The OpportunityThe Director of People and Culture is responsible for supporting the strategic vision of the agency, by leading employee relations and IDEA efforts through the development and management of people-focused programs and services to enhance the experience of all agency employees.

To support the mission, vision, and values of Heritage Christian Services, Inc.Pay for this position: $60,879 - $81,196/year with room for negotiation, commensurate experience.The salary of the finalist selected for this role will be set based on a variety of factors, including but not limited to departmental budgets, qualifications, experience, education, licenses, specialty, and training. The above range represents the organization's good faith and reasonable estimate of the range of possible compensation at the time of posting.
Job Responsibilities

1. Oversee all employee relations and DEI efforts, ensuring that the agency meets its regulatory requirements and also prioritizes an excellent employee experience. This position will remain well-informed on industry trends, will be active within the nonprofit HR community where possible, and will challenge the organization to continually develop best practices within HR and DEI spaces.
2. Collaborate on the development of human resources strategy and programs that prepare staff to innovate, learn continuously and perform with excellence in alignment with the Agency’s goals, priorities, and values.
3. Lead and guide the agency’s employee relations work.
4. Assist in oversight of ongoing updates to company policies, procedures, and guidelines. Develop corresponding communication and training plans to ensure employees and managers alike are well-informed of the agency’s expectations.
5. Reinforce and drive the continuous development of a culture reflective of the Agency’s mission, vision, and values that upholds compliance with all legal and organizational requirements, standards, and procedures.
6. Consult and advise senior leadership on a variety of sensitive personnel issues (e.g. discipline, hiring, promotions, termination, return to work, etc.) to assist in effective decision-making and to ensure that all agency employees have equal support and successful career opportunities.
7. Act as a leader and key collaborator on the development and administration of organizational initiatives related to social justice, diversity, equity and inclusion, staff well-being, workforce and leadership development, team building and other related initiatives.
8. Oversee the employee relations program for the agency. Ensure that employee issues are addressed and resolved promptly, effectively, and objectively while complying with applicable laws and policies. Manage complex employee relations issues directly as needed. Apply an understanding of key legal precedents, policies, and practices to protect the interest of the agency and to promote a positive employee experience. Keep senior management informed of any potential escalating HR issues to ensure appropriate support and follow-through.
9. Build and execute a supportive performance management program for the agency. Oversee the annual performance evaluation cycle, ensuring that employee development is prioritized and that the process is managed timely and in compliance with applicable laws, policies and agreements.
10. Develop metrics, dashboards related to employee analytics to drive programs and priorities focused on employee retention.
11. Champion the work of the IDEA Team, providing coaching and guidance throughout the organization in support of the agency’s IDEA work.
12. Serve as an internal investigator in employee relations matters;is responsible for conducting interviews with all parties and witnesses, sharing investigative evidence with all parties for their review, and writing the investigative report.

Qualifications

• Certification in diversity or human resources preferred
• Bachelor’s degree in Human Resources, Business Administration, or similar field.
• Five or more years of relevant experience; OR equivalent combination of education and experience.
• Three or more years of management experience required.
• Broad knowledge of Federal, State and local labor laws, practices and procedures, and current best practice pertaining to personnel administration and development.
• Knowledge and understanding of the issues surrounding access, equity, diversity, inclusion, implicit bias, and institutional racism; ability and experience developing and implementing strategies to identify and define complex equity and inclusion issues.
• Must demonstrate excellent strategic thinking, problem-solving and organizational skills. Strong attention to detail and follow-through required. Proven ability to communicate effectively, both verbally and in writing.
• Ability to establish and build effective working relationships with colleagues and staff. Acceptance of a variety of lifestyles, behaviors, and cultural, and spiritual practices.
• Experience analyzing, creating, and evaluating policies and procedures and formulating recommendations. Ability to investigate complex human resources management and employee issues.
• Experience conducting internal investigations and writing complete internal investigation reports.
• Demonstrate leadership abilities and have previous experience working independently and managing multiple priorities and deadlines.