DIRECTOR OF PEOPLE AND CULTURE

ROLE OVERVIEW:

The Director of People & Culture (the “Director”) will be responsible for leading all aspects of Human Resources (“HR”) including, but not limited to, recruiting, onboarding, retention, performance management, training and development, labor relations, and all other HR strategy and operations. The Director will also lead and promote an organizational culture that is consistent with OAD’s mission and values and collaborate with staff to maintain a workplace that is reflective of these values. As a member of the leadership team, the Director reports to the President and Attorney-in-Charge, and ensures that OAD complies with state, federal and local laws, as well as the Collective Bargaining Agreement (“CBA”) which governs the relationship between management and staff attorneys, paralegals, interns, client services coordinators and administrative staff. This role requires a leader who can address complex personnel and organizational challenges directly, exercise sound judgment, and support leadership in maintaining a culture of accountability, respect, and high performance.

The Director of People and Culture is expected to model and operationalize OAD’s core values—Human-Centered practice, Zealous Representation and Advocacy, Respect and Civility, Trust, and Collaboration—in all aspects of leadership, decision-making, and engagement.

RESPONSIBILITIES:

• Serve as a strategic advisor to the leadership team on organizational health, workforce strategy, and complex personnel matters.
• Provide direct, candid guidance to supervisors and managers on performance management, accountability, and team dynamics.
• Support leaders in addressing performance issues promptly and effectively, ensuring alignment with OAD’s values and expectations.
• Partner with supervisors to ensure regular, meaningful feedback and performance conversations.
• Interpret and implement the organization’s collective bargaining agreements, including advising leadership on application, risk, and strategy.
• Oversee and manage the full lifecycle of employee relations matters, including investigations, discipline, and grievance processes.
• Ensure compliance with all applicable employment laws, regulations, and reporting requirements.
• Collaborate to create and maintain a culture grounded in respect, civility, accountability, and trust across the organization.
• Address behaviors that undermine workplace culture, including incivility, disengagement, or inconsistent practices.
• Develop and implement systems that reinforce a healthy, inclusive, and high-functioning work environment.
• Supervise the HR Generalist and any future HR team members.
• Lead work with insurance carriers to assess benefit plans, all aspects of the open enrollment process, in a timely manner.
• Develop, implement, and maintain HR systems, policies, and standard operating procedures that support organizational effectiveness.
• Maintain and update the personnel manual to reflect current practices, legal requirements, and organizational values.
• Implement ongoing assessment of OAD’s recruitment and retention efforts, report findings, and develop action plans that foster maintaining dedicated, mission-aligned, and diverse staff throughout the organization.
• Develop, implement, and manage programs to enhance diversity initiatives, including working groups, affinity groups, and other resource groups.

QUALIFICATIONS

• 8+ years of progressive human resources experience, including demonstrated experience leading or advising key HR functions.
• Bachelor’s degree required; advanced degree preferred.
• Professional certification (e.g., SHRM-CP, SHRM-SCP, PHR, SPHR) preferred.
• Experience working in or exposure to a unionized environment, strongly preferred.
• Demonstrated experience advising senior leadership on complex personnel, performance management, and organizational challenges.
• Proven ability to address performance issues, navigate conflict, and uphold organizational standards in a direct, fair, and consistent manner.
• Experience designing or managing performance evaluation systems, professional development frameworks, and workforce strategies.
• Strong understanding of employment law and best practices in employee relations, investigations, and compliance.
• Demonstrated ability to build trust and credibility across all levels of an organization, including with leadership, supervisors, and staff.
• Strong analytical and problem-solving skills, including the ability to identify patterns, assess organizational needs, and develop practical solutions.
• Excellent written and verbal communication skills, with the ability to communicate clearly and effectively in sensitive or high-stakes situations.
• Highly organized with the ability to manage multiple priorities while maintaining attention to detail.
• Ability to work both independently and collaboratively, with a strong sense of ownership and accountability.
• Commitment to fostering a workplace grounded in respect, inclusion, and accountability, consistent with OAD’s values.

• Generous vacation time and 14 paid holidays, including Summer Fridays where the office closes early.
• 401(k) with a defined contribution of 3.5% from OAD regardless of participation.
• Personal, bereavement, and sick days are given on the first day of employment.
• Comprehensive health, dental, vision, and life benefits, flexible spending, and health reimbursement account