Creative Growth Art Center is committed to being an inclusive work environment through diversity of people, ideas, talents, and experiences. We highly encourage people of color, individuals with disabilities, and members of other historically excluded groups to apply. We are committed to providing a culturally safe workplace, and recognize that this looks different for everyone. We will work with existing staff and new hires to identify and ensure respect for cultural safety needs and increase opportunities to connect, engage, and thrive. Creative Growth is actively working on increasing fluency in equity issues, and has been participating in ongoing organization-wide training in justice, equity, diversity, and inclusion.
Creative Growth is seeking to add a new member to the leadership team who will lead people and culture strategy and administration. The position is designed to create a central source of support for staff and staffing needs, including infrastructure to meet operational needs, a consistency of practices to support growth, and organizational strategy to support an ongoing culture change to create an open, inclusive, and accessible environment where everyone feels welcomed and valued.
The Manager of People and Culture will provide leadership and promote best practices in people management and development; administration; organization development; Justice, Equity, Diversity, and Inclusion (JEDI) strategies and implementation; full employee cycle; compensation and benefits; and staffing analytics. The right candidate will be fully aligned with Creative Growth's core values of creativity, respect, care, self-expression, and accessibility and commitment to justice, equity, diversity, and inclusion.
The organization has 31 employees (12 full time, 19 part time) and works with a variety of independent contractors.
Duties and Responsibilities
Lead HR Strategy
- Design and lead initiatives to foster and strengthen a respectful and collaborative work environment guided by Creative Growth’s core values and commitment to equity and inclusion.
- Develop a central source of support for employees, interns, and independent contractors.
- Promote the role as a resource to all staff in their day-to-day work and career management.
- Provide thought leadership and counsel to the organization, including board and senior leadership.
Support Culture Change Strategies
- Serve as a key member of the JEDI (Justice, Equity, Diversity, Inclusion) Committee.
- Implement accountability for Creative Growth’s commitment to cultural equity by making accessibility, justice, equity, diversity, and inclusion central tenets of all HR processes, including recruitment, performance evaluation, and results. Share progress reports.
- Research and identify culture-change initiatives and strategies to help usher work culture transformation, state goals clearly to staff, advise board and senior leadership, and provide progress reports.
- Develop budget and resource allocation to operationalize equity through culture-change initiatives (e.g., staff training, coaching, workshops, cultural affinity groups, etc).
- Support development of accessibility strategies and provide education to eliminate ableism from work culture.
- Assist and support alignment of values within each department.
Support Employee Life Cycle
- Ensure that the recruitment process attracts a highly diverse and talented staff.
- Cultivate multiple talent pipelines to reach diverse candidates.
- Design and regularly refresh new-hire orientation and onboarding program so that each new hire feels welcome and a valued team member.
- Provide employee relations advice and management, including conflict mediation/resolution and work harassment prevention.
- Coordinate organization’s values-aligned trainings and professional development opportunities.
- Develop staff management, leadership development, and performance management tied to Creative Growth’s values and commitment to equity and measure by metrics.
- Support the growth and learning of staff so that everyone is positioned to make their greatest possible contribution to the mission of the organization.
- Build and manage an effective performance management system that supports clarity and expectations of feedback, including 360 evaluations of all staff, including senior leadership.
- Partner with managers throughout the organization to support strong performance across the organization, including supporting the development of supervisory skills and continually building managers’ effectiveness in growing, mentoring, and retaining highly effective staff members.
- Audit and update existing job descriptions to accurately reflect current duties and responsibilities, and support organization-wide transparency and clarity of roles and expectations.
- Manage administration of compensation system and benefits offerings.
- Coordinate timely collection and submission of timesheets, and prepare and submit payroll, through online payroll platform (Gusto.com).
- Calculate and issue Creative Growth client artist commissions.
- Draft and approve company HR policies and employee handbook language, and ensure ongoing best practices in recordkeeping and policy implementation.
- Ensure compliance with federal (including ADA), California, and local laws and requirements and provide guidance and recommendations to staff and leadership.
- Oversee HR communications and organization-wide HR announcements.
Develop HR Analytics
- Introduce perspective and design structure around compensation philosophy and programs using analysis, best practices, and current trends to meet needs and support values.
You are an ideal candidate if you:
- Are enthusiastically committed to the vision, mission, and core values of Creative Growth
- Enjoy working in a diverse, creative, collaborative, and fast-paced environment
- Have strong team-building, management, and collaboration skills
- Have experience providing HR support through organizational change management
- Have the ability to take initiative and step forward to work with others to identify organizational needs and address them proactively and collaboratively
- Have the ability to act independently and use good judgement in line with Creative Growth’s values and goals
- Experience in creating welcoming and accessible environments for staff with disabilities and removing ableism from work culture.
