Director of People and Culture

Position: Director of People and Culture

The Director of People & Culture serves as a leader, mentor, and advisor to the organization, providing expertise and direction related to people and culture practices and strategies. Their purpose is to create a work culture where employees are inspired and supported, fostering an environment that encourages well-being and professional growth.

This role ensures the effective delivery of human resources functions, aligning people strategies with the organization's overall objectives. Key priorities include culture-building, employee well-being, organizational compliance, and total rewards programs that support strategic goals. The Director will lead or be involved in the implementation of people and culture priorities across the full spectrum of human resources and will collaborate closely with leadership and operations teams to achieve workforce-related goals.

Essential Job Functions and Responsibilities:

People Operations

Lead the delivery of people practices that shape a culture focused on attracting, retaining, and developing employees. Partner effectively with leadership to build workforce capabilities through standardized processes, systems, communication, and training.

Oversee the development and maintenance of HR standards and processes that move beyond transactional functions to enable strategic business outcomes.

Provide hands-on leadership and consultation in daily HR functions, including:

Advising leaders on people strategies, performance management, employee relations, compliance, and legal matters.

Conducting and assisting with workplace investigations as needed.

Monitoring leadership performance gaps and guiding corrective actions, including leading reviews and discussions in highly sensitive cases.

Ensuring compliance through audits and monitoring of HR practices.

Track and report key workforce metrics, including retention, engagement, compensation and benefits expenditures, and efficiency measures. Collaborate with leadership to align staffing models, benefits costs, and budget goals. Use data insights to support problem-solving and decision-making.

Develop communication strategies for HR programs, including benefits, employee services, workplace culture, and policy changes. Utilize various communication channels such as face-to-face meetings, text-based tools, newsletters, email, social media, and digital platforms.

People and Culture Strategies

Contribute to the development and execution of people strategies in collaboration with senior leadership.

Stay informed on HR trends and emerging opportunities to shape future workforce initiatives.

Analyze engagement, well-being, and labor data to identify areas for improvement.

Participate in planning and implementing action plans to drive strategic workforce priorities.

Lead engagement and culture-building efforts across the organization.

Plan and report on engagement initiatives and cultural development strategies, presenting findings to leadership and stakeholders.

Champion diversity, equity, inclusion, and belonging efforts through advocacy, planning, training, and leadership development.

Lead or support initiatives promoting employee well-being, encompassing financial, physical, emotional, mental, and professional wellness.

Drive initiatives that enhance the employee experience through communication, training, and continuous improvement.

People & Culture Support

Serve as the HR leader for the corporate office, handling all aspects of employee onboarding, performance management, leave management, employee relations, and rewards programs.

Lead the organization's Culture Committee, ensuring health and well-being initiatives, internal communication efforts, and employee engagement activities are effectively executed.

Total Rewards and HR Systems

Collaborate with leadership to evaluate, develop, and implement total rewards programs, including compensation, benefits, work-life initiatives, and recognition programs.

Oversee benefits administration and support benefits specialists.

Participate in benefit reviews and planning with leadership and brokers, including cost-benefit analysis and reporting.

Conduct job analysis, market pricing, and salary reviews to maintain competitive compensation structures.

Develop communication strategies to enhance employee understanding and engagement with total rewards programs.

Ensure compliance with compensation and benefits regulations.

Oversee HR information systems (HRIS) and data reporting. Serve as the primary point of contact for HRIS vendors and ensure system effectiveness through training, support, and ongoing optimization.

Participate in budget planning related to people and culture functions.

Other Duties and Projects

Lead and manage organizational projects as assigned.

Perform additional duties as needed to support HR and organizational initiatives.

Expected Outcomes:

Achievement of annual workforce goals related to employee retention, engagement, and well-being.

Effective implementation of HR action plans that positively impact business performance, financial outcomes, and employee satisfaction.

Delivery of expert consultation and support to leadership, as measured by feedback and engagement metrics.

Qualifications & Competencies:

Education: Bachelor's degree in Human Resources, Business Administration, or a related field required. HR certification preferred.

Experience: Minimum of six years in HR leadership, with a strong background in human resources strategy, employment law, compliance, employee relations, and total rewards. Experience in healthcare, senior living, or hospitality industries is preferred.

HR Expertise: Strong understanding of employment laws, compliance requirements, performance management, and compensation and benefits administration.

Leadership & Influence: Ability to effectively advise and guide leaders on workforce strategies. A change champion with proactive problem-solving skills and a strong balance of strategic vision and execution.

Communication Skills: Exceptional interpersonal skills with the ability to communicate clearly and effectively across all levels of the organization. Skilled in presenting workforce strategies and HR initiatives in both written and verbal formats.

Integrity & Confidentiality: Unwavering professionalism, ethical standards, and ability to handle sensitive information with discretion.

Project & Time Management: Strong ability to manage multiple projects and priorities under tight deadlines.

Data-Driven Decision Making: Proficiency in data analysis to support workforce strategy, including interpreting HR metrics and making informed recommendations.

Technical Skills: Proficiency in Microsoft Office 365 (Excel, Word, PowerPoint) and HRIS systems.