Director of People, Culture, and Learning-10.11.18
The Director of People, Culture and Learning is responsible for planning and directing all aspects of Friends of the Children – Portland’s people, organizational culture and training, including all functions related to human resources policies, practices and management.
Reporting to the Executive Director and serving as a trusted advisor to the entire leadership team, the Director of People, Culture and Learning ensures a culture of performance excellence, equity and learning where all employees flourish in support of the mission, and exemplify our core values.
This position enhances organizational effectiveness by acting as an internal consultant and coach to all employees and managers on an individual, team, and/or organization-wide basis.
Essential Functions/Core Job Accountabilities
Organizational Development and Culture:
- Partner with Executive Director and Leadership team to drive appropriate organizational and culture change across the matrix of the organization.
- Act as a strategic thought leader providing internal consulting to department management in organizational development, performance evaluation and compensation.
- Develop consistent standards of excellence, norms, forms and practices in alignment with the local and national programs of Friends of the Children.
- Foster an organizational culture of learning, performance excellence and equity through in-house training's, career pathways and professional development for all staff.
Human Resources Operations:
- Lead the development of policies, practices and culture that support positive employee relations and performance that advance the organization’s commitment to employees and equity, diversity and inclusion.
- Provide advice, and counsel with managers and staff on Human Resources policies and procedures, employee relations, coaching and discipline, promotions, terminations, hiring practices and other personnel actions.
- Maintain and update the employee manual and other policy manuals, ensuring the organization’s compliance with all applicable employment laws and regulations, and work with other managers and staff to develop policies to meet organizational needs.
- Ensure that human resources policies, direction, and standards are established and clearly communicated across the organization.
- Manage all unemployment, workers compensation, BOLI or other legal claims or actions, and oversee the administration of leaves of absence, ensuring compliance with internal policy and external laws and regulations.
- Streamline operations strategy and processes and improve effectiveness of department functions, while ensuring appropriate record-keeping is maintained.
- Provide management and supervision of human resources and other assigned employees.
- Keep informed regarding industry trends and employment legislation that might impact the organization, advising management on how to best meet new and existing HR-related legal requirements and benefit from industry innovations. Adjust programs/policies accordingly.
- Promote high-level employee engagement; create/manage events that promote team-building.
- Provide employee relations consulting, management and oversight to the organization.
- Assist managers in setting clear expectations, coaching, performance evaluation, corrective action, and employment termination.
- Review employee complaints and other personnel related situations.
- Conduct investigations, make recommendations for action(s), and ensure appropriate resolution and follow-up.
- Maintain and administer the performance management system.
- Lead the development and/or revision of performance appraisal instruments and processes as required.
- Develop and conduct training for managers about how to conduct performance reviews.
- Direct all activities related to compensation plans, salary administration, and implementation of the organization’s compensation structure.
- Ensure that compensation philosophy, policy, strategies, programs and processes are aligned with the organization’s philosophies and in place to support the accomplishment of strategic and operational objectives.
- Ensure that policies and programs are developed, implemented, communicated and administered with an eye to maximizing effectiveness and administrative ease.
- In partnership with the Chief Financial Officer, negotiate benefits coverages, services, and costs with carriers and brokers. Work to ensure the organization’s benefits coverage is competitive while balancing cost, risk and need for administrative ease.
- Ensure that benefits programs comply with all regulatory/legal requirements.
- Manage all activities related to employee benefits and 401(k) plan.
- Lead the 401(k) Advisory Committee and ensure fiduciary responsibilities are satisfied.
Recruitment, Hiring, Retention, and Onboarding:
- Develop and implement a diverse set of recruitment processes, tools, and strategies that support the sourcing, attraction, and retention of high caliber, diverse candidates (including referral generation, internal promotions, external sourcing, ad placement, networking, university relations and recruitment, internships, and collaboration with selected external third parties).
- Build the infrastructure to attract, hire, nurture, and reward employees, and cultivate a culture that helps to retain and leverage existing talent.
- Manage all recruiting related regulatory and legal compliance, and other staffing related administration.
- Ensure consistent training of management and others involved in the hiring process on candidate interviewing, evaluation, and selection methods.
- Rigorously screen identified candidates against requirements, market the organization in a compelling fashion to all applicants, and drive the selection process to timely hiring determinations.
- Provide counsel to management throughout the selection process to maximize fit, retention, and successful hire.
- Develop, implement and manage robust employee orientation process for all new hires. This work includes partnering with hiring managers in all areas of the organization to ensure additional, position-specific on-boarding for each new employee.
- Working with the Leadership Team, define and implement organizational-wide training and development initiatives specific to management/supervision and professional development for all employees.
Education and Experience Required:
- Bachelor's degree in business administration, human resources, or related field required; or, bachelor’s degree and SPHR Certification.
- Five+ years progressively responsible experience in human resources field, two of which must be in a leadership or management capacity.
- Experience as a Human Resources Generalist in all areas of Human Resources, including experience with the development, implementation, and administration of HR policies, practices, and programs.
- Experience in applying a racial equity lens within the context of human resources administration, as well as boosting diversity and inclusionary practices preferred.
Skills, Knowledge and Abilities:
- Demonstrated expertise of HR functions, and strong knowledge (gained from experience) of annual and on-going HR processes and implementation requirements, including: employee relations, staffing, compensation/salary administration, benefits, performance management and leadership/management development.
- Extensive knowledge of current information and practices within Human Resources, including comprehensive current knowledge of employment laws and regulations, including civil rights, wage and hour, benefits and family medical leave laws, workers compensation, OSHA, and safety committees.
- Demonstrated knowledge of compensation and benefits (including 401k) principles and practices including program design, implementation and employee communication, and related laws and regulations.
- Proven ability to maintain appropriate professional boundaries, confidentiality, and effective working relationships with staff at all levels throughout the organization.
- Demonstrated commitment to equity and inclusiveness as a strength, and experience building and retaining a diverse work force and an inclusive work culture.
- Proven leadership, management, communication and interpersonal skills.
- Demonstrated ability to work effectively with a customer-service orientation.
- Collaborative and upbeat approach; high level of emotional intelligence; unquestioned integrity/ethics; forward thinking and strategic.
- Competency in MS Office, applications, including Outlook, Word, Excel and PowerPoint.