Director of People & Culture

Position Overview

The Director of People & Culture is a strategic leader responsible for shaping and executing the organization's people strategy while overseeing all human resources functions. This role blends strategic culture-building initiatives with operational HR excellence, ensuring that our workforce is engaged, compliant, and aligned with organizational goals. The ideal candidate is both a visionary culture architect and a hands-on HR practitioner who can seamlessly move between big-picture strategy and day-to-day execution.

Key Responsibilities

Strategic Leadership & Culture Development

• Develop and implement comprehensive people strategies that support business objectives and foster a thriving organizational culture
• Champion employee engagement initiatives, inclusion efforts, and workplace experience programs that reinforce company values
• Partner with executive leadership to align people practices with business strategy and organizational growth
• Lead change management initiatives and guide leadership through organizational transitions
• Analyze workforce trends, metrics, and data to inform strategic decision-making and continuous improvement
• Serve as a trusted advisor to leadership on all people-related matters

Talent Management & Development

• Oversee talent acquisition strategies and ensure effective recruitment processes that attract top-tier candidates
• Design and implement performance management systems that drive accountability and development
• Create and execute learning and development programs that build organizational capability
• Develop succession planning frameworks and leadership pipelines
• Implement retention strategies and conduct stay/exit interview analysis to reduce turnover

HR Operations & Compliance

• Oversee all HR operational functions including HRIS management, recordkeeping, and reporting
• Ensure full compliance with federal, state, and local employment laws and regulations
• Manage employee relations issues, investigations, and conflict resolution with fairness and discretion
• Develop, update, and communicate HR policies, procedures, and employee handbook
• Oversee workers' compensation, unemployment claims, and leave administration (FMLA, ADA, etc.)
• Maintain accurate and confidential employee files and HR documentation

Benefits & Compensation Administration

• Oversee benefits programs including health insurance, retirement plans, wellness initiatives, and voluntary benefits
• Manage annual benefits enrollment process and serve as primary liaison with benefits brokers and vendors
• Conduct market research and salary benchmarking to ensure competitive compensation structures
• Administer compensation programs including merit increases, bonuses, and equity/ESOP (if applicable)
• Evaluate and recommend benefit plan changes based on cost, utilization, and employee feedback

Payroll Management & Administration

• Oversee payroll processing to ensure accuracy, timeliness, and compliance with all regulations
• Partner with payroll vendors or internal teams to resolve discrepancies and address employee inquiries
• Ensure proper classification of employees (exempt/non-exempt, employee/contractor)
• Manage payroll-related tax compliance and year-end reporting (W-2s, 1095s, etc.)
• Coordinate with finance on payroll budgeting, forecasting, and reconciliation

Onboarding & Employee Experience

• Design and oversee comprehensive new hire orientation and onboarding programs
• Ensure seamless integration of new employees into the organization and their teams
• Create memorable employee experience touchpoints throughout the employee lifecycle
• Coordinate offboarding processes including exit interviews and knowledge transfer

Team Leadership

• Build, lead, and develop the HR/People & Culture team (if applicable)
• Delegate operational tasks effectively while maintaining accountability for outcomes
• Foster a culture of service excellence within the HR function

Required Qualifications

Education & Experience

• Bachelor's degree in Human Resources, Business Administration, Organizational Psychology, or related field (Master's degree preferred)
• 7+ years of progressive HR experience with at least 3 years in a leadership role
• Proven experience managing full-cycle HR operations including benefits, payroll, compliance, and employee relations
• Experience in both strategic and operational HR capacities

Knowledge & Skills

• Deep knowledge of federal and state employment laws (FLSA, ADA, FMLA, Title VII, etc.)
• Strong understanding of benefits administration, payroll systems, and HRIS platforms
• Excellent conflict resolution and employee relations skills
• Demonstrated ability to build culture and drive employee engagement
• Strategic thinking with strong business acumen
• Exceptional communication skills (written and verbal) at all organizational levels
• High degree of emotional intelligence and cultural competency
• Proficiency with HR technology platforms (ADP, Paylocity, BambooHR, Workday, etc.)

Key Competencies

• Strategic Vision: Ability to see the big picture while managing operational details
• Servant Leadership: Commitment to supporting and developing others
• Integrity & Confidentiality: Unwavering ethical standards and discretion
• Adaptability: Thrives in dynamic, fast-paced environments
• Problem-Solving: Creative and practical approach to complex people challenges
• Data-Driven Decision Making: Uses metrics and analytics to inform strategy
• Relationship Building: Develops trust and credibility across all levels
• Change Leadership: Guides others through transitions with empathy and clarity