Director, People and Culture

The Director, People and Culture, reporting to the Chief Financial Officer & Vice President of Administration, is responsible for leading the organization’s HR function by developing and implementing strategies that attract, retain, and develop a talented workforce. This role oversees all aspects of HR, including recruitment, compliance, employee relations, benefits administration, organizational development, and performance management. The HR Director drives initiatives to ensure alignment between HR initiatives and the organization's goals, values, and mission to foster a positive and productive work environment.

Duties and Responsibilities

Strategic Leadership
• Develop and implement HR strategies and initiatives aligned with the overall business strategy with demonstrated ability to anticipate HR and organizational needs and proactively develop people-centered solutions
• Partner with senior leadership to foster a high-performing and inclusive workplace culture.
• Act as a strategic advisor to leadership on organizational design, workforce planning, and talent management.
• Identify HR trends and recommend proactive solutions to enhance employee experience and organizational effectiveness.
• Attend and contribute to board meetings as needed to represent HR strategy, workforce priorities, and organizational culture.
• Lead efforts to embed core values across all HR systems, processes, and communications acting as a culture steward for the organization

Talent Acquisition and Retention
• Oversee recruitment efforts, ensuring a diverse pool of qualified candidates.
• Develop strategies for onboarding, retention, and succession planning.
• Monitor and analyze employee turnover rates, implementing retention programs as needed.
• Collaborate with managers to identify and address workforce needs.

Employee Relations and Engagement
• Promote positive employee relations by addressing workplace concerns and resolving conflicts effectively.
• Lead initiatives to enhance employee engagement, satisfaction, and morale, including staff retreats, general staff engagements throughout the year.
• Serve as a point of escalation for complex employee issues, ensuring fair and consistent application of policies.

Compliance and Policy Management
• Ensure compliance with federal, state, and local employment laws and regulations.
• Develop, implement, and maintain HR policies and procedures, ensuring they reflect current legal requirements and best practices.
• Oversee workplace safety programs and ensure compliance with Occupational Safety and Health Administration (OSHA) standards.

Performance Management and Development
• Oversee the performance management process, ensuring alignment with organizational goals.
• Develop and implement training and development programs to build skills and leadership capabilities.
• Provide coaching and support to managers and develop HR team members on effective performance feedback and development planning, while fostering collaboration that serves the entire organization.

Compensation and Benefits
• Oversee the administration of employee compensation and benefits programs.
• Evaluate and recommend changes to benefits packages to remain competitive and cost-effective.
• Ensure compliance with compensation-related regulations, such as the Fair Labor Standards Act (FLSA).

HR Operations
• Design and implement scalable HR infrastructure to support growth; balancing structure with flexibility.
• Manage the HR department’s budget and resources.
• Oversee HR systems and tools, ensuring data integrity and efficient processes.
• Prepare and present HR metrics and reports to leadership

General Qualifications:

• Bachelor’s degree in human resources, or related field required. •
• A master’s degree in human resources OR senior level HR certification required.
• 8 years of progressive HR experience, including at least 4 years in a leadership role required.
• Comprehensive knowledge of employment laws and regulations (e.g., FMLA, ADA, EEO, FLSA).
• Demonstrated success in leading diversity, equity, and inclusion (DEI) initiatives.
• Proven experience in talent management, employee relations, and organizational development.
• Exceptional leadership, interpersonal, and communication skills.
• Proven ability to build relationships across all levels of the organization.
• Proficiency with HR software and systems, such as HRIS platforms.
• Professional HR certification (e.g., SHRM-SCP, SPHR) strongly preferred.

This is a hybrid position based in Washington, D.C., with the expectation to be in-person at least 3 times a week. 

Click here for the link to the full job description. For more information on our benefit offerings, please visit: https://culturalvistas.org/get-involved/work-with-us.