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Director of People & Culture
Description:
Title: Director of People & Culture Reports to: Interim Chief People Officer Salary: $125,000 - $145,000 - Salary commensurate with experience. Job Status: Full-time Location: Remote Deadline to apply: Rolling until filled NAPAWF is the only organization focused on building power with AAPI women and girls to influence critical decisions that affect our lives, our families and our communities. Using a reproductive justice framework, we elevate AAPI women and girls to impact policy and drive systemic change in the United States. NAPAWF was founded in 1996 to realize the vision of 100 AAPI women who recognized the need for an organization that would amplify AAPI women’s stories and experiences. Being seen and heard in the public narrative gives us the power to shape the policy and cultural change needed to gain agency over our lives, families, and communities. Today, we are mobilizing and building power in cities across the United States to create social, political, and economic change for AAPI women and girls. Five of those cities have local staff on the ground. We also show up in solidarity for other women of color who are experiencing injustice and harms of oppression and marginalization. We use the Reproductive Justice lens to intersectionality address three core issues: Reproductive Rights and Health Economic Justice and Gender Equity Immigration and Racial Justice POSITION SUMMARY The Director of People and Culture oversees all aspects of people and culture strategy including performance management, total compensation, talent acquisition, employee/labor relations, employment law compliance, training and development, and leading ongoing organizational strengthening initiatives. The Director of People and Culture provides oversight of NAPAWF’s annual people and culture plans, policies, and practices. Reporting to and working in partnership with the COO, the Director of People and Culture provides critical People and Culture thought leadership, works on all matters involving the organizational health and success of NAPAWF and its staff. The Director of People and Culture identifies retention strategies and opportunities to ensure organizational excellence, as well as ensure NAPAWF's systems and processes advance transparency, enhance the employee experience, and increase access to information. LOCATION This position can work remotely or as a hybrid position, visiting one of the established regional offices (NY, IL, DC, FL, GA) for required meetings and events up to six times per year and as required. KEY RESPONSIBILITIES HR Strategy, Policies, and Systems Develop and implement people and culture strategies that support NAPAWF’s institutional strengthening strategic goals. Lead and/or support cross-organizational working groups and teams on key issues. Provide hands-on solutions to address diverse human resources needs across the organization, ensuring alignment with strategic HR leadership and organizational goals while offering consulting and coaching to leadership for effective implementation. Guide the people and culture team in setting annual goals and plans. Maintain knowledge of industry trends and regulations to ensure adherence to federal, state, and local laws and advise management on needed actions to ensure policies and procedures reflect best practices and compliance with existing laws affecting employees, including labor-relations laws. Create and/or update policies, procedures, and guidelines as needed. Develop and implement strategies to foster diversity & inclusion within the organization and all of its people management processes. Anticipate obstacles, offer, and implement solutions that are nimble, data-informed, and reflect sector best practices. Create objective measures and standardize reporting to help leadership understand trends that affect the employee experience in the organization, including retention, training, performance, compensation, etc. Coordinate and support compliance on union-related matters, including supporting management’s role in collective bargaining and implementation of procedures under a collective bargaining agreement, working closely with the COO and other leadership. Talent Management, Employee/Labor Relations, and Workforce Planning Oversee the development and implementation of effective talent acquisition strategies to ensure a talented, diverse, engaged workforce committed to the organization’s mission. Analyze employment needs in the organization and conduct research and analysis to measure the effectiveness of the recruitment and hiring processes. Oversee the development of and lead a comprehensive onboarding program, formal training and orientation programs for new employees, and guidance and coaching to supervisors on their role and responsibilities in helping new employees succeed. Oversee employee relations activities and programs. Investigate and provide guidance and support to employees, supervisors, and senior managers to resolve employee relations and performance. Partner with senior management and legal counsel to resolve complex issues. Oversee the performance management program and develop recommendations to improve its effectiveness. Responsible for ensuring that the system is implemented well and considers the differing needs of employees at all levels of the organization and varying points on their career development paths. Train and coach supervisors in effective employee performance management. Employees/Labor Relations Assists management and leadership in resolving employee relation issues, conducting effective investigations, mitigating risk, recommending