The Associate Director of People & Culture is responsible for performing HR and operations-related duties on a professional level to help support staff of 50+. This position carries out responsibilities in the following functional areas: benefits administration, employee relations, training, performance management, onboarding, policy implementation, affirmative action, and employment law compliance. Reporting to Chief People & Culture Officer (CPCO), the Associate Director of People & Culture is an ad hoc member of the Senior Management Team and will be involved in a wide range of strategic planning and internal initiatives, including the creation and implementation of organizational strategies, staffing plans, policies, and practices.
The candidate must have the knowledge and skills to originate and lead Human Resources practices and objectives that will provide an employee-oriented, high-performance culture of care that emphasizes empowerment, quality, productivity, goal attainment, and the recruitment and ongoing development of a growing workforce. The Associate Director of People & Culture coordinates implementation of services, policies, and programs with the assistance of the Chief People & Culture Officer and assists and advises organizational leaders about any People & Culture-related topics. The Associate Director of People & Culture also directly supervises the Community & Building Liaisons, by providing guidance and direction to ensure their work continues to be aligned with the organization's mission and vision and meets financial objectives. This position is located in Washington DC.
People & Culture Functions (80% LOE):
Recruitment, Hiring, Onboarding, Offboarding, Succession Planning
- Partners with CPCO in implementing strategies to identify talent; establish and conduct recruitment and hiring process for all employees from collaborating with managers on crafting job descriptions through extending job offers.
- Partners with CPCO to manage and conduct general organizational onboarding and orientation for new employees; in collaboration with the Executive Team (ET), develop and standardize onboarding expectations, schedules, protocols, and procedures across the organization.
- Partners with CPCO to manage and conduct offboarding of staff, including exit interviews; analyze data and make recommendations to the ELT for corrective action and continuous improvement.
- In partnership with Executive Team and CPCO, build and maintain a leadership succession plan and support an internal pipeline of new leaders.
Professional Development/Performance Management
- Partners with CPCO to assess organizational needs; identify and support opportunities for management and employee professional development and growth; work with ET and Senior Directors to identify personnel challenges or talent gaps and collaborate to develop solutions to address them.
- Partners with CPCO to implement performance management activities, including, ongoing feedback, documentation of performance issues, annual performance evaluations, and performance improvement plans. Collaborate with the ET & Senior Directors to develop and implement new performance management approaches and systems; maintain knowledge of industry trends and best practices in workplace development and change management.
- Partners with CPCO to provide performance management guidance to supervisors and support them in carrying out their responsibilities on personnel matters (supervision/coaching, mentoring professional development, and disciplinary actions). Provide supervisors and staff members with coaching and resources to help resolve and prevent interpersonal and team conflicts and adapt to different leadership styles.
- Partners with CPCO to identify and coordinate ongoing training for staff members through DASH Academy and annual training (e.g., workplace safety, sexual harassment), skills-based training, diversity and inclusion training, and other training as needed. In consultation with ET and Senior Directors, design and implement a management training program for supervisory staff.
- In collaboration with ET and Senior Directors, identify departmental training needs, and assist directors with finding appropriate training resources. Ensure that training is being offered through DASH Academy and to all employees across all programs; monitor and evaluate the success of training programs, following up to ensure training objectives are met.
- Support CPCO in guiding management and employee actions by researching, developing, writing, and updating policies, procedures, methods, and guidelines following all applicable laws and regulations.
- Provide leadership and support to ensure compliance with all local, state, and federal employment-related mandates, laws, and regulations; advise management on necessary actions in alignment with current employment law requirements; provide guidance and training to staff as required.
- Maintain in-depth knowledge of changing employment regulations and implement policies, procedures, and systems by participating in educational opportunities, reading professional publications, maintaining personal networks, and participating in professional organizations to ensure regulatory compliance and reduce the organization’s legal risks.
- Manage employee events and appreciation activities such as the annual retreat, social events, and group activities, tracking anniversaries, birthdays, and other milestones.
- Manages internal employee communication and engagement through feedback programs, surveys, and one-on-one meetings in partnership with CPCO.
- Serve as an HR contact for all employees; proactively engage employees to improve working relationships, build morale, and increase productivity and retention; communicate openly and frequently, keeping staff informed on benefit resources, organizational events, and other pertinent information.
- Provide leadership and support to management and employees to develop, communicate and administer human resource policies and procedures to maintain and improve employee relations and shape organizational culture.
- Exhibit understanding, sensitivity and responsiveness to cultural differences present in the agency’s service and employee population; oversee the creation and implementation of programs that build momentum for diversity, equity, and inclusion.
- Partners with CPCO to manage and resolve complex employee relations issues; where applicable, conduct effective, thorough, and objective investigations.
- Develop and administer a consistent and progressive compensation program, including salary band analysis and benchmarking research to ensure DASH is competitive within its market area.
