Better Health Together
Director of People and Culture
Better Health Together, Spokane, Washington, United States, 99254
About BHT
BHT works with more than 100 organizations across Adams, Ferry, Lincoln, Pend Oreille, Stevens, and Whitman counties and the Kalispel Tribe, Spokane Tribe of Indians, and Colville Confederated Tribe reservations to promote practical solutions that meet the needs of the people and communities we serve. We were founded on the principle that when we step back and let the local community lead, we find the best and most sustainable solutions to some of our most complex problems.
Over the past five years, BHT has had the privilege of governing our region’s 1115 Medicaid Waiver funds. We’ve invested more than $40 million dollars into our healthcare and social drivers of health delivery systems. We advocate for policies centered on accountability, accessibility, and affordability. We disrupt the status quo by facilitating conversations and partnerships that level the playing field for community health throughout our region. We understand that for eastern Washington to reach its full potential as a region, everyone needs access to a network with resources that support their unique needs.
About the Position
The Director of People and Culture provides leadership and attention to support the Vision, Mission, Values and commitment to equity and aspirations of BHT in becoming an anti-racist health transformation organization. The Director of People and Culture also develops key performance indicators (KPIs) for the Human Resources department and ensures outcomes are met. The Director of People and Culture is responsible for planning, directing and coordinating team efforts, which includes evaluating and developing strategies for success. This role will serve as a trusted advisor to the staff and create strong and collaborative working relationships with the team.
Essential Job Functions
The Director of People and Culture plans, directs, coordinates and executes human resources functions; develops key performance indicators (KPIs) ensuring organizational outcomes are met; evaluates and develops strategies and plans for departmental success; ensures staff and performance issues are addressed properly, efficiently, judiciously and effectively; manages and leads efforts around organizational, team and staff development and culture; manage and lead employee experience initiatives.
Recruiting and Staffing
Ensure that current and long-term staffing needs are met, and recruitment goals are aligned with organizational needs;
Support strategies related to succession planning and talent management in collaboration with the President;
Lead, implement and conduct recruitment practices/processes that emphasize equity, efficiency, and transparency;
Conduct new employee orientations and ensure successful integration of new staff;
When offboarding, conduct exit interviews, collect inventoried items, coordinate with admin teams to remove from accounts & forms;
Manage hiring processes, including posting positions on Bamboo and Indeed, initial application screening, scheduling interviews, setting up hiring committees & obtaining confidentiality paperwork, supporting the hiring team with creation of interview questions and standardizing questions across teams;
Manage smooth onboarding for new hires, including pre-communication with new hire & internal teams, benefits overview, Day 1 & 3 paperwork, handbook & compensation philosophy review, annual review/Performance Support Plan (PSP)/PIP process overview including 1-on-1 expectations, Bamboo training, Protected Health Information (PHI) trainings, adding to all staff calendar (staff mtgs, trainings, board, etc.), coordinating connection to trainings, coordinating with admin teams to add to accounts & forms, working with supervisor to plan out staff first few weeks and a 90-day project plan.
Performance Management
Support regular check-ins on PSPs/PIPs, confirm that 1-on-1 docs are being used regularly, prep for annual & 360 reviews;
Lead organization-wide performance management system and standards;
Support all supervisors on performance management system processes and tools (e.g. Culture Amp);
Lead in the creation of performance management system tools as needed;
Make recommendations to President for modifications to the performance management system and tools as necessary to meet the needs of staff and goals of BHT.
Compensation and Benefits
Manage benefits administration, including change reporting, planning for Open Enrollment and related implementation activities;
Serve as a resource for benefits questions and concerns;
Collaborate with President on compensation analysis in alignment with the organization values;
Collaborate with the President on the evaluation and implementation of salary structure;
Serve as a liaison with Finance team for benefits and payroll concerns.
Employee Relations
Run the training committee to gauge what current support staff needs and assist staff in getting support for professional development;
Coordinate and execute data gathering processes to determine staff engagement and organizational climate, and make recommendations to the Executive Team based on results;
Manage employee relations counseling, outplacement counseling and exit interviewing;
Support supervisors on employee performance issues;
Create a healthy and thriving work environment/culture.
