Director of people and culture
WHO WE ARE
At Learning for Action, we believe that the best and most enduring way for an organization to increase its impact is to develop its capacity as a learning organization. Since our start in 2000, we have provided highly customized strategy development, evaluation, and research services to social sector organizations.
Our reimagined mission is to partner with organizations to strengthen their learning culture and practice in service of equity and justice. In all our engagements, we share our thinking, collaborate throughout the process, and provide our clients with the tools to engage in ongoing organizational learning and reflection.
Learning for Action (LFA) works best and most uniquely at the intersection of evaluation and strategy. We bring a holistic approach to understanding an organization’s learning practices and culture. We help our clients to assess their performance and make data-informed decisions, ensuring they are well-positioned to refine their strategy and achieve greater impact.
Learning for Action values a diverse workforce that is a microcosm of its communities and is aligned with the mission-driven work of its clients. LFA actively strives to sustain a learning culture and an equity and social justice focused approach. The organization is currently engaging deeply in its own journey to transformational equity, reflecting deeply on its history, internal operations, and its client work to create meaningful social impact in the service of greater justice and equity.
As a new position to LFA, the Director of People and Culture (DPC) will be an individual contributor who will be responsible for designing, managing, evaluating, and amplifying all employee-centered functions at LFA. The DPC will help strengthen our mission- and values-aligned organizational culture, be expected to bring strategic and technical talent and HR subject matter expertise that will allow them to contribute to strategic discussions with the COO and the partners group and lead all aspects of employee relations and culture at LFA. Additionally, the DPC will be a direct resource to employees when they have questions regarding benefits or need assistance understanding terms of their employment. We are looking for someone who is well versed and has experience in designing and implementing equitable, inclusive, and anti-racist practices. We hope to have someone who can identify conventional HR practices and then adapt those to fit an organization that is explicitly working to center racial equity. At their core, the Director of People and Culture will understand the duality of their role – focusing on both short and long term needs of the organization and the employees.
The Director of People and Culture will report to, and work collaboratively with the Chief Operations Officer. The DPC will also work collaboratively with an operations manager that supports administrative or transactional aspects of human resources.
Strategic responsibilities of the Director of People and Culture include, but are not limited to the following:
- Contribute and lead strategic discussions with the COO and partners group regarding:
- Recruitment and employee retention
- Compensation and benefits
- Performance management
- Learning and development
- Employee experience / organizational culture
- Employer brand
- Employment law
- Be an active leader in building an inclusive and equitable organizational culture.
- Create and implement policies that mitigate bias, increase equitable outcomes, and foster respect and inclusion throughout LFA.
- Inspire and motivate employees to contribute to co-creating a reflective, productive, caring, inclusive culture that holds itself as a learning community.
Specific responsibilities of the Director of People and Culture include, but are not limited to the following:
Directly responsible for the development and implementation of the following:
- Talent recruitment and retention programs
- Designing and leading hiring processes
- New employee orientation, onboarding, and work with new staff to assess their skills in relation to organizational needs.
- Monitor metrics and report trends relating to employee retention, time to fill vacant role and other useful HR centric data points
- Design and lead employee satisfaction surveys
- Support existing employee resource groups and engage in discussions to launch new groups
- Proactively consider the impact of organizational shifts and strategy changes on staff and culture and implement strategies to engage the team in best practice change management.
- Maintain LFA’s strong team culture by serving as the go-to staff person for personnel issues and work-related advice.
- Workforce capacity, project staffing, and portfolio alignment
- Workforce planning and management (monitor staff workflow to determine when adjustments to headcount are appropriate; formulate and share recommendations with COO).
- Manage project staffing processes and make decisions about project assignments in collaboration with supervisors.
- Monitor workflows to determine when project loads/assignments may need to be shifted. Partner with supervisors on making necessary shifts.
- Manage, evaluate, and systematize all HR programs relating to:
- Performance goals and management
- Develop a framework for establishing annual performance goals, job expectations, feedback cadence, and performance improvement.
- Support supervisors with the utilization of performance management tools
- Develop thematic reports and recommendations from performance reviews–noting trends and identifying opportunities for staff skill building and trainings that align with project and organizational needs
- Total Rewards – Compensation and benefits (monetary and nonmonetary)
- Provide technical assistance to staff who have questions regarding utilization of benefits and LFA policies.
- Manage insurance benefits plans.
- Contribute to discussions regarding outside vendor support for specific functions.