- Administers the compensation changes; monitors the performance evaluation program and revises, as necessary.
- Monitor budgets for recruiting, training/staff development, and benefits programs.
- Manages all aspects of accurate reporting of payroll, PTO tracking, and employee time management. Provide payroll support to the Finance department.
- Manages benefits administration and wellness, including annual benefits analysis, claims resolution, open enrollment, communicating benefits information to employees, and promoting wellness programs.
- Manages relationship with PEO/benefits provider and other vendors working closely to promote the interests of DASH employees and balancing organizational needs.
- Coordinate annual Open Enrollment, address employee benefits questions, propose additional benefit options pertinent to the organization’s workforce.
- Source, maintain and maximize implementation of supporting human resources information systems (HRIS); track and apply relevant organizational/human resources metrics; contribute information, analysis, and recommendations to strategic thinking and direction; advance use of technology in HR functions and activities to support programmatic and fiscal needs
- Collaborate with CPCO and ET to assess staffing requirements for grants and contracts.
- Maintain knowledge of industry trends and best practices in workforce development and change management
- Review and make recommendations to CPCO and ET to improve the organization’s policies, procedures, and practices in workforce management; propose strategies for organizational development and effective talent management.
- Forecast current and future talent needs; gain an in-depth understanding of agency priorities and translates that into workforce planning for the group; provide input on department restructures, workforce planning, and succession planning.
Management and Cross-Organizational Engagement (LOE 20%):
- Manage, coach, develop, and mentor a high-performance team of four Community and Building Liaisons, empowering them to share resources, enhance service execution skills, and debrief lessons learned from resident needs and achievements.
- Delegate work streams effectively, foster professional growth and motivate and hold team members to a high standard of excellence.
- Partners with IT Company and Data, Impact, Systems & Coaching team to discern IT needs, requirements & inventory.
- Consults across the People & Culture & DISC team to integrate inclusion into all existing talent management, training, and HR processes.
- Provides change management guidance as systems/processes are implemented.
Other duties as assigned or required.
- A bachelor's degree and five years or more of HR experience, or a master's degree in HR management and two years of experience in the HR field, or seven years of experience in the HR field, or any similar combination of education and experience.
- SHRM-CP or SHRM-SCP certification eligible or ability to obtain certification within 12 months of hire date.
- 4+ years of experience in Human Resources management functions including D&I, Talent Development, Training, Management Development, and all Human Resources generalist functions
- 2+ years of management/supervisory experience required.
- Proven track record developing positive relationships and working effectively with peers and leaders across an organization
- Proven track record translating external and internal trends and Best Practices into innovative practices
- Proven track record leveraging strong understanding of implicit bias/bias mitigation concepts and/or behavioral competencies to incorporate in existing talent management and talent development solutions
- Demonstrated ability in and experience using, analytics and key workforce metrics
- Demonstrated experience translating data and analytics to develop insights, tell stories, drive decisions and measure the impact
- Demonstrated experience serving as a change agent in a fast-moving, dynamic, and results-driven organization
- Excellent organizational, interpersonal, and networking skills with large groups and individuals.
- Demonstrated ability to take primary responsibility for a diverse number of projects and to complete them in a timely manner with limited supervision.
- Exceptional judgment, including demonstrated deftness, creativity, and consistency in consequential decision-making and problem-solving.
- Strong communication skills, including writing and public speaking, and good facility with understanding how communications content and vehicles support people operations.
- Experience in domestic and sexual violence service or housing/homeless services is a plus.
Proficiency in the following software programs is necessary for this role:
- Microsoft Office 365, including Word, Excel, PowerPoint, Outlook, OneDrive, and SharePoint
- Project Management Platforms (Trello, Asana, Planner)
- HRIS Supporting Platforms (Bridge, CultureAmp), a plus
- Dashboards (Excel, Airtable, Tableau), a plus
Knowledge, Skills, and Abilities:
- Excellent verbal communication and interpersonal skills at all levels, internally and externally.
- Excellent interpersonal, negotiation, and conflict resolution skills.
- Excellent organizational skills, attention to detail and the ability to multi-task, prioritize and work in a team environment
- Exceptional project management, analytical, and evaluation skills
- Motivation and demonstrated ability to foster diversity, equity, and inclusion with a deep commitment to advancing these values.
- Demonstrated ability to build and maintain relationships with a wide array of people from diverse backgrounds.
- Experience working with records management tools and human capital management systems
- Ability to coach and mentor
- Ability to work independently and collaboratively with all levels of the organization
- Ability to act with integrity, professionalism, and maintain confidentiality in line with ethical practices
- Working knowledge of employment laws, AA/EEO compliance and records management
- Demonstrated ability to build and maintain relationships with a wide array of people at different experience levels, various positions, and diverse backgrounds.
- Knowledge of domestic violence and related and intersecting issues, voluntary service model, and harm reduction model.