Administration and Compliance
Process leave requests, changes in address and personal details for IRA/insurance accounts, keeping supervisors in the loop on their team’s PTO;
Experience with handling/managing and reviewing sensitive documents, such as personnel, financial and contract documents;
Manage and ensure accurate maintenance of personnel files;
Keep current on federal, state, and local employment and benefit laws and regulations, and ensure organization compliance;
Manage compliance and risk reporting, including adherence and reporting;
Update human resource policies and procedures, including Employee Handbook;
Ensure job descriptions and individual work plans are accurate, up-to-date, and legally compliant;
Develop and maintain an HR Process Manual.
Leadership
Effective leader that creates a healthy and thriving work environment/culture and model a growth mindset for DEI;
Plan, direct, and coordinate projects related to human resources including developing and implementing existing/new policies;
Develop and provide trainings related to HR functions as needed to staff;
Serve as a trusted advisor and partner for all staff;
Serve as a trust advisor and strategist to Executive Team;
Proactive in addressing issues, identifying opportunities for greater efficiency/effectiveness, and mitigating risk;
Consistent communication on organizational updates including priorities, budget, schedule, and deliverables;
Establish, promote, and personally demonstrate shared values of the organization;
Serve as liaison between Executive Team and staff for policies, budget and key deliverables;
Serve as a trusted and dependable resource for employee questions and concerns;
Lead the development and management of HR work plan(s);
Meet at least biweekly with President to ensure work plan achievement or make mid-cycle corrections;
Be attentive and alert to unexpected challenges and changes throughout the year and alert the President with as much time as possible;
Active participation in Leadership Team;
Participate in Board of Director meetings.
Fiscal Manager + Data Competent
Understand and create department budgets for the People and Culture;
Assemble, evaluate and summarize relevant data to create status reports for Executive Team;
Understand the story data tells, which can include making recommendations to the Executive Team to better address inequities;
Support Executive Team in budget forecasting;
Ensure necessary reporting to support billing, invoicing, and payment;
Lead the development and management of budgets for the Human Resources department;
“Super User” skill level with Asana, Fluxx, Sage for program/project and budget management.
Equity and Inclusion Champion
Understand the importance of how resources, programming, and partnerships can disrupt systemic racism and oppression;
Center the needs of impacted communities when executing HR functions and developing HR strategies;
Make decisions in alignment with the organization’s mission and values;
Model a growth mindset for diversity, equity and inclusion;
Demonstrate an ambitious desire to improve equity health for all;
Demonstrate the initiative to learn and enhance skills that promote anti-racism, cultural responsiveness, and an understanding of systems of oppression and their impact on health outcomes;
Participate in intentional learning efforts, including events relating to understanding and dismantling institutional racism and building cultural responsiveness.
Qualifications
5+ years in Human Resources or related field
3-4+ years of Leadership and Human Resources Management expertise, preferably in non-profit
Certified Human Resource professional
Excellent program development, management, and leadership skills
Demonstrate analytical and organizational, problem-solving, critical thinking, and conflict management/resolution skills
Solid organizational and time-management skills; consistently delivering on established schedules, guidelines, protocols, and deadlines
Proficiency in technology in a productive and efficient way
Able to prioritize and multi-task in a fast-paced work environment
Excellent interpersonal, verbal, and written communication skills necessary to communicate effectively with internal and external partners
Demonstrate attention to detail, accuracy, and precision
Ability to maintain a professional demeanor and composure when challenged
Ability to function autonomously and as a team member in a multidisciplinary team
Ability to train by presenting concepts and demonstrating tasks
Knowledge of health disparities and social determinants of health
Experience identifying equity concerns and how to address them
Related lived experience that demonstrates the skills and qualifications listed above
Peak Performer Expectations
We care about our vision and know we are making a difference through our work.
We value individual contribution and the power of the team.
We build relationships that drive desired results.
We commit to evolution through creative and innovative solutions.
We practice leadership, preparedness, and self-awareness.
We are forward-thinking creators of high-quality products and experiences.
