Director, People & Culture

PURPOSE OF POSITION

Covenant House Missouri (CHMO) welcomes youth who are runaway, trafficked, at-risk, or experiencing homelessness with unconditional love, absolute respect and a place to call home. Beyond shelter and basic needs, we deliver transformative solutions to help young people ages 16 to 24 build productive, independent and sustainable lives.

The incumbent is responsible for developing, implementing and coordinating policies and programs encompassing all aspects of human resources, including: employment, compensation, training, staff planning and development, benefits, employee relations, and equal opportunity and affirmative action programs in a manner which reflects the mission, philosophy and policies of Covenant House.

About the Role

Reporting to the CEO, the Director of People & Culture will own, guide and manage the overall provision of Human Resources services, policies and programs for the entire CHMO agency with the support of a Human Resources Specialist direct report. In this role, you will establish and improve a wide range of People functions and services, including performance management, learning and development, handbook and other policies, benefits administration, talent acquisition, onboarding, offboarding, employee relations and overall employee experience. You will be successful by maintaining a balance between applying tactical expertise and driving human capital strategy. Through excellent relationship-building and communication skills, you will serve as a trusted resource to employees and leaders across the organization. If you are an ethical builder in the people and culture space with a drive to help us continuously improve, then we'd love to hear from you!

Essential Duties and Responsibilities

• Lead all day-to-day aspects of the People & Culture (P&C) function and provide leadership to the (P&C) Team
• Foster an environment across CHMO that supports and advances a positive working culture, employee wellness, DEI values and professional development and advancement
• Establish, cultivate, and maintain strong professional working relationships with the executive and senior leadership and all levels of employees
• Provide counsel and conflict resolution on complex employee relations and labor relations issues - appropriately handle employee complaints, grievances and claims under relevant discrimination, labor or EEOC caselaw
• Maintain organizational compliance with federal, state, and local employment laws and regulations, and recommended best practices; reviews policies and practices to maintain compliance, including EEO, COBRA, FLSA ADA, FMLA, ERISA, the Department of Labor, worker compensation, and OSHA, etc.
• Oversee the performance management process and establish processes and systems to support the provision of feedback to support and develop employees
• Create learning and development programs and initiatives that provide internal development opportunities for employees - this includes, but is not limited to, all training required for compliance audits
• Partner with the leadership team to understand and execute the organization's talent strategy particularly as it relates to current and future talent needs, talent acquisition, compensation retention, and succession planning
• Manage the talent acquisition process, which may include recruitment, interviewing, and hiring of qualified job applicants, particularly for managerial, exempt, and professional roles; collaborates with departmental managers to understand skills and competencies required for openings and oversee a central interviewing, hiring and screening process and maintenance of staff personnel files, ensuring legal compliance
• Consistently review effectiveness of P&C initiatives and improve processes as needed to ensure desired organizational goals are met
• Partner with finance to evaluate and make recommendations regarding compensation and benefits programs
• Administer a benefits program to include health, dental, flexible benefits, deferred compensation and others as deemed appropriate, ensuring changes in benefits plans and open enrollment information are provided to all employees
• Manage and maintain the P&C budget in a fiscally responsible manner
• Track, manage and report P&C related metrics to inform human capital strategy and P&C operations
• Maintain relationships with professional organizations and associations to keep abreast of current P&C/HR trends and best practice

Required Knowledge, Skills and Abilities

• Must possess high ethical standards, excellent organizational skills, ability to exercise good judgment and utilize creative problem-solving skills
• Proven ability to build compliant P&C processes and record keeping across the function with a willingness to regularly conduct self-audits
• Expertise with achieving organizational compliance regarding employment/labor laws and practices at Federal, State and local levels
• Experience with full-cycle recruitment, talent management, performance management, employee relations and employee experience/engagement
• Proactive mindset; you seek to continuously improve the P&C function whenever the opportunity arises
• Proven ability to establish and maintain an effective working relationship with co-workers, supervisors, representatives of other agencies, and the publicrams
• Experience in the administration of benefits and compensation plans and other HR prog
• Strong communication skills, both verbal and written, with both internal and external clients, partners and stakeholders
• Proficient in web tools to be efficient and effective with your work

Required Qualifications

• Bachelor's degree in human resources or related field
• Minimum 7 years of progressive management experience in all aspects of Human Resources
• Minimum 3 years of experience managing direct reports

Preferred Knowledge, Skills, Abilities and Qualifications (Nice to Haves)

• HR certification such as PHR, SPHR, SHRM-SCP or SHRM-CP
• Master's degree in human resources or related field
• Experience working with Microsoft Teams, Canva, Applicantpro, Efforts to Outcome (ETO), IPS/Inova Payroll, HMIS