People & Culture Director

People & Culture Director

Waters Meet Foundation now invites applications for a People & Culture Director to join its team. The People & Culture Director will have the opportunity to guide culture-building, support an environment of learning and development, and establish practices that drive a collaborative and effective workplace for a mission-driven team. The ideal candidate will have deep knowledge of best practices and values-based approaches to recruit, assess, grow, and retain top-quality talent and foster a healthy, high performing, and values-driven organizational culture.

The Director will strengthen and build the Human Resources (HR) function to best support the organization, advising senior leaders, peers, and Waters Meet team members on effective talent management and culture development practices. They will steward talent acquisition, talent development, performance management, total rewards, employee engagement, benefits and wellness. They will have skills and interest in both high-level strategic planning and execution of day-to-day tactics.

The Director will establish and manage relationships with external advisors, consultants, and service providers as appropriate on behalf of the Foundation.

The Director of People and Culture will serve as a trusted advisor to senior leaders, internal employees, and external clients. The Director of People and Culture will provide leadership for creating an environment in which staff are engaged, valued and developed. Working in close partnership with the President and Executive Team, the Director will provide strategic leadership and direction ensuring consistent and fair application of HR policies, philosophies, and organization-wide systems to contribute to the culture and mission of the foundation.

This role reports to the Vice President of Operations. This is a full-time, exempt position.

• Serve as a trusted advisor and forward-thinking talent and culture strategist to senior management.
• Support the organization's efforts in promoting greater fluency in diversity, equity, inclusion, and belonging throughout the foundation.
• Identify, implement, participate in, and lead the development of an ongoing learning environment that supports use of effective diversity and equity concepts, behaviors, and tools.
• Steward positive relationship development by elevating issues and trends to leadership and identifying learning and training opportunities to support a collaborative and effective work environment.
• Support work environments that foster and reinforce individual and team health, mutual accountability, and sustainability.
• Create trust with staff and focus on critical behaviors for job satisfaction to support organizational success.

• Develop, plan and implement all HR programs while promoting a team-based approach. Areas of focus include: organizational planning and change management, talent acquisition (including recruiting), talent development (including organization-wide learning practices), talent management (including performance management and employee relations), and HR operations (including compensation and benefits).
• Provide supervisor training, including expectations of supervisors and practices for effective supervision and performance accountability.
• Proactively address issues, identify opportunities for greater efficiency/effectiveness, propose contingency plans, and mitigate risks.
• Provide internal consulting to members of leadership.
• Manage the total people and culture budget; identify a plan for operating expenses that meets or exceeds work expectations while staying within available annual resources.
• Deploy program-specific initiatives as well as centralized processes such as performance reviews, annual salary planning, management training programs, etc.
• Oversee investigation and resolution of employee relations issues.
• Develop and execute compensation and benefit programs that are competitive in the marketplace and in alignment with organization strategy, values, and business philosophy.
• Ensure HR and related policies and procedures are updated, as required, to comply with changes in the law, changing operating norms, and/or to reflect any new operating posture or philosophy of the foundation.
• Lead in the planning and/or design of organizational structure(s) as required, to accommodate the needs of the organization to facilitate and promote a high performing culture.
• Provide coaching, counseling, tools and methods for Waters Meet staff and supervisors to enhance performance and service delivery.
• Shape Waters Meet's workforce strategy including recruitment, onboarding, performance management and action plans, succession planning, training, coaching, and overall talent management.
• Steward organizational development including leadership development and education, training, and stewardship of a positive, values-driven, team-based organizational culture.
• Manage all human resources functions in…