We practice open, thoughtful, and active communication.
We practice personal ownership, investment, and accountability.
We are courageous in sharing ideas, stepping outside our comfort, asking for guidance, and sharing honest feedback with others.
We take care of our own well-being and support others in their efforts to do the same.
Anti-Racism, Equity and Inclusion
Demonstrate the initiative to enhance skills that promote anti-racism and cultural responsiveness, and an understanding of systems of oppression and their impact on health
Participate in intentional learning efforts, including events relating to understanding and dismantling institutional racism and building cultural responsiveness
Working Conditions
This position requires the ability to:
Remain in a stationary position for prolonged period of time;
Move/traverse within a multi-level office space, to/from community partner locations, and various meeting spaces;
Often move/transport equipment, supplies that may exceed 30 pounds;
Constantly operate a computer and other office productivity machinery, such as a calculator, copy machine, and printer;
Communicate frequently, effectively, and accurately with internal and external partners.
Environmental Conditions
Generally, in an office environment with visits to external environments that require traveling to and from various locations within the BHT region of Spokane, Lincoln, Pend Oreille, Stevens, Ferry and Adams County and occasionally to the west side of the state. Post-COVID, BHT has adapted a hybrid work approach, encouraging in-person meetings with team members and community partners. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions of the position.
Disclaimer:
This job description is not to be construed as an exhaustive list of all responsibilities, duties, and skills required of this position. All BHT employees may be required to perform duties outside of their normal responsibilities from time to time, as needed, to meet the ongoing needs of the organization. An employee and/or supervisor may instigate a desk audit should additional duties result in a 10% differential from agreed upon job description for a sustained period of time and not temporary in nature.
Job Type: Full-time
Pay: $95,000.00 - $125,000.00 per year
Benefits:
401(k)
401(k) matching
Dental insurance
Flexible schedule
Flexible spending account
Health insurance
Life insurance
Paid time off
Vision insurance
Schedule:
Monday to Friday
People with a criminal record are encouraged to apply
Work Location: Hybrid remote in Spokane, WA 99201
#J-18808-Ljbffr
BHT works with more than 100 organizations across Adams, Ferry, Lincoln, Pend Oreille, Stevens, and Whitman counties and the Kalispel Tribe, Spokane Tribe of Indians, and Colville Confederated Tribe reservations to promote practical solutions that meet the needs of the people and communities we serve. We were founded on the principle that when we step back and let the local community lead, we find the best and most sustainable solutions to some of our most complex problems.
Over the past five years, BHT has had the privilege of governing our region’s 1115 Medicaid Waiver funds. We’ve invested more than $40 million dollars into our healthcare and social drivers of health delivery systems. We advocate for policies centered on accountability, accessibility, and affordability. We disrupt the status quo by facilitating conversations and partnerships that level the playing field for community health throughout our region. We understand that for eastern Washington to reach its full potential as a region, everyone needs access to a network with resources that support their unique needs.
About the Position
The Director of People and Culture provides leadership and attention to support the Vision, Mission, Values and commitment to equity and aspirations of BHT in becoming an anti-racist health transformation organization. The Director of People and Culture also develops key performance indicators (KPIs) for the Human Resources department and ensures outcomes are met. The Director of People and Culture is responsible for planning, directing and coordinating team efforts, which includes evaluating and developing strategies for success. This role will serve as a trusted advisor to the staff and create strong and collaborative working relationships with the team.
Essential Job Functions
The Director of People and Culture plans, directs, coordinates and executes human resources functions; develops key performance indicators (KPIs) ensuring organizational outcomes are met; evaluates and develops strategies and plans for departmental success; ensures staff and performance issues are addressed properly, efficiently, judiciously and effectively; manages and leads efforts around organizational, team and staff development and culture; manage and lead employee experience initiatives.