- Ability to thrive in a dynamic, people-centered, results-driven, and fast-paced environment that requires flexibility, collaboration, and creative thinking. And maintain a strong service mentality, organization’s integrity, and adhering to the DASH model.
- Prolonged periods of sitting at a desk and working on a computer.
- Must be able to lift 15 pounds at times.
- Must be able to access and navigate each department at the organization’s facilities.
DASH Core Competencies (All Staff)
- Business acumen: Carries out organizational strategy with a clear understanding of industry trends, economic sectors and market dynamics that drive strategic imperatives and positions the organization appropriately. Demonstrates business foresight along with the ability to integrate diverse perspectives. Exercises sound judgement around opportunities that represent the most potential for innovation and return on investment for the organization.
- Drive for results: Ability to meet and exceed goals successfully. Pushes self and others for results.
- Emotional resilience: Ability to deal with stress and challenges.
- Subject matter expert: An individual who exhibits the highest level of expertise in performing a specialized job, task, or skill within the organization.
- Passion about DASH’s mission and its impact: Communicates a compelling vision and sense of purpose. Inspires and motivates.
- Behavioral Competencies: Details key behaviors necessary for each employee to perform effectively in their specific role. Target behaviors guide the goal setting and performance evaluation process. As each employee ascends in their career journey, they cultivate and utilize the new skills they acquire at each level.
- Adaptability/Agility: Adapts well to changes in assignments and priorities; adapts behavior or work methods in response to new information, changing conditions, or unexpected obstacles; approaches change positively and adjusts behaviors accordingly.
- Communication: Clearly conveys and receives information and ideas through a variety of media; conveys to individuals or groups in a manner that engages the listener, helps them understand and retain the message, invites response and feedback, and receives with respect and open mindedness. Keeps others informed as appropriate; demonstrates good written, oral and listening skills.
- Customer Focus: Makes internal and external colleagues and customers and their needs a primary focus of one’s actions; shows interest in and understanding of the needs and expectations of internal and external customers (including direct reports and supervisors and management); gains staff and customer trust and respect; meets or exceeds customer expectations.
- Decision Making/Problem Solving: Analyzes problems into components and recognizes interrelationships with an awareness of strategic priorities and objectives; makes sound, well-informed, and objective decisions. Compares data, information, and input from a variety of sources to draw conclusions; takes action that is consistent with available facts, constraints, and problem consequences.
- Influence: Understands and uses appropriate interpersonal skills and techniques to gain acceptance for ideas or solutions. Uses influencing strategies to gain genuine agreements; seeks to persuade rather than force solutions or impose decisions or regulations.
- Innovation: Uses creativity and imagination to develop new insights into situations and applies new solutions to problems; comes up with new and unique idea that advance strategic plans.
- Managing Work: Shows ability to plan, schedule, direct work of self and others; balances task requirements and individual abilities; organizes materials to accomplish tasks; sets challenging yet achievable goals for self and others that advance strategic plans.
- Strategic Focus: Understands how an organization must change in light of internal and external trends and influences; keeps the big, long range picture in mind; builds a shared long-range organizational vision with others. Committed to course of action to achieve long-range goals and influences others to translate vision into action.
- Teamwork: Participates as an active and contributing member of a team to achieve team goals. Works cooperatively with other team members, involves others, shares information as appropriate, and shares credit for team accomplishments.
- Technical Competencies: Areas of knowledge that function in conjunction with the behavioral competencies. Target behaviors underscore the ongoing member focus and excellence for each organizational level.
- Coaching/Mentorship: Helps others, regardless of reporting relationship, to acquire the awareness, confidence, and resources necessary to fulfill their potential.
- Ethics Knowledge: Possesses a clear understanding of the boundaries of acceptable activity within one’s sphere and acts to ensure that the organization’s interactions with outside organizations remain above reproach.
- Financial Acumen: Maintains and applies a broad understanding of financial management principles to ensure decisions are fiscally sound and responsible.
- Guiding and Developing Staff: Focuses and guides others in accomplishing work objectives; rewards and recognizes others, both formally and informally, in ways that motivate them. Sets high performance expectations for team members; sets clear performance expectations and objectives; holds others accountable for achieving results. Successfully finds resources, training, tools, etc. to support staff needs. Works with staff to create developmental opportunities to expand knowledge and skill level; provides effective feedback and guidance for career development.
- Process Management: Ensures the effectiveness and accountability of a portfolio of projects.
- Project Management: Ensures that individual projects are progressing on time, on budget, and on target.
- Strategic Development: Defines and creates organizational goals and objectives in accordance with Board directives.
- Strategic Relationships (Existing and Developing): Develops agreement between two or more entities to conduct specified activities or processes, to achieve specified objectives such as product development or distribution.
- Technologies: Keeps up with the evolution of technology as needed to address business needs.