Senior Director of People & Organizational Development

About the role

The Senior Director of People & Organizational Development (Sr. DPOD) is a senior headquarters leader responsible for building and managing 12 Plus’ people systems across the full employee lifecycle. The role oversees talent acquisition, performance evaluation, professional development, employee relations, compliance, benefits administration, and employment agreement management — while directly managing and supporting the Director of People & Culture and the day-to-day operations that role encompasses. Reporting to the Managing Director of Business Development & Operations (MD-BDO), the Sr. DPOD ensures that 12 Plus staff are hired well, supported consistently, evaluated fairly, developed intentionally, and treated in full compliance with applicable law. The Sr. DPOD serves as the internal expert and point of contact for all HR matters across a multi-state, multi-site organization working with minors in school settings, and is a thought partner to the MD-BDO and Executive Team on workforce planning, compensation strategy, and organizational health.

Responsibilities

• Talent Acquisition & Onboarding (20%): Partner with hiring managers and the MD-BDO to translate workforce planning needs into clear hiring plans, job descriptions, and candidate pipelines; coordinate the end-to-end recruiting process — sourcing, screening, interview design, offer construction — in partnership with relevant supervisors; draft new hire offer letters and employment agreements; coordinate onboarding logistics with the Director of People & Culture; plan and facilitate new staff onboarding, including orientation to HR systems, benefits, compliance requirements, and organizational culture; maintain an inclusive, equitable hiring process and a candidate experience that reflects 12 Plus’ mission and values.
• Performance Evaluation & Management (20%): Aid in designing and implementing a comprehensive and equitable performance review system that helps evaluate staff outputs, areas of growth, and ongoing professional training needs; manage the annual performance review cycle across all employment agreement types, including mid-year reviews (December), end-of-year evaluations (June), and ongoing performance check-ins; ensure review criteria are clearly tied to job descriptions and mutually agreed-upon goals set at the start of each term; oversee and advise on merit increase and COLA adjustment processes in partnership with the MD-BDO, COO, and CEO; ensure consistency with organizational budget and compensation benchmarks; support managers at all levels in conducting effective, equitable evaluations and delivering feedback; develop and maintain Performance Improvement Plan (PIP) processes; train and advise managers on implementation and documentation when performance concerns arise; conduct annual review and refresh of all job descriptions in partnership with relevant supervisors; ensure changes are reflected in amended employment agreements; track performance outcomes across the organization and surface trends to the MD-BDO and senior leadership.
• Employee Relations & Team