Description

Overall Responsibilities: The Director, People and Culture will play a key role in aligning firmwide business objectives with people-centric strategies, programs, and policies. The Director will provide thoughtful leadership in the areas of onboarding, staff development, performance management, and retention, while fostering a culture of positive and transparent engagement. This position will also support the firm’s culture and practices to enable our employees to thrive in flexible work settings.

Essential Duties

• Identify organizational development needs to enhance job performance and staff morale
• Collaborate with firm leaders across diverse functions to reach consensus regarding policies and procedures that impact productivity, staff morale, and equity across offices 
• Confer with appropriate management and staff to gain knowledge of work situations, practices, polices, and business initiatives; provide HR guidance when appropriate
• Assist in organizing firmwide communications infrastructure to enhance employee engagement 
• In collaboration with the CIO and the Director of IT, benchmark best practices for change management related to the relationship between immerging technologies and staff productivity 
• In collaboration with the Director of Marketing and Communications, develop a strategy plan to communicate internally and externally staff development and general activities
• In collaboration with the CFO and Controller, develop communication protocols to drive a high-performance culture
• Research and provide ongoing guidance related to industry total compensation trends; ensure pay structures reflect the firm’s pay philosophy and its ability to pay
• Update employee handbook. Once update is completed, maintain content in the employee handbook 
• Active involvement in the firm’s Culture & Staff Development and Justice, Equity, Diversity, and Inclusion (JEDI) committee
• In collaboration with functional leaders, develop a learning culture across all disciplines
• Provide strategic insights in developing and supporting a collaborative firm culture and develop a plan for implementation
• Point of contact for employee relations concerns raised by managers and staff
• Maintains in-depth knowledge of legal requirements related to day-to-day management of employees, reducing legal risks, and ensuring regulatory compliance. 

HR Policy Development and Maintenance 

• Responsible for ensuring the firm is operating in compliance with EEO laws
• Ensure that on-boarding protocols are current and relevant
• Lead change management related to changes to policies, benefits, and procedures that impact staff
• Provide oversight and guidance to HR administrator related to staff administration matters and document controls 
• Work in collaboration with the Chief People Officer and Chief Financial Officer during annual compensation reviews, to ensure equity is maintained
• Maintain JUST Label policies and target areas of improvement for following label updates

Culture Development

• Lead the planning, implementation, and on-going administration of programs that support equal employment opportunities, inclusive staff engagement, and diversity of perspectives
• Provide guidance related to compensation assessment and incentives
• Review and develop comprehensive and supportive employee benefits programs, so the firm remains market competitive 
• Provide leadership for the annual professional development process
• In response to M&A activities, lead the cultural integration practices within the firm
• Develop the framework for a comprehensive “work-from-anywhere” policy

Recruiting & Retention

• In collaboration with the HR administrator, responsible for developing and maintaining the applicant tracking system
• In collaboration with the Director of Marketing & Communication, ensure the recruiting section of the firm’s website is maintained
• Attend weekly staffing meetings to understand and assess hiring needs
• In collaboration with Chief People Officer and CFO, facilitate strategic hire procurements with third-party recruiters
• Collaborate with the CPO on university recruitment and internship recruitment, including HBCU efforts in place, and facilitate career fairs attendance in target markets and architecture programs
• Provide management training in interviewing, hiring, retention, and performance
• In conjunction with CPO subcommittee, work to ensure recruitment strategies align with our goal to recruit talent from underrepresented racial and ethnic groups

Training & Development

• In collaboration with firmwide and office leaders, develop a comprehensive training platform to track development opportunities and offerings; integrate succession planning with development programs and individual plans 
• Develop, execute, and maintain all learning and development initiatives and help drive a high-performance, high-growth mindset that focuses on career development and growth
• Maintain and curate the staff advocacy program; identifies staff training needs and individual coaching needs
• Ensure that staff have the requisite internal resources for development of critical skills
• Actively develop and strengthen the nexus between career development goals/feedback and core job performance 
• To identify emerging leaders, provide guidance to managers related to individualized staff development
• Facilitate leadership coaching for mid-level and senior managers, to promote more effective leadership 

Employee Relations

• Partner with Principals to address and document employee performance issues
• Conduct HR investigations to substantiate employee claims and escalate matters, as warranted 
• Provide confidential forum in which staff can address concerns

Risk Management

• Investigate accidents that may have WC implications and prepare reports for insurance carriers
• Consult with CFO, CPO, and legal counsel on employee relations matters that may subject the firm to exposure

Requirements

Required Skills/Abilities: 

• • Excellent verbal and written communication skills 
• • Excellent interpersonal and customer service skills 
• • Excellent organizational skills and attention to details
• • Ability to comprehend, interpret, and apply the appropriate sections of applicable laws, guidelines, regulations, ordinances, and policies (for all state and local jurisdictions where we operate as well as Federal level standards) 
• • Ability to acquire a thorough understanding of the organization’s hierarchy, jobs, qualifications, compensation practices, and the administrative practices related to those factors. 
• • Excellent time management skills with a proven ability to meet deadlines 
• • Strong analytical and problem-solving skills 
• • Proficient with Microsoft Office Suite or related software 

Education and Experience: 

• Minimum of 10 years of experience resolving complex employee relations issues in a professional design services firm 
• Working knowledge of multiple human resource disciplines including compensation practices, organizational diagnostics, employee relations, diversity, performance management, benefits design and delivery, and federal and state respective employment laws 
• Employee Relations experience in an organization with offices in multiple U.S. regions, preferred
• Bachelor’s degree required in Human Resource Management, Business, or related field
• Development and enhancement of HRIS systems
• Experience with 401k management and compliance
• Highly desirable - SHRM Certified Professional (SHRM-CP) or SHRM Senior Certified Professional (SHRM-SCP) credential or ability to obtain certification within one year of employment
• Highly desirable – involvement in local and/or national culture development organizations

PAY/BENEFITS

We offer a competitive salary and benefits package that includes medical, dental, vision, life, short- and long-term disability, paid PTO and holidays, as well as 401(k) matching, profit sharing and annual performance bonus opportunities.

Steinberg Hart is an Equal Opportunity Employer. All qualified applicants will receive consideration for employment without regard to age, race, color, religion, sex, sexual orientation, gender identity, national origin, or protected veteran status and will not be discriminated against on the basis of disability, genetics, or arrest/conviction records.