Director of People and Culture

Position Purpose

This director of people and culture oversees the organization’s human resource functions and workplace culture. The director of people and culture is responsible for end-to-end employee engagement and development including interviewing, hiring, onboarding, performance management, and evaluation processes. The position also works closely with the CEO and COO to create a strong, positive and engaged workforce and culture. With our values of passion, service and innovation at the forefront, this position will advance the mission of the Great Plains Food Bank to end hunger together.

Core Accountabilities and Essential Duties

1. Talent Management

Develops and oversees the organization’s talent management processes including hiring, orientation and onboarding.

• Coordinates and assists supervisors with recruitment & staffing initiatives, including creation of job descriptions, posting open positions, reviewing applicants, conducting interviews and extending offers.
• Oversees new employee orientation and onboarding, including updates to related materials (ex. employee handbook) as needed.
• Collaborates with senior leadership to understand the organization’s goals and strategy related to staffing, recruiting, and retention.
• Performs compensation analysis to ensure individual wages are in line with market rates.
• Conducts exit interviews and provides any corresponding suggestions for improvements.

2. Employee Engagement and Development

Originates and leads the organization’s employee engagement and development objectives that will ensure a superior workforce, including training and professional development, performance management and succession planning.

• Implements employee satisfaction measurements, including employee engagement surveys and creates organizational wide action plan for improvement.
• Proactively identifies and addresses employee issues or concerns and consults on various employee relations issues.
• Facilitates professional development opportunities and trainings, ensures staff certifications, leads staff training activities, and offers coaching of supervisors and/or employees as needed.
• Leads the organization’s use of behavioral assessments (ex. Predictive Index) in both hiring and performance issues.
• Serves on engagement and culture committee and risk management committee.
• Oversees and coordinates performance management activities, including annual performance reviews, completion of individual work plans, disciplinary actions including warnings and terminations.
• Serves as point person for all personnel issues and questions.
• Manages ordering, distribution and inventory of employee uniforms and logo wear.
• Oversees, administers and updates (as needed) the organization’s employee appreciation & recognition plans.

3. Organizational Development

Collaborates with leadership to build a strong organizational culture rooted in engaged, mission-driven employees.

• With the CEO and COO, design and lead organizational initiatives to improve workplace culture, collaboration and fosters positive employee engagement.
• Designs and directs organization wide process for succession planning, employee retention, organizational design and change management.
• Manages employee communication (ex. HR and committee topics) and feedback opportunities.
• Evaluate company structure, job design and personnel forecasting and make recommendations.
• Creates and maintains organizational office and workspace plans.
• Assists in strategic planning and tracking activities.

4. Compliance, Policies and Procedures

Monitors and ensures the organization’s compliance with federal, state, and local employment laws and regulations, as well as implementing and maintaining recommended best practices.

• Serves as liaison with PEO.
• Develops, implements, and monitors human resources policies and procedures.
• Manage human resources data, such as confidential employee records and organization charts.
• Oversees effective management of safety, workers’ compensation, and employee leave of absence programs (FMLA, STD, LTD, etc.).
• Ensures legal compliance with all applicable local, state, and federal employment laws.
• Consults with legal counsel as appropriate.

Education, Experience and Requirements

Successful candidates for this position must hold a Bachelor’s degree in Human Resources, Organizational Behavior, or Business Administration with at least 3 years’ related experience. Candidates must have experience with staying up to date on compliance related matters, such as, legal requirements and government regulations. Valid driver’s license, ability to travel statewide and flexibility to attend meetings and events in evenings and/or on weekends required.

Skills and Competencies

• Strong communicator that possesses excellent written, oral and interpersonal communication skills.
• Excellent leadership, performance management, and conflict resolution skills.
• Ability to understand, interpret, and enforce regulations and laws in an accurate and equitable matter.
• A deep understanding of benefits administration, payroll and compensation, and other general human resources functions.
• High proficiency with Microsoft Office applications.
• Ability to work in a fast paced environment with multi-faceted demands and deadlines.
• Strong organizational skills and detail oriented, yet flexible with an adaptable personal style.
• Strong customer service skills and willingness to assist others.
• Ability to build collaboration across teams and departments.

Job Type: Full-time

Pay: $75,000.00 - $85,000.00 per year

Benefits:

• 401(k)
• 401(k) matching
• Dental insurance
• Health insurance
• Life insurance
• Paid time off
• Professional development assistance
• Vision insurance

Schedule:

• 8 hour shift
• Monday to Friday

Education:

• Bachelor's (Required)

Work Location: In person

Salary : $75,000 - $85,000