Director, People & Culture

POSITION SUMMARY The Director, People & Culture is responsible for leading the day to day “People & Culture” functions of the organization in accordance with our mission to be “an inspirational place where all people love to be” and our vision of “Arts for Every Life.”  Specific areas of responsibility include: recruiting, training, employee relations and performance management.  Leverages HR Generalist knowledge and experience to ensure compliance with all applicable federal, state and local regulations.  Reporting to the Vice President, People & Culture, the Director plays a key role in cultivating and advancing the culture within the arts center while maximizing organizational effectiveness.  The Director will be an integral member of the Leadership team.   ESSENTIAL JOB FUNCTIONS/RESPONSIBILITIES • Provide guidance, oversight and support to staff on human resources related items.   • Leads the daily People & Culture operation to include: recruiting, training & development,  colleague & volunteer relations, disciplinary procedures, leave administration, workers compensation, legal compliance, and performance evaluations.   • Is the Culture and Service Champion of the arts center.  Models organizational values and service principles and ensures others do the same.  Address service, culture and brand standard deficiencies with department managers and directors.   • Lead, oversee and monitor all organization human capital needs and recruiting functions. Ensures adherence to staffing guides/budgets. Responsibilities include: job description/position review & approval, FLSA compliance, developing and reviewing interview guides, conducting candidate interviews, and extending job offers.  Is the ATS System Administrator and Champion.  Develops recruiting best practices to include training hiring managers on conducting effective interviews.   • Plan, coordinate, oversee and implement soft skills training programs to advance our culture of delivering exceptional and memorable customer service.  This includes: new hire orientation, onboarding and service training.  Collaborate with on-site partners to ensure that their service standards/training are aligned with organizational goals.   • Review, analyze and assess training initiatives and programs.  Develop or research training solutions and make recommendations on tools to enhance the service driven culture.  Create an annual training calendar to include: manager/supervisory development, annual safety training, and compliance training (ex: harassment free workplace, managing legally).    • Recommend, coordinate, oversee and implement culture-based initiatives for colleagues, volunteers and 3rd party partners.  This includes colleague committees, service recognition & reward programs, internal communication channels (newsletter, e-board, intranet), volunteer appreciation programs and colleague events.     • Identify and recommend best practices for recruiting and retaining a diverse workforce and volunteer group.     • Oversee HRIS data and functionality to include: entry of colleague data, recording colleague transitions (hire, leaves of absence, separations, etc.), generating reports and processing unemployment claims.   • Accountable for department administrative responsibilities to include: recruiting, scheduling, payroll, budgets and purchasing. Interview, select. train, supervise, counsel, and evaluates performance of team for the efficient operation of the department. Schedules and directs team colleagues in their work assignments.   • Assist in the annual budget and Work Plan process.   • Follow and support all operational policies and procedures.  Assimilate into the arts center culture through understanding, supporting and demonstrating the core values.   • Maintain a professional and friendly relationship with other departments, colleagues, and partners.   • Able to remain calm under pressure.  Ability to work effectively with internal and external customers, some of whom will require high levels of patience, tact, and diplomacy.  Maintain Dr. Phillips Center standards of customer service at all times. • Other duties as assigned. KNOWLEDGE AND EXPERIENCE • Bachelor’s degree in Human Resources or Business required. SHRM-CP or SHRM-SCP certification is a plus.  Qualified candidates must have at least 7 years’ progressive experience in human resources.  Prefer candidates with experience in hospitality/service industry.   • Previous experience must include recruiting, training & development, employee relations, leave administration, workers compensation, unemployment claims response, and general payroll knowledge.  • Possess excellent verbal and written communication skills, good business acumen, and computer literacy (Microsoft Outlook, Word, Excel and Powerpoint). • Must be knowledgeable of current FLSA and EEO guidelines and regulations.  Experience with HRIS, ATS and timekeeping systems.   • Outstanding analytical and problem-solving skills.  Able to create and utilize Excel spreadsheets.  Must be able to perform moderately complex mathematical functions.  Must be able to read, understand and adhere to budgets/financial processes.   • Strong leadership skills with the ability to influence and lead a diverse group of colleagues at all levels of the organization.  Team player with the ability to develop and maintain positive, goal-oriented relationships with other departments and partners.  SPECIAL CONDITIONS OF EMPLOYMENT • This position requires the ability to work a variable schedule, evenings, weekends, and holidays to meet operational needs. ORGANIZATIONAL RELATIONSHIPS Direct reporting relationships: Manager, People & Culture Manager, Talent Aquisition Coordinator, People & Culture