About the RoleThe Director of People & Culture will serve as a strategic HR business partner to senior leadership by leading initiatives that advance organizational priorities, strengthen employee relations and performance, reinforce company values, and foster an engaging workplace culture. They will collaborate across departments to bolster existing HR programs, implement new HR practices, guide organizational decisions, promote fair and consistent employment practices, and equip leaders with the tools and support needed to build and sustain high-performing teams.
Responsibilities- Partner with the Senior Vice President and department leaders as a trusted HR advisor, providing guidance on employee matters, leadership effectiveness, team dynamics, and people-related decisions while supporting organizational priorities.
- Lead and develop the People & Culture team, fostering collaboration, accountability, and a high level of support across the organization.
- Maintain a consistent job classification framework, including job titles, responsibilities, and compensation considerations. Partner with leadership and the Business Operations team to evaluate and structure roles as organizational needs evolve.
- Enhance the onboarding experience by creating a thoughtful and engaging process that helps new employees understand the organization, culture, expectations, and available resources.
- Lead a consistent offboarding process, including exit interviews and analysis of employee feedback to identify trends, risks, and opportunities to improve retention and employee experience.
- Lead and improve performance management practices, equipping leaders with the tools and guidance to set expectations, provide feedback, support employee development, and address performance concerns through consistent performance improvement, corrective action, and documentation practices.
- Drive the continued growth of the organization's START and internship program, creating a meaningful experience focused on professional development, mentorship, organizational exposure, and building an early-career talent pipeline.
- Develop and execute employee engagement and recognition strategies that strengthen connection, reinforce organizational values, and recognize employee contributions. Use employee feedback and participation trends to continuously evolve programs.
- Leverage employee data, feedback, and organizational trends to facilitate proactive leadership conversations around talent, engagement, performance, retention, and workforce needs. • Facilitate succession and talent planning to identify critical roles, assess talent, recognize high-potential employees, and proactively address development and organizational continuity needs.
- Partner with the leadership team on the implementation and administration of employee benefit programs while developing strategies to increase employee awareness, understanding, and utilization of available offerings.
- Maintain knowledge of applicable employment laws and regulations to ensure HR practices, policies, and employment decisions remain compliant and aligned with organizational standards and a remote-first policy.
- Lead timely, thorough, and impartial workplace investigations involving employee complaints, misconduct, harassment, discrimination, retaliation, policy violations, and other sensitive workplace matters. Ensure findings, documentation, and recommended actions are handled consistently and appropriately.
- Oversee workplace accommodations and protected leave requirements, partnering with employees, leaders, and legal counsel as appropriate to ensure requests are handled consistently, confidentially, and in accordance with applicable requirements.
- Perform other activities and responsibilities as directed and needed
What You Need to Be a Great Fit:
- Trusted Advisor: Builds credibility and strong relationships with leaders and employees.
- Sound Judgment: Handles sensitive and complex matters with discretion and confidence.
- Proactive: Anticipates needs, identifies opportunities, and takes initiative.
- Business-Minded: Connects people decisions to organizational priorities and business needs.
- Strong Communicator: Communicates clearly and navigates difficult conversations effectively.
- Employee-Focused: Approaches decisions with empathy, fairness, and consistency.
- Analytical: Uses data, feedback, and trends to inform decisions and recommendations.
- Collaborative: Builds strong partnerships and works effectively across teams.
- Adaptable: Navigates changing priorities and ambiguity with a solutions-focused mindset.
- Accountable: Takes ownership, follows through, and delivers high-quality work.
- Growth-Minded: Continuously looks for ways to improve processes and the employee experience.
Qualifications- 6+ years of progressive HR experience, including at least 3 years in an HR leadership or senior HR business partner role
- Experience in leading or managing HR team members
- Hands-on experience with workplace investigations, protected leave, and accommodations
- Working knowledge of federal and multi-state employment law
- Bachelor's degree in HR, business, or a related field, or equivalent experience
- Hands-on experience with developing career path plans and tools for performance benchmarking by the leadership team
- Hands-on experience developing and implementing an onboarding procedure
Preferred- Experience building job classification or compensation structures
- Experience in a remote-first or multi-site organization
- Background in project-based, technology, or engineering environments
- Licenses or Professional Certifications in the Human Resources field
Compensation: $125,000 - $155,000 base salary, plus eligibility for an annual discretionary bonus
Application Deadline: December 4thOur team puts a high value on work-life balance, offering a hybrid work environment, dependent of position. We believe maintaining the right balance between your personal and professional life is important to our team's overall well-being.
We are dedicated to supporting our team members to grow a long-term career with us. We have a broad mix of experience levels and tenures, and we support continuous learning and knowledge sharing.
- Compensation and Wellness
The salary range for this role is dependent on skills, experience, and qualifications. We offer a full range of health and wellness benefits that include:
- Medical
- Dental
- Vision
- Life and disability benefits.
- Wellness discount programs,
- 401k
- *Paid parental leave after 1 year of service.
- 12 company paid holidays
- 3 weeks of paid time off
