People & Culture Leader - Part-Time

Forj is a growth-stage SaaS company with a bold vision for how members will engage and learn in modern communities of practice. By connecting community with learning, our reimagined solution encourages member engagement with content and human connections, leading to a more vibrant community experience that delivers more value to members while helping their organizations grow. 

We empower the professionals who make our world better.

The People and Culture Leader is a hands-on business and human resources professional who can shift from leading and coaching one moment to rolling up your sleeves for the tactical day-to-day. You’ll have the chance to spend time on employee experience, organizational design, performance, leader and individual coaching, talent acquisition and management, benefits administration, compensation management, compliance, and events. 

This role requires a broad blend of skills and interests to navigate the breadth of People and Culture responsibilities. We’ve built a strong culture at Forj and our People are the keys to Empowering the Professionals Who Make Our World Better. This role is the opportunity to bring your management or director-level experience to continue the People and Culture momentum into the future!  

Key Responsibilities:

• Strategic Leadership of People and Culture:
  • Foster strategies aligning employee experience with the overall business objectives.
  • Collaborate with executive leadership to facilitate organizational development and growth.
  • Cultivate and promote a positive and inclusive workplace culture for a largely remote team.
  • Measure, monitor, and enhance employee engagement, satisfaction, and well-being.
• Talent Acquisition, Onboarding, Retention and Offboarding:
  • Manage full-cycle recruitment processes independently and with external partners.
  • Conduct engaging candidate experiences from sourcing through offer steps.
  • Lead onboarding communications and partner with leaders to provide sound new hire experience plans.
  • Identify retention risks and develop strategies to mitigate.
  • Facilitate offboarding processes that address employee and organizational needs. 
• Performance Management:
  • Partner with leaders to guide and cultivate a high-performance culture.
  • Manage performance feedback processes, communications, systems, and measurements.
• Employee Development:
  • Partner with leaders to surface individual and group development needs. 
  • Identify development resource options that meet the needs of the organization.
  • Foster a continuous learning environment to support career growth and skill enhancement.
• Leadership Partnerships:
  • Provide guidance to managers on all facets of the employee experience. 
  • Serve as a sounding board and consult for employee and organizational topics.
• Employee Relations:
  • Collaborate with and coach managers in addressing individual and cross-organizational topics.
  • Promote a collaborative work environment.
• Compensation
  • Manage external salary market assessment processes.
  • Evaluate and recommend salaries for existing and new roles. 
  • Identify opportunities to improve role and employee-specific compensation.
• Benefits
  • Partner with Finance to administer benefit programs including medical, dental, ancillary, and retirement savings programs.
  • Manage and continually evaluate the broker relationships for wellness and savings programs.
  • Lead annual benefit plan evaluation and renewal including open enrollment.
  • Serve as the primary point of contact for benefit programs, including the management of ongoing benefit educational communications. 
• Event and Office Management
  • Partner with colleagues to design, plan, and execute occasional in-person all company events in large venue environments. 
  • Lead the ongoing in-office supply and service environment individually and with external resources.
• Compliance
  • Understand and apply federal and state labor laws and regulations to ensure a compliant work environment. 
  • Coach leaders and individuals in application of applicable law and regulations. 
  • Manage periodic review and updating of handbook and policies.
    

Minimum Requirements and Qualifications:

• Bachelor’s degree in Human Resources, Business Administration, or a related field (Master’s degree preferred).
• Proven experience as a People and Culture or Human Resources manager or director in a fast-paced and dynamic environment. Previous SaaS organizational experience with a mostly remote workforce is beneficial.
• Bias for positive energy and action, passionate, empathetic, resourceful and resilient.
• Exceptional interpersonal and communication skills – both written and verbal – with the ability to build a genuine rapport with employees.  
• Sound project and program management skills.

• Strategic thinker with the ability to align People and Culture initiatives with business goals.
• Ability and desire to balance a role that requires leadership and individual contributor workstyles at varying times and to varying degrees on a regular basis. 
• Self-motivated continuous learner who identifies ongoing learning opportunities for themselves. 

This part-time role is based in Delafield, WI conveniently located between the Madison and Milwaukee areas with a hybrid arrangement consisting of both in office and remote work. The part-time nature of the role is at least half time and we are flexible on what a specific schedule can be based on candidate preferences.