Director of People and Culture

Description

Shape the Workplace. Support the People. Lead the Strategy.

We’re looking for an experienced, strategic Director of People & Culture to lead our people function and help shape a workplace where team members can do their best work in service of our mission.

As a member of the leadership team, this role sets the direction for how we hire, support, develop, and retain our people. It also oversees the systems and compliance that make that possible.

The right person combines deep Human Resources expertise with sound judgment, a strategic outlook, and a calm, approachable presence, and is as comfortable advising senior leaders as supporting individual team members.

Strategic Leadership

• •Serve as a member of the leadership team, advising the Chief Operating Officer and senior leaders on human resources and people strategy, organizational design, and workforce planning
• •Develop and lead a people and culture strategy that supports organizational goals and reflects our values
• •Use HR data and staff feedback to identify trends, measure impact, and guide decisions
• •Lead organizational change efforts with clear communication and care for staff

Culture, Engagement & Belonging

• •Champion a positive, inclusive, and respectful workplace culture across all teams and sites
• •Design and lead staff engagement, recognition, retention, and wellbeing initiatives
• •Embed equity-centered practices across hiring, pay, development, and advancement
• •Serve as a trusted resource for staff questions about policies, benefits, leave, and workplace practices

HR Operations & Compliance

• •Oversee HR policies, procedures, and the employee handbook, keeping them current, clear, and consistently applied
• •Ensure compliance with federal, state, and local employment laws and nonprofit regulations
• •Serve as the organization’s lead administrator for Paylocity, our HRIS and payroll platform, partnering with Paylocity support to keep employee data accurate, secure, and confidential and to make full use of its tools
• •Manage relationships with external HR, legal, payroll, and benefits partners

Talent Acquisition & Onboarding

• •Lead recruitment strategy and the full hiring process, from workforce planning through offer
• •Partner with hiring managers on equitable, inclusive recruitment and selection practices
• •Build an onboarding experience that helps new employees feel welcomed, informed, and set up for success

Employee Relations & Performance

• •Coach and equip supervisors and managers on performance management, feedback, and team leadership
• •Lead employee relations matters, including investigations and resolutions, with discretion and fairness
• •Own the performance review and goal-setting process and keep improving it

Total Rewards

• •Lead compensation strategy, including salary structures, benchmarking, and pay equity reviews
• •Oversee benefits programs, renewals, and open enrollment, and evaluate offerings for competitiveness and value

Learning & Development

• •Build training, professional development, and leadership development programs for staff at all levels
• •Support succession planning and internal career pathways

Other duties as assigned.

Benefits

• •Health, dental, and vision insurance
• •Flexible spending plan
• •Life, short-term, and long-term disability insurance
• •401(k) match up to 4%
• •Generous PTO plan
• •13 paid holidays
• •Employee referral program
• •Paid parental and medical leave

Requirements

• •7+ years of progressive HR experience, including at least 3 years in a leadership or management role
• •Strong knowledge of employment law and HR best practices
• •Demonstrated ability to advise senior leaders and lead organization-wide initiatives
• •Excellent communication, relationship-building, and organizational skills
• •Ability to handle confidential matters with professionalism and sound judgment
• •Bachelor’s degree in Human Resources, Business Administration, or a related field, or equivalent experience

Preferred Qualifications

• •Experience in a nonprofit or mission-driven organization
• •HR certification (SPHR, SHRM-SCP, PHR, SHRM-CP, or similar)
• •Experience with Paylocity or a similar HRIS/payroll platform, plus compensation design and benefits administration
• •Track record of advancing equity-centered and inclusive HR practices