Carole Robertson Center for Learning
Senior Director, People and Culture
Carole Robertson Center for Learning, Chicago, Illinois, United States, 60290
Sr. Director, People & Culture
Reports to: Chief Administrative Officer
The Sr. Director, People and Culture will serve as a key leadership team member and an active participant in making strategic decisions affecting the Center.
The Sr. Director will lead the Center’s efforts in human resource matters including but not limited to employee engagement, talent management, performance management, recruitment, and equity, diversity, inclusion and belonging. This position has broad responsibilities for developing for recommendation to senior leadership, as well as interpretation of applicable laws and compliance policies, and the administration and implementation of such.
In collaboration with the Chief Administrative Officer, the Sr. Director will establish and maintain human resources guidelines, policies, and strategies.
Major Responsibilities and Key Tasks
Collaborate with executive leadership to support the mission through talent management.
Establish and model personal and departmental credibility throughout the organization with management and employees to be an effective listener and problem-solver of people issues.
Develop and implement appropriate policies and programs for effective management of the people resources in support of employee relations, employee engagement, talent acquisition and career development.
Lead and mentor the P&C team, supporting opportunities for professional development and networking conferences and events.
Oversee the daily operations of the department.
Work in partnership with site directors and senior leaders of the Center to advance the mission, vision, and priorities of the Center
Specific areas of responsibility will include:
Collaborate with senior leaders to identify talent needs and develop staffing strategies to source talent.
Address talent gaps, including overseeing external recruitment
Develop and coach individual managers, teams, and employees.
Work with senior management for staff-wide programs and with direct managers to create plans for individuals and teams, including management training initiatives, new hire orientation and onboarding, and the annual Staff Education, Enrichment and Development (“SEED”) conference.
Plan effective and informative quarterly Town Hall meetings in collaboration with leadership team.
Handle discipline and termination of employees in accordance with the organization’s policies.
Coordinate the administration of the annual employee engagement survey, and develop and promote feedback mechanisms for employees to influence the continuous improvement of the organization and its culture.
Develop systems for collecting and analyzing data to inform more effective employee engagement strategies.
Oversee performance management methods and systems.
Collaborate with CAO to assess the competitiveness of all compensation and benefits programs and practices against relevant comparable companies.
Manage vendor relationships such as employee benefits, unemployment support, and benefit broker/consultants.
Establish and maintain wage and salary structures and pay policies.
Develop compensation and benefits programs to provide appropriate incentives and rewards for effective performance.
Effectively communicate to employees and hiring managers regarding policies, updates, and changes.
Identify and ensure compliance with legal requirements and governmental reporting affecting the HR function.
Required Knowledge, Skills, and Abilities
Master’s Degree from accredited college/university in Human Resources, Business Administration, Nonprofit Management, or related field; candidates possessing a Bachelor’s Degree in a related field with significant additional training may be considered.
Recognized professional HR certification such as SHRM-CP/ SCP or S/PHR certification.
Thorough knowledge of employment-related laws and regulations.
Knowledge of and experience with talent development systems.
Minimum of five years advanced leadership in human resources or business administration management required.
Connection to the Center’s mission through education, work, or volunteer experience.
Excellent verbal and written skills.
Excellent interpersonal and conflict resolution skills.
Strong supervisory and people leadership skills.
Ability to build positive and effective relationships with a broad and diverse set of stakeholders that positions the Center as a trusted partner.
Personal qualities of integrity, credibility, and commitment to the Center’s mission; a proactive, hands-on, strategic thinker.
Unwavering commitment to diversity, equity, and inclusion.
Exudes positivity, compassion, and care in every facet of the role.
Persuasive and passionate communicator, including presentations and convenings with leadership, Board, and a wide range of stakeholders.
Expertise in technology, including Microsoft Office Suite.
Excellent project management skills that foster a positive collaboration and stellar execution.
Strong analytical and problem-solving skills
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Reports to: Chief Administrative Officer
The Sr. Director, People and Culture will serve as a key leadership team member and an active participant in making strategic decisions affecting the Center.
The Sr. Director will lead the Center’s efforts in human resource matters including but not limited to employee engagement, talent management, performance management, recruitment, and equity, diversity, inclusion and belonging. This position has broad responsibilities for developing for recommendation to senior leadership, as well as interpretation of applicable laws and compliance policies, and the administration and implementation of such.
In collaboration with the Chief Administrative Officer, the Sr. Director will establish and maintain human resources guidelines, policies, and strategies.
Major Responsibilities and Key Tasks
Collaborate with executive leadership to support the mission through talent management.
Establish and model personal and departmental credibility throughout the organization with management and employees to be an effective listener and problem-solver of people issues.
Develop and implement appropriate policies and programs for effective management of the people resources in support of employee relations, employee engagement, talent acquisition and career development.
Lead and mentor the P&C team, supporting opportunities for professional development and networking conferences and events.
Oversee the daily operations of the department.
Work in partnership with site directors and senior leaders of the Center to advance the mission, vision, and priorities of the Center
Specific areas of responsibility will include:
Collaborate with senior leaders to identify talent needs and develop staffing strategies to source talent.
Address talent gaps, including overseeing external recruitment
Develop and coach individual managers, teams, and employees.
Work with senior management for staff-wide programs and with direct managers to create plans for individuals and teams, including management training initiatives, new hire orientation and onboarding, and the annual Staff Education, Enrichment and Development (“SEED”) conference.
Plan effective and informative quarterly Town Hall meetings in collaboration with leadership team.
Handle discipline and termination of employees in accordance with the organization’s policies.
Coordinate the administration of the annual employee engagement survey, and develop and promote feedback mechanisms for employees to influence the continuous improvement of the organization and its culture.
Develop systems for collecting and analyzing data to inform more effective employee engagement strategies.
Oversee performance management methods and systems.
Collaborate with CAO to assess the competitiveness of all compensation and benefits programs and practices against relevant comparable companies.
Manage vendor relationships such as employee benefits, unemployment support, and benefit broker/consultants.
Establish and maintain wage and salary structures and pay policies.
Develop compensation and benefits programs to provide appropriate incentives and rewards for effective performance.
Effectively communicate to employees and hiring managers regarding policies, updates, and changes.
Identify and ensure compliance with legal requirements and governmental reporting affecting the HR function.
Required Knowledge, Skills, and Abilities
Master’s Degree from accredited college/university in Human Resources, Business Administration, Nonprofit Management, or related field; candidates possessing a Bachelor’s Degree in a related field with significant additional training may be considered.
Recognized professional HR certification such as SHRM-CP/ SCP or S/PHR certification.
Thorough knowledge of employment-related laws and regulations.
Knowledge of and experience with talent development systems.
Minimum of five years advanced leadership in human resources or business administration management required.
Connection to the Center’s mission through education, work, or volunteer experience.
Excellent verbal and written skills.
Excellent interpersonal and conflict resolution skills.
Strong supervisory and people leadership skills.
Ability to build positive and effective relationships with a broad and diverse set of stakeholders that positions the Center as a trusted partner.
Personal qualities of integrity, credibility, and commitment to the Center’s mission; a proactive, hands-on, strategic thinker.
Unwavering commitment to diversity, equity, and inclusion.
Exudes positivity, compassion, and care in every facet of the role.
Persuasive and passionate communicator, including presentations and convenings with leadership, Board, and a wide range of stakeholders.
Expertise in technology, including Microsoft Office Suite.
Excellent project management skills that foster a positive collaboration and stellar execution.
Strong analytical and problem-solving skills
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