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Director of People and Culture
$154k-201k (estimate)
Full Time | Building Construction
7 Days Ago
Points North is Hiring a Director of People and Culture Near Minneapolis, MN
Points North, the leading software company in the compliance and reporting space, is seeking a Director of People and Culture to join its growing team. This is currently a hybrid position with the expectation of being in our Minneapolis office 2 days per week, or more if desired.As a member of the Points North Business Team, the Director of People and Culture is responsible for all aspects of Human Resources including talent acquisition, employee relations, compensation and benefits administration, performance management and the development and implementation of human resources policies and procedures. The Director of People and Culture functions as a strategic advisor to leadership regarding organizational design and people management. The Director of People and Culture oversees the overall strategic direction, planning, coordination, administration, and evaluation of the human resources function at Points North. This position involves both strategic and operational responsibilities that deliver measurable value to the business and an exemplary experience to the employees. The pay range for this position is from $100,000 to $120,000 annually, depending on qualifications.
Responsibilities: Talent Acquisition and ManagementDevelop and ensure effective implementation of plans, systems, policies and processes for workforce planning, talent acquisition, talent management and development, employee engagement, legal compliance and recordkeeping, employee relations. Responsible for the day-to-day operations of the Human Resources Department, inclusive of the integration of technology to increase efficiency and effectiveness. Ensure the continuous enhancement of organizational guidelines, policies and procedures. Supervise HR staff.
Participate in workforce planning and budgeting, identify potential barriers to employee recruitment, hiring, and retention and the establishment of metrics. Assess employee professional development needs and develop and implement a professional development plan.
Drive recruitment and talent acquisition approaches to attract the right talent. Oversee recruitment efforts to ensure that the organization is effectively and efficiently sourcing and selecting the right candidates. Assist in Identifying critical talent needs, develop core competencies and corresponding development opportunities, and engage leadership in succession planning.
Leads the effective and efficient administration of the performance management process, making sure that the organization’s managers are equipped to engage in constructive and ongoing feedback and coaching, collaborate effectively when co-managing staff, and encourage staff to actively participate in identifying and addressing performance gaps.
Clearly articulates HR priorities and action steps; prepares monthly reports that incorporate appropriate functional, operational, and financial metrics to track progress and demonstrate HR contributions to company performance.
Maintain current knowledge and application of all relevant laws and regulations at the local, state and national level relating to employment and ensure organizational compliance. This includes educating and advising leaders on HR-related legal and regulatory matters and ensuring HR programs, practices and policies are aligned. Must be able to exercise considerable judgment and discretion in dealing with matters of significance for the company.
Total Rewards AdministrationDesign, implement, administer and regularly review a competitive compensation system and benefit package, including compensation, benefits, retirement, recognition, engagement, and other programs that are cost effective and consistent with market trends and organizational objectives to attract and retain staff.
Manage benefit broker resources and the benefits enrollment process. Manage leave administration and the payroll function.
Develop and implement a comprehensive onboarding system. Identify ways to increase staff retention and productivity, including strategies to enhance employee engagement, leadership and staff development, regular feedback and coaching, career pathing, and promoting a diverse and professional work culture.
Strategic AdvisorThis position requires a true strategic business partner who is collaborative and capable of building consensus and commitment toward shared outcomes. In partnership with leadership, develops and drives the alignment of the HR strategic plan to achieve the vision of Points North to create value for its stakeholders.
Provide insights and guidance on strategic decisions, mentor and coach managers on areas related to people management and engagement. Understand and successfully lead change within dynamic, growth organization.
Partner with the leadership team to achieve the vision, mission and goals of Points North by driving a focus on performance and results using data-driven and objective frameworks.
Identify, problem-solve and address complex workforce challenges.
Leverage and communicate HR practices and the organization’s goals to provide process clarity, insights and guidance on strategic decisions.
Maintain a degree of independence and objectivity in order to offer multiple perspectives, to mitigate risk, and ensure that HR initiatives are aligned with the organization's best interests.
Required QualificationsBA/BS degree in Human Resources or a related field or the equivalent years of experience in Human Resources.
A minimum of 5-7 years of HR generalist experience partnering directly with senior leadership to develop, align and implement HR and organizational development strategies.
Extensive knowledge of employment laws and other compliance issues
Preferred QualificationsMaster's Degree
HRCI and/or SHRM Certification.
Experience supervising and developing Human Resources staff.
Experience at a senior or mid-senior level implementing strategies and systems for talent management, compensation and benefits.
Ability to identify, influence, and collaborate with key stakeholders to achieve desired organizational outcomes.
Experience providing thoughtful, progressive and strategic guidance.
Strong interpersonal, verbal and written communications skills, including the ability to develop and present internal presentations.
Proficiency in Microsoft Office Suite and HR system applications.
Lean/Six Sigma certification is desirable.