Recruiting and Staffing
Ensure that current and long-term staffing needs are met, and recruitment goals are aligned with organizational needs;
Support strategies related to succession planning and talent management in collaboration with the President;
Lead, implement and conduct recruitment practices/processes that emphasize equity, efficiency, and transparency;
Conduct new employee orientations and ensure successful integration of new staff;
When offboarding, conduct exit interviews, collect inventoried items, coordinate with admin teams to remove from accounts & forms;
Manage hiring processes, including posting positions on Bamboo and Indeed, initial application screening, scheduling interviews, setting up hiring committees & obtaining confidentiality paperwork, supporting the hiring team with creation of interview questions and standardizing questions across teams;
Manage smooth onboarding for new hires, including pre-communication with new hire & internal teams, benefits overview, Day 1 & 3 paperwork, handbook & compensation philosophy review, annual review/Performance Support Plan (PSP)/PIP process overview including 1-on-1 expectations, Bamboo training, Protected Health Information (PHI) trainings, adding to all staff calendar (staff mtgs, trainings, board, etc.), coordinating connection to trainings, coordinating with admin teams to add to accounts & forms, working with supervisor to plan out staff first few weeks and a 90-day project plan.
Performance Management
Support regular check-ins on PSPs/PIPs, confirm that 1-on-1 docs are being used regularly, prep for annual & 360 reviews;
Lead organization-wide performance management system and standards;
Support all supervisors on performance management system processes and tools (e.g. Culture Amp);
Lead in the creation of performance management system tools as needed;
Make recommendations to President for modifications to the performance management system and tools as necessary to meet the needs of staff and goals of BHT.
Compensation and Benefits
Manage benefits administration, including change reporting, planning for Open Enrollment and related implementation activities;
Serve as a resource for benefits questions and concerns;
Collaborate with President on compensation analysis in alignment with the organization values;
Collaborate with the President on the evaluation and implementation of salary structure;
Serve as a liaison with Finance team for benefits and payroll concerns.
Employee Relations
Run the training committee to gauge what current support staff needs and assist staff in getting support for professional development;
Coordinate and execute data gathering processes to determine staff engagement and organizational climate, and make recommendations to the Executive Team based on results;
Manage employee relations counseling, outplacement counseling and exit interviewing;
Support supervisors on employee performance issues;
Create a healthy and thriving work environment/culture.
Administration and Compliance
Process leave requests, changes in address and personal details for IRA/insurance accounts, keeping supervisors in the loop on their team’s PTO;
Experience with handling/managing and reviewing sensitive documents, such as personnel, financial and contract documents;
Manage and ensure accurate maintenance of personnel files;
Keep current on federal, state, and local employment and benefit laws and regulations, and ensure organization compliance;
Manage compliance and risk reporting, including adherence and reporting;
Update human resource policies and procedures, including Employee Handbook;
Ensure job descriptions and individual work plans are accurate, up-to-date, and legally compliant;
Develop and maintain an HR Process Manual.
Leadership
Effective leader that creates a healthy and thriving work environment/culture and model a growth mindset for DEI;
Plan, direct, and coordinate projects related to human resources including developing and implementing existing/new policies;
Develop and provide trainings related to HR functions as needed to staff;
Serve as a trusted advisor and partner for all staff;
Serve as a trust advisor and strategist to Executive Team;
Proactive in addressing issues, identifying opportunities for greater efficiency/effectiveness, and mitigating risk;
Consistent communication on organizational updates including priorities, budget, schedule, and deliverables;
Establish, promote, and personally demonstrate shared values of the organization;
Serve as liaison between Executive Team and staff for policies, budget and key deliverables;
Serve as a trusted and dependable resource for employee questions and concerns;
Lead the development and management of HR work plan(s);
Meet at least biweekly with President to ensure work plan achievement or make mid-cycle corrections;
Be attentive and alert to unexpected challenges and changes throughout the year and alert the President with as much time as possible;
Active participation in Leadership Team;
Participate in Board of Director meetings.
Fiscal Manager + Data Competent
Understand and create department budgets for the People and Culture;
Assemble, evaluate and summarize relevant data to create status reports for Executive Team;
Understand the story data tells, which can include making recommendations to the Executive Team to better address inequities;
Support Executive Team in budget forecasting;
Ensure necessary reporting to support billing, invoicing, and payment;
Lead the development and management of budgets for the Human Resources department;
“Super User” skill level with Asana, Fluxx, Sage for program/project and budget management.
