Director of People and Culture

• Is enthusiastic about developing HR and organizational culture programs to elevate a mission-driven nonprofit organization to the next level of people strategy.
• Has a desire to challenge traditional HR practices and explore new models of organizational design, power sharing, and decision making.
• Thrives in a collaborative team environment, working in-person at least two (2) days/week and remotely up to three (3) days/week.
• Enjoys creating, facilitating, teaching, and guiding best practices in HR and organizational culture.
• Is dedicated to incorporating an equity, diversity, and inclusion lens into all facets of their work.

• Develops and leads HR strategy, annual plan, budget, and programs that support an equitable, inclusive, and collaborative workplace.
• Partners with the leadership team, staff, the Equity, Diversity, and Inclusion Committee, and outside experts to lead organization-wide diversity, equity, inclusion, and belonging initiatives.
• Leads the center’s self-assessment and continuous improvement related to the Just Label, which impacts all aspects of the Stanley Center’s work, employee relations, and interactions with local communities.
• Serves as a member of the leadership team to colead organization-wide initiatives.
• Is a liaison to the Board HR Committee, acting as the main contact, presenting HR reports and insights to support strategic decisions.
• Sources, negotiates, and manages contracts with external experts as needed (e.g., staffing firms and learning and development professionals) to expand organizational capabilities.

• Collaborates with the President and CEO and Director of Finance to administer equitable, transparent, and competitive pay, benefits, and flexibility programs.
• Supports a growing culture of inclusivity by implementing ongoing feedback opportunities such as employee surveys and peer-to-peer exchanges.
• Guides organizational design, career development, leadership development, staffing/workforce planning, and succession planning.
• Establishes, tracks, and reports on key people metrics, including turnover, retention, and employee engagement and belonging to make improvements to workplace culture.
• Implements a strategy and plan for inclusive, meaningful employee recognition programs.
• Provides guidance, coaching, and conflict management for a wide variety of employee relations issues, ensuring objectivity and confidentiality.
• Supports staff bringing forward feedback or concerns about their employee experience.

• Develops and leads organizational recruitment and retention strategies and programs.
• Identifies staffing needs; creates/revises job descriptions, recruitment plans, and job advertisements; and facilitates the overall recruitment and hiring processes.
• Implements employee onboarding, orientation, and benefits education.
• Facilitates offboarding and exit interviews, identifying trends to shape organizational culture.

• Develops policies and procedures and leads the annual employment policy manual review and update.
• Upholds HR-related compliance with local, state, and federal regulations.
• Administers leaves of absence and accommodations, ensuring people-centered processes.
• Manages various HR-related administrative processes, including employee status changes, benefits enrollments and changes (in collaboration with the Finance Director), and personnel files.
• Directs safety programming, workers’ compensation claims management, unemployment claims management, and other compliance tasks.

• Develops and implements organization-wide training and coaching programs for Stanley Center employees’ professional growth and career development. Engages external contractors as needed.
• Supports performance management implementation, including quarterly performance discussions, 360s, mediation, coaching, and corrective action as needed.
• Stays up to date on HR, leadership, and organizational culture best practices, and compliance/ regulatory issues that impact the Stanley Center.
• Performs other related duties as needed.

• At least five (5) years of HR, people and culture, or related experience with at least three (3) years at the leadership level.
• Extensive knowledge and experience in leadership, HR, coaching, employee well-being, and equity, diversity, and inclusion.
• A commitment to the Stanley Center’s mission and values, including equity, diversity, and inclusion, and the ability to implement those values in all aspects of your work.
• A desire to challenge traditional HR practices and explore new models of organizational design, power sharing, and decision
• Strong cultural humility, with the ability to build rapport and trust with individuals from diverse backgrounds and perspectives.
• A commitment to upholding ethical standards and maintaining confidentiality.
• The ability to implement a collaborative approach to group facilitation and conflict management.
• The ability to work collaboratively in a team environment and independently manage multiple priorities, accurately and on time.
• Experience with managing organizational culture issues and implementing best practices for workplace support and accommodations for neurodiverse individuals and people of all physical and mental abilities.
• Strong interpersonal, coaching, communication, feedback, and presentation skills.
• Technical proficiency with database/HRIS management, Google Suite, MS Office, social media platforms, and related software.

• A degree in public administration, business, HR, organizational culture, organizational psychology, and/or a related field.
• A SHRM-CP, SHRM-SCP, PHR, or SPHR certification.

• Work remotely up to three (3) days, with two (2) required office days (Mondays and Thursdays), per week.
• Flexible scheduling and optional half day off on Fridays.
• Minimum of 10 days’ vacation leave annually (determined at hiring).
• Eight days health care leave annually.
• Eleven paid holidays plus two individual holidays per year.
• Up to nine weeks of paid parental leave.
• Medical, dental, and vision insurance; center pays approximately 95 percent of employee-only premiums; employee pays approximately $60/month for employee-only coverage.
• Flexible benefit plans.
• Retirement plan with up to 3 percent match plus annual contribution of 7 percent of compensation, 100 percent vested on day of hire.
• Employer-paid life and long-term disability insurance.
• Tuition reimbursement and annual allotment for professional development.
• Lifestyle Spending Account: up to $1,500 per year for fitness, airline club memberships, veterinary expenses, home purchase closing costs, home office equipment, and more.
• Employee Assistance Program.
• Cell phone and internet stipends.

We Make it Easy

Founded in 1901, MRA is a nonprofit employer association that serves more than 4,000 employers, covering more than one million employees.

As one of the largest employer associations in the nation, MRA helps its member organizations thrive by offering the most comprehensive assortment of HR services, information, education, and resources to help build successful workplaces and a powerful workforce.

We partner with these companies working directly with their HR department and leadership to hire their talent. We are a direct line to the company, not an agency recruiter.