- Have flexible tech skills, including experience with FileMaker Pro, Microsoft Office, GSuite, CRM software and very comfortable Zooming.
- Have an appreciation for and understanding of contemporary art
In addition, our ideal candidate will identify as:
- Fast-paced, professional, and solution-focused. The ideal candidate will be comfortable developing and managing best-practice Human Resources (HR) processes under pressure with staff across the organization. This person will be professional and collaborative and seek to find optimal solutions.
- Having knowledge/experience with HR best practices for compliance. Areas include: interviewing and hiring, workplace harassment, employment discrimination, FMLA, FLSA, HIPAA, workers compensation, privacy practices, and other common workplace regulations.
- Detail-oriented with a commitment to strong HR processes. The ideal candidate will be able to organize and track important details through multiple HR processes. This person is committed to maintaining strong HR processes and providing feedback to continually improve upon them.
- An effective communicator who leads with empathy. The ideal candidate has exceptional communication and interpersonal skills and can effectively communicate with multiple stakeholders, both internal and external. This person also recognizes that an HR professional may be brought sensitive or personal issues in the workplace and they can empathize, extend grace, and offer solutions when needed.
- Having a strong lens on justice, equity, diversity and inclusion. The ideal candidate understands how ableism, racism, and unconscious bias marginalizes communities and brings a deep value for disability justice, equity, and inclusion to their work. They actively work to educate others and avoid words, actions, and approaches that perpetuate marginalization and inequity, both in our organization and out in the world.
The People and Culture Manager must be skilled in developing HR initiatives, program design, and implementation; employee relations; and HR administration and communications; and must have:
- At least 8-10 years’ experience managing HR programs: performance management, employee relations, compensation and benefits, staff recruitment, professional learning and development, compliance, and HR communications.
- Strong domain knowledge of the principles, best practices, and systems of human resource administration.
- Exceptional communication and interpersonal skills with the ability to develop a high degree of personal credibility at all levels of the organization.
- Strong meeting facilitation skills.
- Experience with conflict resolution and/or restorative practices.
- Understand and value the importance of confidentiality when needed.
- Proven track record in the recruitment, hiring, and retention of a diverse and talented workforce.
- Demonstrated commitment to and track record leading Justice, Equity, Diversity, and Inclusion initiatives and driving culture change, and have an understanding in building inclusive and engaged workplaces.
- Ability to operate at both the strategic vision-setting level and the tactical execution level, and be detail oriented and passionate to build.
- Strong analytical and problem-solving skills.
- Experience with HR in the arts world (preferred), and/or a clear willingness to actively research and learn about HR needs and best practices pertaining to the arts world.
- Connection with and active engagement in HR networks, with an understanding of HR trends, effective, innovative programs, and methods for applying them.
- Technological savviness, with a demonstrated ability to use technology and systems to manage HR programs and information effectively.
- Successful completion of the following background checks and clearances, as mandated by the State of California, California Care Licensing (CCL), for all employees of licensed facilities such as Creative Growth: record of criminal history obtained from California Department of Justice, i.e., clearance to work in a licensed facility; record of health screening, including negative TB test results; and current First Aid and CPR certification (Creative Growth will provide necessary training and cover the cost of acquiring these certifications).
Special Environmental Factors
- The Creative Growth Studio is currently closed due to COVID-19 shelter in place orders, and staff and client artists are primarily working remotely. This position requires frequent meetings and other communication/engagement with Creative Growth staff, which are held online from an off-site location of the employee’s choice via Zoom, Google Meet, and/or telephone call.
- When the Studio is open:
- The Studio is a busy, active, open, and sometimes loud environment, with an average of 75 client artists with disabilities working on artistic projects each day.
- The Studio is equipped with heavy machinery in the woodshop, which occasionally makes loud noise and generates dust.
- While Creative Growth has made great efforts to minimize toxic fumes and to ask staff, volunteers, and artists to refrain from wearing perfumed products, the Studio contains art supplies that may trigger chemical sensitivities.
- Several of the administrative offices and meeting areas are on the second floor, accessible by two sets of stairs and one elevator. Weekly management team meetings and other occasional meetings also take place on the second floor.
This position reports to: Executive Director
The Manager of People and Culture is an 80% part-time (28 hours per week) exempt position. Creative Growth’s operational hours are 8:30 a.m.–4:30 p.m., Monday through Friday, with occasional programs and events on evenings and weekends. Creative Growth is unable to provide housing or travel assistance.
Due to the volume of applicants, only candidates who will be invited to interview will be contacted. Position is open until filled.