- Collaborate with COO on bi-annual compensation reviews, research comparable plans, and provide recommendations to COO.
- Professional development, employee capacity building, and career mapping
- Develop learning and development programs and establish budgets that align with needs of the organization.
- Design leadership development supports and manage supervisor training program.
- Convene and facilitate supervisors’ group to provide training opportunities, surface emerging needs from staff and supervisors, and support supervisors with technical HR issues
- Develop and execute staff skills-mapping process in line with project and organizational needs. Develop recommendations for staff trainings and professional development, research resources to provide those trainings, and ensure implementation and utilization.
- Promotion Guidelines – Develop and facilitate the implementation of a set of guidelines that ensure employee promotions are managed equitably and consistently across the organization. This will include the establishment of promotion criteria, compensation guides, and career path clarity.
- Employee experience / employee engagement
- Create and evaluate workplace policies and practices – Review existing workplace policies and practices (such as workplace flexibility, remote workplace guidance, EAP access, etc.) and assess those policies, creating revised policies and practices where necessary that are appropriate and sustainable for LFA’s workplace today and beyond. Maintain LFA’s employee handbook and other written policies.
- Co-manage and co- facilitate bi-monthly staff meetings, including setting agendas and coordinating with the Partners and COO and others in the organization to determine the most relevant topics for each meeting
- Support and contribute to organizational learning efforts and processes.
- Human resource compliance
- Ensure LFA is in compliance with employment laws in the states that they need to be compliant with – including, but not limited to California state law.
- Audits and adjust internal policies and procedures to reflect requirements based on having a remote workforce (i.e. having employees in multiple states).
SKILLS AND COMPETENCIES
A successful Director of People and Culture will be an individual who will provide a depth of knowledge within the field of human resources, and someone who will be a leader and champion of building inclusion and equity. The Director of People and Culture will be an individual contributor, bringing a breadth of expertise, while also toggling between working on strategic issues with the COO. The DPC will also:
- Be employee-centric, inclusive, flexible, and innovative in their approach to human resources, culture building and organizational design.
- Prioritize employee engagement to ensure open communication with employees for the purpose of understanding staff wellbeing and morale.
- Have a track record of centering equity in policy and program development and implementation.
- Support the core value of maintaining enduring relationships (internally and externally) that will continue to amplify LFA’s goals and people-first culture.
- Have a strong orientation to data informed decision making.
- Be an active champion and vocal leader of efforts to advance equity, diversity, and inclusion both in the context of their role and more broadly in the organization
- Be a champion for curiosity, humility, collaboration, learning, and unlearning.
- Communicate in clear and compelling ways (written/verbal) and appropriately adapt messaging to the environment / audience.
- Ability to think strategically about talent-related issues, independently develop and propose solutions to leadership, and execute within the area of subject matter expertise.
Successful candidates will likely possess the following:
- 7+ years of human resources experience, including leading others who are focused on human resources or DEI initiatives.
- Leadership depth, maturity, and collaborative skills to garner trust and confidence of staff and the partners group.
- Analytic and decisive decision-making skills with the ability to prioritize and communicate key initiatives and tactics necessary to achieve organizational goals.
- Proven commitment and experience in advancing DEI agenda, principles, and practices.
This role is full time, exempt and geographically flexible. Travel may be required 1-2 times a year. The annual starting salary range for the role is $110,000 – $125,000, depending on experience. Compensation also includes 10 paid holidays (including your birthday) and 18 additional paid days off per year (increasing to 23 days after 2 years). We are committed to positive work-life balance and have systems and support in place to help employees maintain a workload that fits into a 40-hour/week. LFA offers a generous benefits package for a small business, including medical, dental, vision, and life insurance and a 401k plan.
Applicants must be a U.S. Citizen, non-citizen national, or foreign national possessing a visa permitting permanent residence in the U.S. (Alien Registration or “Green Card”). Student visas and temporary work visas do not qualify.
This search is being managed by Diversity Recruiters. Interested candidates should complete the form below and send their resume to email@example.com.
Diversity Recruiters celebrates difference and is committed to providing equitable experiences and addressing the effects of power and privilege.
Learning for Action is proud to be an equal employment opportunity workplace. We are committed to equal employment opportunity regardless of race, color, ancestry, religion, gender, gender identity, national origin, sexual orientation, age, citizenship, marital status, physical disability, veteran status or length of time spent unemployed.
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