Position Overview
The Director of People & Culture is a strategic leader responsible for shaping and executing the organization's people strategy while overseeing all human resources functions. This role blends strategic culture-building initiatives with operational HR excellence, ensuring that our workforce is engaged, compliant, and aligned with organizational goals. The ideal candidate is both a visionary culture architect and a hands-on HR practitioner who can seamlessly move between big-picture strategy and day-to-day execution.
Key Responsibilities
Strategic Leadership & Culture Development
- Develop and implement comprehensive people strategies that support business objectives and foster a thriving organizational culture
- Champion employee engagement initiatives, inclusion efforts, and workplace experience programs that reinforce company values
- Partner with executive leadership to align people practices with business strategy and organizational growth
- Lead change management initiatives and guide leadership through organizational transitions
- Analyze workforce trends, metrics, and data to inform strategic decision-making and continuous improvement
- Serve as a trusted advisor to leadership on all people-related matters
Talent Management & Development
- Oversee talent acquisition strategies and ensure effective recruitment processes that attract top-tier candidates
- Design and implement performance management systems that drive accountability and development
- Create and execute learning and development programs that build organizational capability
- Develop succession planning frameworks and leadership pipelines
- Implement retention strategies and conduct stay/exit interview analysis to reduce turnover
HR Operations & Compliance
- Oversee all HR operational functions including HRIS management, recordkeeping, and reporting
- Ensure full compliance with federal, state, and local employment laws and regulations
- Manage employee relations issues, investigations, and conflict resolution with fairness and discretion
- Develop, update, and communicate HR policies, procedures, and employee handbook
- Oversee workers' compensation, unemployment claims, and leave administration (FMLA, ADA, etc.)
- Maintain accurate and confidential employee files and HR documentation
Benefits & Compensation Administration
- Oversee benefits programs including health insurance, retirement plans, wellness initiatives, and voluntary benefits
- Manage annual benefits enrollment process and serve as primary liaison with benefits brokers and vendors
- Conduct market research and salary benchmarking to ensure competitive compensation structures
- Administer compensation programs including merit increases, bonuses, and equity/ESOP (if applicable)
- Evaluate and recommend benefit plan changes based on cost, utilization, and employee feedback
Payroll Management & Administration
- Oversee payroll processing to ensure accuracy, timeliness, and compliance with all regulations
- Partner with payroll vendors or internal teams to resolve discrepancies and address employee inquiries
- Ensure proper classification of employees (exempt/non-exempt, employee/contractor)
- Manage payroll-related tax compliance and year-end reporting (W-2s, 1095s, etc.)
- Coordinate with finance on payroll budgeting, forecasting, and reconciliation
Onboarding & Employee Experience
- Design and oversee comprehensive new hire orientation and onboarding programs
- Ensure seamless integration of new employees into the organization and their teams
- Create memorable employee experience touchpoints throughout the employee lifecycle
- Coordinate offboarding processes including exit interviews and knowledge transfer
Team Leadership
- Build, lead, and develop the HR/People & Culture team (if applicable)
- Delegate operational tasks effectively while maintaining accountability for outcomes
- Foster a culture of service excellence within the HR function
Required Qualifications
Education & Experience
- Bachelor's degree in Human Resources, Business Administration, Organizational Psychology, or related field (Master's degree preferred)
- 7+ years of progressive HR experience with at least 3 years in a leadership role
- Proven experience managing full-cycle HR operations including benefits, payroll, compliance, and employee relations
- Experience in both strategic and operational HR capacities
Knowledge & Skills
- Deep knowledge of federal and state employment laws (FLSA, ADA, FMLA, Title VII, etc.)
- Strong understanding of benefits administration, payroll systems, and HRIS platforms
- Excellent conflict resolution and employee relations skills
- Demonstrated ability to build culture and drive employee engagement
- Strategic thinking with strong business acumen
- Exceptional communication skills (written and verbal) at all organizational levels
- High degree of emotional intelligence and cultural competency
- Proficiency with HR technology platforms (ADP, Paylocity, BambooHR, Workday, etc.)
Key Competencies
- Strategic Vision: Ability to see the big picture while managing operational details
- Servant Leadership: Commitment to supporting and developing others
- Integrity & Confidentiality: Unwavering ethical standards and discretion
- Adaptability: Thrives in dynamic, fast-paced environments
- Problem-Solving: Creative and practical approach to complex people challenges
- Data-Driven Decision Making: Uses metrics and analytics to inform strategy
- Relationship Building: Develops trust and credibility across all levels
- Change Leadership: Guides others through transitions with empathy and clarity
