What are the responsibilities and job description for the Director of People & Culture position at Northwest Education Access?

About Northwest Education Access

Northwest Education Access (NWEdA) works throughout the greater Puget Sound region on Coast Salish land. We provide comprehensive and individualized support to help low-income young people, ages 16-29, build their own path to higher education and beyond. NWEdA focuses specifically on supporting alternative routes to high school completion and the transition into postsecondary pathways in King, Pierce, and South Snohomish County. NWEdA is guided by the belief that all young people, regardless of income or background, should have the opportunity to access postsecondary.

Our evidence-based model—the only one like it in Washington State—specializes in re-engaging low-income young people who have left high school prior to completion or did not transfer straight to postsecondary. The young people we serve navigate complex education barriers that are compounded by inequitable access to basic needs like housing, mental health services, and childcare. They do this while experiencing institutional racism and surviving generational and historical trauma. Many of the young people we serve are considered ‘Opportunity Youth,’ meaning they are typically disconnected from school and / or work. Our students all share a strong motivation to complete their education and demonstrate resilience and perseverance in the face of adversity.

Prioritizing a Culture of Inquiry through an Antiracist Lens

NWEdA is on an evolving path of discovery and change in how we are in relationship with each other and our community. Inquiry is at the core of our anti-racism work as we question norms, patterns, power dynamics, and processes. As part of our work, we’ve created more space for our staff to be curious, ask questions, learn from each other, and question the status quo. This has included regular meetings where staff discuss the work we do and implement changes as needed. We have also developed new mechanisms to get valuable input from students, alumni, and volunteers.

To help operationalize our learnings across the organization, we’ve created our Anti-Racist Team made up of staff, board, and student representatives. As a foundational part of our inquiry process, we explicitly examine how white supremacy culture norms show up in our work and have impacted every aspect of our organization, including the students we serve. Learn more about our vision, mission, and values here.

Position Summary

The Director of People and Culture is a new key leadership role responsible for advancing the organization’s commitment to becoming an anti-racist organization while managing comprehensive human resources functions and office infrastructure. This position oversees the development and implementation of strategies that embed anti-racism and equity into every aspect of the organization's operations. The Director will lead initiatives in recruitment, hiring, onboarding, employee development, performance management, and employee relations, ensuring a supportive and inclusive work environment. The role requires a deep understanding of diversity, equity, and inclusion (DEI) principles, strong HR expertise, and a passion for fostering a workplace culture that reflects the organization’s values and mission of supporting youth in education.

The Director will collaborate closely with senior leadership to align DEI and HR strategies with organizational goals, promote a positive and equitable workplace culture, and support the recruitment and retention of diverse talent. Key responsibilities include developing and enforcing inclusive policies, managing performance and compensation systems, overseeing employee training and development, overseeing office and technology infrastructure, and ensuring compliance with labor laws and regulations. The Director will also use data and metrics to drive decisions, resolve conflicts, and engage with community partners to enhance the organization’s impact.

The Director of People and Culture is a hybrid position working both remotely and at the NWEdA office in Tukwila. Occasionally, in-person meetings in and around NWEdA’s service area of King, Pierce, and South Snohomish Counties will be required, as well as occasional evening and weekend meetings and events. The position reports directly to the Executive Director.

Primary Duties Strategic Leadership in Human Resources

Design and manage inclusive recruitment and hiring processes to attract a diverse pool of candidates.
Revise and sustain a culturally competent onboarding program that reflects the organization’s commitment to anti-racism.
Oversee the creation and delivery of staff training programs focused on antiracism, cultural competence, and professional and leadership development to enhance skills and growth and foster a supportive and knowledgeable team, subcontracting services as needed.
Partner with operations team to integrate HR practices into strategic planning, ensuring that organizational values are reflected in all aspects.
Develop and implement HR strategies that align with the organization’s antiracist values integrating these principles into all organizational practices.
Develop and implement tracking systems for HR metrics, such as databases and other tools to monitor employee data and performance.
Collect and analyze HR metrics, such as employee demographics, turnover rates, and employee climate surveys, to inform decision-making and track progress on DEI and HR goals.
Oversee payroll system operations in coordination with bookkeeping team to ensure accurate and timely employee compensation.
Maintain positive working relationships with external vendors and service providers, ensuring quality of service and cost-effectiveness.

Policy Development and Implementation

Develop, update, and enforce HR policies and procedures to promote an equitable and inclusive workplace, addressing issues such as discrimination, harassment, and systemic bias.

Revise and manage the performance evaluation system, ensuring it is fair, unbiased, and aligned with organizational values, and supports regular feedback and evaluation processes to support employee growth.

Develop strategies for talent management and succession planning to ensure organizational stability.

In partnership with the Compensation Committee, manage compensation structures and benefits programs, ensuring they are equitable and competitive through regular reviews to align with industry standards and organizational needs.

Ensure compliance with all labor laws, regulations, and best practices and stay informed about HR trends and changes in regulations to maintain up-to-date policies and practices.

Office and Technology Infrastructure

Oversee office infrastructure of both the physical and virtual workplace; serving as the primary point of contact for external items, including but limited to building management, internet and phone providers, online conferencing subscription, and copier services.

Ensure all employees have the hardware and software they need to work productively.