action for sensitive and complex situations and makes recommendations around employment decisions; partners with Employment Counsel on all legal matters. Builds relationships with workers’ Union in order to facilitate a collaborative working environment and to ensure compliance with Union guidelines and protocols. Grounds the organization’s people and culture functions in the mission and vision of a social justice-focused organization and oversees company-wide communication with employees. Gathers feedback on employee wellness and productivity and proactively identifies opportunities for improvement and designing and implementing solutions across all HR areas in order to build engagement and employee satisfaction. Compensation and Benefits Evaluate, develop, and oversee the administration of a comprehensive total compensation program (compensation and benefits) to ensure that programs are progressive, competitive, and in compliance with legal requirements. Recommend improvements and additions to the benefits program to help keep them among the best in the sector. Manage and evaluate vendor relationships with brokers, insurance carriers, and other outside resources. Coordinate with outside consultants and contractors in the review and design of compensation structure, ensuring alignment with organizational goals and strategic framework. HR Infrastructure and Operations Lead People and Culture team to ensure all people and culture legal and compliance requirements are shared and met. Coordinate with the COO and leadership. Ensure effective implementation of HRIS system(s), and coordination of related technology, working closely with the COO and others. Develop and monitor the annual People and Culture budget, in coordination with the COO and Finance. QUALIFICATIONS Bachelor’s Degree in a related field required; Master’s degree, PHR, or SPHR certification preferred. 7-10 years of experience as an HR professional is required, with direct management and supervisory experience Union experience is required. Strong Generalist background and employee relations experience within a non profit organization is required. Collective bargaining, and labor relations is very strongly preferred. Benefits and Compensation experience is highly desired. A demonstrated track record of recruiting diverse employees for a range of positions throughout the organization. Outstanding interpersonal skills are required, with extensive experience in coaching and guiding employees at all levels to build trust and resolve problems. An excellent ability to communicate effectively both in writing and orally. Experience conducting and presenting research, analysis, and policy proposals on HR issues. Extensive knowledge of employment trends, innovations, best practices, laws, and regulations in a multi-state environment. Ability to exercise sound judgment, work independently as well as collaboratively, manage multiple competing demands from a variety of sources, build credibility, and demonstrate personal integrity. Working knowledge of technology and software applications is necessary to perform the responsibilities of this position. SALARY & BENEFITS The annual salary range for this position is $125,000 - $145,000 - Salary commensurate with experience. This position can work remotely or as a hybrid position, visiting one of the established regional offices (NY, IL, DC, FL, GA) for required meetings and events up to six times per year and as required. A highly competitive benefits package includes a 401(k) plan, medical, dental, and vision insurance. NAPAWF's medical plan is covered by NAPAWF at 100% for employees and dependents with no out of pocket costs, including prescription drugs costs. Qualified dependents may also be covered. NAPAWF also offers full-time employees 15 days of vacation in the first year, sick leave, flexible spending program options and personal/family leave, as well as paid vacation between December 25 and January 1 of each year. WORK ENVIRONMENT NAPAWF is committed to public health, and to the safety and well being of our colleagues and visitors. As such we have adopted a policy requiring all employees to receive all recommended COVID-19 vaccines and boosters or to apply for and receive an exemption. NAPAWF is an equal opportunity employer. We strongly encourage and seek applications from women, people of color, including bilingual and bicultural individuals, as well as members of the lesbian, gay, bisexual, and transgender communities. Applicants shall not be discriminated against because of race, religion, sex, national origin, ethnicity, age, disability, political affiliation, sexual orientation, gender identity, color, marital status, medical condition (cancer-related) or conditions Acquired Immune Deficiency Syndrome (AIDS) and AIDS-related conditions (ARC). Reasonable accommodation will be made so that qualified disabled applicants may participate in the application process. Please advise in writing of special needs at the time of application. Powered by JazzHR
Company:
National Asian Pacific American Women's Forum
Posted:
May 10 on The Resumator
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More About this Listing: Director of People & Culture
Director of People & Culture is a Executive Director Job at National Asian Pacific American Women's Forum located in United States. Find other listings like Director of People & Culture by searching Oodle for Executive Director Jobs.
Director of People & Culture is a Executive Director Job at National Asian Pacific American Women's Forum located in United States. Find other listings like Director of People & Culture by searching Oodle for Executive Director Jobs.