Must be able to travel to satellite office locations as needed.
Responsibilities: Talent Acquisition and ManagementDevelop and ensure effective implementation of plans, systems, policies and processes for workforce planning, talent acquisition, talent management and development, employee engagement, legal compliance and recordkeeping, employee relations. Responsible for the day-to-day operations of the Human Resources Department, inclusive of the integration of technology to increase efficiency and effectiveness. Ensure the continuous enhancement of organizational guidelines, policies and procedures. Supervise HR staff.
Participate in workforce planning and budgeting, identify potential barriers to employee recruitment, hiring, and retention and the establishment of metrics. Assess employee professional development needs and develop and implement a professional development plan.
Drive recruitment and talent acquisition approaches to attract the right talent. Oversee recruitment efforts to ensure that the organization is effectively and efficiently sourcing and selecting the right candidates. Assist in Identifying critical talent needs, develop core competencies and corresponding development opportunities, and engage leadership in succession planning.
Leads the effective and efficient administration of the performance management process, making sure that the organization’s managers are equipped to engage in constructive and ongoing feedback and coaching, collaborate effectively when co-managing staff, and encourage staff to actively participate in identifying and addressing performance gaps.
Clearly articulates HR priorities and action steps; prepares monthly reports that incorporate appropriate functional, operational, and financial metrics to track progress and demonstrate HR contributions to company performance.
Maintain current knowledge and application of all relevant laws and regulations at the local, state and national level relating to employment and ensure organizational compliance. This includes educating and advising leaders on HR-related legal and regulatory matters and ensuring HR programs, practices and policies are aligned. Must be able to exercise considerable judgment and discretion in dealing with matters of significance for the company.
Total Rewards AdministrationDesign, implement, administer and regularly review a competitive compensation system and benefit package, including compensation, benefits, retirement, recognition, engagement, and other programs that are cost effective and consistent with market trends and organizational objectives to attract and retain staff.
Manage benefit broker resources and the benefits enrollment process. Manage leave administration and the payroll function.
Develop and implement a comprehensive onboarding system. Identify ways to increase staff retention and productivity, including strategies to enhance employee engagement, leadership and staff development, regular feedback and coaching, career pathing, and promoting a diverse and professional work culture.
Strategic AdvisorThis position requires a true strategic business partner who is collaborative and capable of building consensus and commitment toward shared outcomes. In partnership with leadership, develops and drives the alignment of the HR strategic plan to achieve the vision of Points North to create value for its stakeholders.
Provide insights and guidance on strategic decisions, mentor and coach managers on areas related to people management and engagement. Understand and successfully lead change within dynamic, growth organization.
Partner with the leadership team to achieve the vision, mission and goals of Points North by driving a focus on performance and results using data-driven and objective frameworks.
Identify, problem-solve and address complex workforce challenges.
Leverage and communicate HR practices and the organization’s goals to provide process clarity, insights and guidance on strategic decisions.
Maintain a degree of independence and objectivity in order to offer multiple perspectives, to mitigate risk, and ensure that HR initiatives are aligned with the organization's best interests.
Required QualificationsBA/BS degree in Human Resources or a related field or the equivalent years of experience in Human Resources.
A minimum of 5-7 years of HR generalist experience partnering directly with senior leadership to develop, align and implement HR and organizational development strategies.
Extensive knowledge of employment laws and other compliance issues
Preferred QualificationsMaster's Degree
HRCI and/or SHRM Certification.
Experience supervising and developing Human Resources staff.
Experience at a senior or mid-senior level implementing strategies and systems for talent management, compensation and benefits.
Ability to identify, influence, and collaborate with key stakeholders to achieve desired organizational outcomes.
Experience providing thoughtful, progressive and strategic guidance.
Strong interpersonal, verbal and written communications skills, including the ability to develop and present internal presentations.
Proficiency in Microsoft Office Suite and HR system applications.
Lean/Six Sigma certification is desirable.
Must be able to travel to satellite office locations as needed.
Job Summary
JOB TYPE
Full Time
INDUSTRY
Building Construction
SALARY
$154k-201k (estimate)
POST DATE
05/21/2024
EXPIRATION DATE
06/15/2024
WEBSITE
points-north.com
HEADQUARTERS
OGDEN, UT
SIZE
50 - 100
FOUNDED
1994
TYPE
Private
CEO
GREGGORY S SHAW
REVENUE
$10M - $50M
INDUSTRY
Building Construction
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The job skills required for Director of People and Culture include Leadership, Initiative, Talent Acquisition, Talent Management, Partnering, Commitment, etc. Having related job skills and expertise will give you an advantage when applying to be a Director of People and Culture. That makes you unique and can impact how much salary you can get paid. Below are job openings related to skills required by Director of People and Culture. Select any job title you are interested in and start to search job requirements.
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