Director of People & Culture (for a non-profit organization)

Title: Director of People & Culture (for a non-profit organization)
Reports to: Chief of Staff
Employment Type: Full-time, Mode of Work: In-person (no remote work)
Work Location: Miami-Dade County with travel to Broward and Palm Beach Counties
Salary Range: $75,000 - $85,000 (non-negotiable)

Gang Alternative, Inc. is seeking an energetic, creative, and collaborative Director of People and Culture with exceptional judgment, people skills, and a desire to develop and grow a talented team, from attracting the best applicants to engaging current employees.

POSITION SUMMARY

The Director of People & Culture (DoPC) will be responsible for maintaining employee relations and cultivating a culture that promotes productivity, creativity, innovation, and growth within Gang Alternative, Inc.(GA). S/he will help improve the quality of GA’s workplace environment and take a people-centric approach to his/her duties. Additionally, s/he will help to ensure that GA has satisfied employees and robust talent management. The role of the DoPC is one of proactivity rather than reactivity.

ESSENTIAL DUTIES AND RESPONSIBILITIES:

Build on Gang Alternative, Inc. (GA)’s current recruitment and hiring processes to attract quality diverse employees at every level.
Develop talent pipelines with higher education and community partners.
Define, create, and execute the communications strategy and branding for recruitment and talent acquisition, providing an exciting and accurate preview to candidates who are considering working at GA.
Build and maintain systems to track and communicate with candidates
Implement and continually improve GA’s onboarding and new hire training process, making sure that employees feel welcomed, informed about their benefits, and prepared to excel in their roles
Help define and create strategies for GA’s organizational culture goals, working to make GA an employer of choice.
Help ensure that GA is an equitable and inclusive workplace where all employees feel valued and can thrive through trainings, coaching, and overall strategy and practice.
Continue to build and evolve GA’s talent development processes including organizational core competencies, goal-setting, performance metrics, 360-degree feedback, coaching, and performance reviews.
Manage GA’s professional development programming, identifying, and implementing training and development opportunities for individuals and teams.
Build GA’s processes to seamlessly onboard and offboard employees.
Manage all benefits at GA.
Stay abreast of benefit and policy trends and best practices.
Manage GA’s compliance with all labor and employment laws keeping current on changes in local, state, and federal law.
Maintain required information such as labor posters and employee data.
Plans, implements, and evaluates employee relations and human resources policies, programs, and practices.
Maintains the work structure by updating job requirements and job descriptions and matrices for all positions.
Recruits, interviews, tests, and recommends choice of candidates to fill vacant.
Assesses organizational needs; identifies and supports opportunities for management and employee professional development and growth; collaborates with Executive Team to identify personnel challenges or talent gaps and collaborates to develop solutions to address them.
Develops and implements an employee engagement strategy.
Coordinates monthly staff meetings and employee engagement activities.
Ensures planning, monitoring, and appraisal of employee work results by training managers to coach and discipline employees; scheduling management conferences with employees; hearing and resolving employee grievances; and counseling employees and supervisors.
Advises leadership team in appropriate resolution of employee relations issues.
Maintains effective communication and positive relationships with employees to promote employee satisfaction.
Ensure that employees remain current with licenses and credentials.
Enforces management guidelines by preparing, updating, and recommending human resource policies and procedures.
Provides leadership and direction to ensure compliance with all local, state, and federal employment-related laws and regulations; advises management on necessary actions in alignment with current employment law requirements; provides guidance and training to staff as required.
Serves as Human Resources contact for all employees; proactively engages employees to improve working relationships, build morale, and increase productivity and retention; communicates openly and frequently, keeping staff informed on benefit resources, organizational events, and other pertinent information.
Exhibits understanding, sensitivity, and responsiveness to cultural differences present in the agency’s service and employee population; oversees the creation and implementation of programs that build momentum for diversity, equity, and inclusion.
Manages and resolves complex employee relations issues; where applicable, conducts effective, thorough, and objective investigations.
Any other duties as assigned.

QUALIFICATIONS AND COMPETENCES

Master’s degree in Human Resource Management; Management with a concentration in Human Resources; Organizational Behavior; or Industrial Relations.
At least 5+ years of experience in progressively responsible human resource roles, preferably in a nonprofit organization.
3+ years of experience in a supervisory role.
Professional certification in SHRM (SHRM-CP, SHRM-SCP) or HRCI (PHR, SPHR, GPHR, HRMP, HRBP) preferred.
Demonstrated experience in leading organization compliance with all existing governmental and labor legal and government reporting requirements.
Demonstrated experience in benefits administration; performance management; and leading onboarding and outboarding processes.
Proficiency in Microsoft Office.
Excellent verbal and written communication.
Strong conflict resolution.
Strong critical thinking.
Strong relationship-building relationship.
Excellent organizational skills, dependent and responsive with attention to details and ability to prioritize multiple.
Demonstrated ability to collaborate effectively with diverse.
Excellent people skills with cheerful outlook, positive attitude, and maximum discretion when handling sensitive and confidential.

Compensation and Benefits

Gang Alternative, Inc. will offer a competitive compensation package including base salary, health, 403b and vacation benefits.

Health Insurance (partially funded by employer)
Medical Gap Insurance (fully funded by employer)
Dental Insurance (partially funded by employer)
Vision Insurance (fully funded by employer)
Life and AD&D (fully funded by employer)
Supplemental Insurance
403(b) Retirement plan (with employer match)
Family Medical Leave
Employee Assistance Program
11 Paid Holidays
Paid Time Off, including Birthday and Personal Day
Professional development opportunities
Opportunities for career growth

HIPAA

This position shall have access to information in a personnel and client’s record only to the extent that such information is required to carry out job duties. Any information obtained will only be used by or disclosed to those who have a need to know to ensure the provision of quality client care. Staff and client information’s is to be held strictly confidential.

The above statements are intended to describe the nature and level of work performed. They are not to be construed as an exhaustive list of all duties required of personnel so classified. Responsibilities, knowledge, skill, abilities and working conditions may be supplemented or revised at any time.