Director of People & Culture

The Director of People & Culture is a key member of The Food Co-op’s leadership team and provides strategic leadership for human resources, employee relations, talent management, workplace culture, and organizational development. The Director develops and oversees HR strategies, policies, programs, systems, and practices that support organizational effectiveness, employee engagement, a healthy workplace culture, and compliance with applicable employment laws and regulations.

The Director serves as a trusted advisor to the General Manager, leadership team, and managers on employee relations, organizational development, compensation, benefits, performance management, training, recruitment, workplace safety, and employment practices. The Director models The Food Co-op’s values and promotes a culture of inclusion, accountability, collaboration, respect, psychological safety, and continuous learning.

The Director oversees the Human Resources department and supervises the Human Resources Generalist and Benefits & Training Specialist, ensuring HR services effectively support employees, managers, store operations, and the organization’s mission and strategic goals.

Key Responsibilities:

Leadership & Organizational Development

• Serve as a member of the leadership team and provide strategic people-focused guidance to the General Manager and organizational leaders.
• Develop and implement people strategies that support organizational effectiveness, employee engagement, retention, workforce planning, and long-term sustainability.
• Lead organizational development and change-management initiatives.
• Establish HR priorities, goals, metrics, and budgets and communicate progress to organizational leadership.
• Supervise, coach, develop, and support HR team members.
• Promote consistent application of The Food Co-op’s values, policies, and people practices.

Compliance, Policy, & Employee Relations

• Develop, maintain, and evaluate HR policies, procedures, programs, and systems for legal compliance, operational effectiveness, and alignment with HR best practices.
• Monitor applicable federal, state, and local employment laws and recommend appropriate organizational responses.
• Conduct HR audits and implement corrective or preventive actions as needed.
• Advise the General Manager, leadership team, and managers on personnel matters, employment practices, and organizational risk, partnering with legal counsel or other advisors when appropriate.
• Lead and oversee employee relations matters, including complaints, grievances, investigations, mediation, performance concerns, workplace conflicts, and allegations of harassment, discrimination, retaliation, or policy violations.
• Promote fair, equitable, consistent, and confidential employment practices.
• Coach managers and leaders in communication, conflict resolution, performance management, and employee relations.

Performance, Compensation & Management

• Develop and continuously improve organization-wide performance management practices and provide managers with tools and guidance for setting expectations, providing feedback, and addressing performance concerns.
• Monitor workforce and employee relations trends and use data to identify opportunities and risks.
• Develop and recommend equitable compensation practices that support internal equity, market competitiveness, organizational sustainability, and effective job classification.
• Maintain current job descriptions and partner with leadership on organizational structure, staffing needs, job classifications, compensation, career pathways, and succession planning.
• Lead and oversee recruitment and talent acquisition strategies and processes, including recruitment, selection, hiring, onboarding, and employer branding.
• Partner with managers to…