Oversee maintenance and security of technology and collaboration platforms and tools, including outsourced IT support vendor and Google suite.

Oversee the purchase and maintenance of new and / or upgraded equipment and ensure vendors of capital equipment are efficient and meeting our needs.

Ensure all operational systems and procedures are up-to-date and managed smoothly and effectively.

Apply a DEI lens in the selection and retention of all vendors.

Employee Relations and Well-Being

Partner with leadership and co-lead the Antiracist Team (ART) to drive the organization’s anti-racist initiatives and ensure they are integrated into all aspects of operations.

Provide support and guidance in resolving workplace conflicts, discrimination issues, and other employee grievances, ensuring fair and effective solutions in a constructive and timely manner.

Implement and promote practices of radical welcoming that extend beyond onboarding to create a holistically inclusive work environment.

Handle various internal and external requests related to HR (i.e., loan forgiveness, car insurance, and onboarding needs like email accounts and phones).

Oversee employee benefits programs, including health insurance, retirement plans, and other employee perks.

Manage and maintain organization’s insurance policies, ensuring adequate coverage for organization’s staff.

Foster a positive organizational culture through initiatives that support diversity, inclusion, and employee engagement.

Oversee workplace health and safety programs, ensuring a safe and supportive work environment for all employees.

Organize and lead the annual staff retreat with support from relevant committees to foster team building and strategic planning.

Qualifications

A strong belief that every young person has the capacity to achieve their goals and is an expert in choosing their path.

An ability to articulate how institutionalized racism impacts a student’s educational process and pathway.

Upholds and maintains transparency in decision-making as a core function of their leadership.

At least five years of experience in organizational leadership that supports and / or coordinates human resource functions, with a focus on DEI, employee relations, and talent management.

Proven track record in developing and implementing DEI strategies in a nonprofit or similar organizational setting.

Experience in managing comprehensive HR functions, including recruitment, performance management, compensation, and benefits.

Deep understanding of anti-racism principles, diversity, equity, and inclusion best practices, and their application in organizational settings.

Strong knowledge of labor laws, employment regulations, and HR best practices.

Demonstrated ability to lead group meetings and conduct training sessions effectively.

Excellent interpersonal and communication skills, with the ability to build relationships and influence at all levels of the organization.

Strong problem-solving and conflict resolution skills, with a proactive approach to addressing workplace issues.

Experience in strategic planning and aligning HR practices with organizational goals and values.

Proficiency in using HR metrics and data to drive decision-making and measure the effectiveness of HR and DEI initiatives.

Ability to analyze and interpret data to inform strategies and track progress.

Strong commitment to fostering an inclusive and equitable work environment.

A demonstrated ability to proactively problem-solve with a high level of resourcefulness and independence.

A proven track record of thinking critically about challenges and mapping out action steps.

A demonstrated ability to cultivate and build authentic relationships with colleagues and partners.

A Bachelor’s degree or an Associate’s degree with relevant professional experience in human resources, organizational culture change, or nonprofit management work.

Valid Washington State Driver’s license and access to a reliable insured vehicle.

A personal cell phone that can be used for work (work number will be provided).

Compensation and Benefits

The Director of People & Culture will have a salary of $105,000.

Vacation time is 3 weeks for year 1, 4 weeks for year 2 & 3, and 5 weeks for year 4 ;

Two weeks of sick leave each year;

16 paid holidays, including your birthday;

Annual collective week of rest office closure in December;

Full medical, vision, and dental insurance is covered for employee; 50% of insurance is covered for one dependent;

Employer contribution to retirement 401k : 1% in 1st & 2nd years, 2% in 3rd year, 3% in 4th year ;

Access to regular internal training and professional development opportunities;

Annual $600 professional development stipend for external trainings of employee’s choosing;

400 technology reimbursement benefit every 3 years toward purchase of technology tools, such as a laptop, that support your work;

20 monthly personal phone reimbursement;

Commute mileage reimbursement for daily commute miles between home and work over 30 miles per day, with a $200 max for reimbursement each month;

Flexible schedule and independence over calendar.

An amazing group of colleagues to work with in an organization that values work-life balance!

Application Instructions

Priority will be given to applications received by January 14, 2025. To be considered for this position, please submit the following items to apply@nweducationaccess.org with the subject line : “Director of People and Culture.”

Cover letter describing how you meet the qualifications listed above, your interest in the position, and how you will be able to help NW Education Access realize its mission, goals, and values.

Current résumé.

Three references, including a current or former supervisor.

Anticipated Timeline

Position Posted : December 10, 2024

The information below covers the role requirements, expected candidate experience, and accompanying qualifications.

Priority Application Deadline : January 14, 2025

Invitations to Interview Sent : January 21, 2025

First Round Interviews : January 27, 2025

Final Interview : February 3, 2025

Desired Start Date : February 24, 2025

J-18808-Ljbffr

Salary : $600 - $105,000

Apply for this job

Receive alerts for other Director of People & Culture job openings

Director of People & Culture

What are the responsibilities and job description for the Director of People & Culture position at Northwest Education Access?

What is the career path for a Director of People & Culture?

Not the job you're looking for? Here are some other Director of People & Culture jobs in the Seattle, WA area that may be a better fit.

We don't have any other Director of People & Culture jobs in the Seattle, WA area right now.

AI Assistant is available now!