Senior Director of People and Culture (Hybrid)

People Strategy & Human Resources Leadership

Lead and oversee all aspects of the employee lifecycle, including recruitment, onboarding, employee relations, performance management, compensation, benefits administration, employee development, succession planning, and offboarding.

Develop and implement people strategies that align workforce planning, talent development, succession planning, and employee retention with the Learning Center's strategic priorities.

Partner with organizational leadership to develop talent strategies that strengthen leadership capabilities, foster employee development, support organizational growth, and cultivate a high-performing workforce.

Serve as the organization's senior advisor on employee relations, workplace practices, performance management, and personnel matters.

Partner with managers by providing coaching, guidance, and practical tools that strengthen leadership capabilities, support effective performance management, employee engagement, and professional growth.

Oversee HR systems, policies, employee records, and workforce reporting.

Lead compensation and benefits strategies that align with the Learning Center's compensation philosophy and support the attraction, retention, and development of top talent.

Develop and maintain policies and procedures that support organizational effectiveness and compliance.

Culture, Employee Experience & Organizational Development

Serve as the primary steward of the organization's culture and values.

Develop and implement strategies that strengthen employee engagement, collaboration, trust, communication, and organizational health across a growing organization with a primarily remote and hybrid workforce.

Partner with leadership to cultivate an inclusive, equitable, and high-performing workplace.

Design and lead employee engagement initiatives, leadership development programs, team-building activities, and culture-building efforts.

Facilitate organizational change management initiatives and support teams through periods of growth and transition.

Monitor organizational climate and proactively identify opportunities to improve employee experience and organizational effectiveness.

Coach leaders and managers on building strong teams and fostering positive workplace environments.

Help ensure organizational values are reflected in policies, practices, decision-making, and day-to-day operations.

Compliance, Risk Management & Governance

Lead organizational compliance efforts related to employment practices, workplace regulations, and human resources requirements.

Monitor and interpret federal, state, and local employment laws and ensure organizational compliance.

Oversee risk management activities related to personnel, workplace practices, insurance coverage, and organizational operations.

Lead workplace investigations and employee relations matters requiring elevated review.

Partner with legal counsel, insurance brokers, and external advisors to mitigate organizational risk.

Maintain and update employee handbooks, policies, and compliance-related documentation.

Support organizational governance and provide guidance to executive leadership on people and risk-related matters.

Operational Infrastructure & Vendor Oversight

Oversee key workforce-related operational systems and processes.

Serve as the primary organizational lead for outsourced HR and information technology vendors.

Evaluate and leverage emerging HR technologies, including AI-enabled solutions, to improve the employee experience, organizational effectiveness, and operational efficiency.

Manage vendor relationships and service agreements to ensure operational effectiveness and responsiveness.

Partner with vendors to support cybersecurity awareness, employee technology onboarding and offboarding, and workforce technology needs.

Identify opportunities to improve organizational systems, workflows, and operational effectiveness.

Leadership & Team Building

Serve as a trusted advisor to the executive leadership team on organizational effectiveness, workforce strategy, and culture.

Foster a collaborative, inclusive, and high-performing workplace culture that reflects the Learning Center's values of equity, transparency, accountability, and continuous learning.

Build strong partnerships across departments and strengthen cross-functional collaboration to support organizational goals.

Provide coaching, mentorship, and leadership development support to managers and staff across the organization.

Identify opportunities to enhance organizational systems, processes, and team capacity to improve effectiveness and employee experience.

Act as a cultural steward, helping ensure organizational values are reflected in leadership practices, decision-making, policies, and day-to-day operations.