Equity and Inclusion Champion
Understand the importance of how resources, programming, and partnerships can disrupt systemic racism and oppression;
Center the needs of impacted communities when executing HR functions and developing HR strategies;
Make decisions in alignment with the organization’s mission and values;
Model a growth mindset for diversity, equity and inclusion;
Demonstrate an ambitious desire to improve equity health for all;
Demonstrate the initiative to learn and enhance skills that promote anti-racism, cultural responsiveness, and an understanding of systems of oppression and their impact on health outcomes;
Participate in intentional learning efforts, including events relating to understanding and dismantling institutional racism and building cultural responsiveness.
Qualifications
5+ years in Human Resources or related field
3-4+ years of Leadership and Human Resources Management expertise, preferably in non-profit
Certified Human Resource professional
Excellent program development, management, and leadership skills
Demonstrate analytical and organizational, problem-solving, critical thinking, and conflict management/resolution skills
Solid organizational and time-management skills; consistently delivering on established schedules, guidelines, protocols, and deadlines
Proficiency in technology in a productive and efficient way
Able to prioritize and multi-task in a fast-paced work environment
Excellent interpersonal, verbal, and written communication skills necessary to communicate effectively with internal and external partners
Demonstrate attention to detail, accuracy, and precision
Ability to maintain a professional demeanor and composure when challenged
Ability to function autonomously and as a team member in a multidisciplinary team
Ability to train by presenting concepts and demonstrating tasks
Knowledge of health disparities and social determinants of health
Experience identifying equity concerns and how to address them
Related lived experience that demonstrates the skills and qualifications listed above
Peak Performer Expectations
We care about our vision and know we are making a difference through our work.
We value individual contribution and the power of the team.
We build relationships that drive desired results.
We commit to evolution through creative and innovative solutions.
We practice leadership, preparedness, and self-awareness.
We are forward-thinking creators of high-quality products and experiences.
We practice open, thoughtful, and active communication.
We practice personal ownership, investment, and accountability.
We are courageous in sharing ideas, stepping outside our comfort, asking for guidance, and sharing honest feedback with others.
We take care of our own well-being and support others in their efforts to do the same.
Anti-Racism, Equity and Inclusion
Demonstrate the initiative to enhance skills that promote anti-racism and cultural responsiveness, and an understanding of systems of oppression and their impact on health
Participate in intentional learning efforts, including events relating to understanding and dismantling institutional racism and building cultural responsiveness
Working Conditions
This position requires the ability to:
Remain in a stationary position for prolonged period of time;
Move/traverse within a multi-level office space, to/from community partner locations, and various meeting spaces;
Often move/transport equipment, supplies that may exceed 30 pounds;
Constantly operate a computer and other office productivity machinery, such as a calculator, copy machine, and printer;
Communicate frequently, effectively, and accurately with internal and external partners.
Environmental Conditions
Generally, in an office environment with visits to external environments that require traveling to and from various locations within the BHT region of Spokane, Lincoln, Pend Oreille, Stevens, Ferry and Adams County and occasionally to the west side of the state. Post-COVID, BHT has adapted a hybrid work approach, encouraging in-person meetings with team members and community partners. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions of the position.
Disclaimer:
This job description is not to be construed as an exhaustive list of all responsibilities, duties, and skills required of this position. All BHT employees may be required to perform duties outside of their normal responsibilities from time to time, as needed, to meet the ongoing needs of the organization. An employee and/or supervisor may instigate a desk audit should additional duties result in a 10% differential from agreed upon job description for a sustained period of time and not temporary in nature.
Job Type: Full-time
Pay: $95,000.00 - $125,000.00 per year
Benefits:
401(k)
401(k) matching
Dental insurance
Flexible schedule
Flexible spending account
Health insurance
Life insurance
Paid time off
Vision insurance
Schedule:
Monday to Friday
People with a criminal record are encouraged to apply
Work Location: Hybrid remote in Spokane, WA 99201
#J-18808-Ljbffr