizational objectives.
• Develop and monitor internal HR department goals to promote a positive staff culture, enhance staff engagement and support staff development.
• Instill a culture that advances our mission and values.
• Oversee the design and administration of compensation and benefits programs. Provide recommendations to establish competitive programs, ensure compliance with legal requirements, and optimize employee usage and requests.
• Develop and ensure training and administration of the performance management process.
• Ensure appropriate employee matters are investigated, grievances are resolved, and mediations are conducted, in collaboration with legal counsel, as may be required.
• Create and update HR' policies and procedures and ensure they are communicated and enforced. Recommend organizational process or policy changes.
• Collaborate with the training department to develop employee training programs to meet regulatory requirements, enhance operations and provide meaningful employee professional development.
• Maintain knowledge of current industry developments in HR labor law and other relevant regulatory and legal matters and develop and monitor compliance calendar.

KNOWLEDGE, SKILLS, AND ABILITIES

A minimum of 15 years' experience leading the human resource’s function, including all the following: compensation, benefits, 403b plan administration, employee relations and recruiting.

• A minimum of 7-10 years management/supervision of an HR team of at least three (3) FTEs (Full Time Equivalent).
• Excellent written and verbal communication, including negotiation and conflict resolution skills.
• Experience working with all levels of management and staff.
• Project management experience. Strong organizational skills.
• Strong computer skills, including Word, Excel, Outlook, PowerPoint and HRIS systems (Preferably UltiPro).
• Flexibility and ability to work successfully in a fast-paced, complex, results-orientated environment, and meet deadlines in an environment with competing demands.
• Must be adept in proactively recognizing and responding to critical matters.
• Must be confident and effective in appropriate delegation and able to hold self and others accountable.
• Data Driven Decision Making
• Strategic Thinking and Planning
• Ethical Conduct and Confidentiality
• Strong Leadership with exceptional Emotional Intelligence (EQ); able to engage and influence at all levels of the organization, from the executive team to the front line.

REQUIRED QUALIFICATIONS

• Master's degree in Human Resources, Industrial Psychology, or related discipline
• PHR and/or SPHR or SHRM-CP/SCP Certification
• Change Management experience
• HRIS Expertise, preferably UltiPro/UKG

REQUIRED CONDITIONS OF EMPLOYMENT

Must meet eligibility for employment within the United States. (Provide appropriate I-9 documentation on the first day of employment).

• Must possess and maintain a safe driving record and have access to a reliable vehicle.
• Must maintain training compliance as required.
• Must have a clean criminal history.
• Must be able to pass a drug screening.

COVID-19 Considerations: Position has a mandatory COVID-19 vaccination policy. All employees are required to be vaccinated, unless a religious/medical exemption is requested.

REMOTE ELIGIBILITY:

The position of Senior Director of People and Culture is one of high-visibility and senior leadership. Critical to the successful execution of the Director, People and Culture function is the availability of human resources leadership to the organization and workforce should an urgent or critical need arise. As such, this position’s primary expectation is to be onsite.

TRAVEL REQUIREMENTS:

This position may be required to travel to local and out of state conferences as well as locally for meetings or other work-related appointments, to client sites, or for training and development events.