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Director of People & Culture (Internal - Holding level)

Responsibilities of the DoPC?

Recruitment, Hiring, Onboarding, Offboarding, Succession Planning

  • Develop 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
  • Manage and conduct general organizational onboarding and orientation for new employees; in collaboration with the Leadership Team (LT), develop and standardize onboarding expectations, schedules, protocols, and procedures across organization
  • Manage and conduct offboarding of staff, including exit interviews; analyze data and make recommendations to the ELT for corrective action and continuous improvement
  • In collaboration with ELT, maintain and update a leadership succession plan for the group, and proactively identify new leaders

Professional Development/Performance Management

  • Assess organizational needs; identify and support opportunities for management and employee professional development and growth; work with LT to identify personnel challenges or talent gaps and collaborate to develop solutions to address them
  • Oversee performance management activities including ongoing feedback, documentation of performance issues, annual performance evaluations, and performance improvement plans; collaborate with the ELT to develop and implement new performance management approaches and systems; maintain knowledge of industry trends and best practices in workplace development and change management
  • 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
  • Identify and coordinate ongoing training for staff members, including annual trainings (e.g. workplace safety, sexual harassment), skills-based training, diversity and inclusion trainings, and other trainings as needed; in consultation with LT, design and implement a management training program for supervisory staff
  • In collaboration with ELT, identify departmental training needs, and assist directors with finding appropriate training resources; ensure that training is being offered to all employees across all programs; monitor and evaluate success of training programs, following up to ensure training objectives are met

Regulatory/Compliance

  • Guide management and employee actions by researching, developing, writing, and updating policies, procedures, methods, and guidelines following all applicable laws and regulations
  • Provide leadership and direction to ensure compliance with all local, state, and federal employment-related 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/committees, to ensure regulatory compliance and reduce the organization’s legal risks

Culture/Employee Relations

  • Oversee employee events and appreciation activities such as the annual retreat, social events, and group activities, tracking anniversaries, birthdays, and other milestones
  • Assess and advance employee engagement and satisfaction
  • Serve as 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 partnership with management and employees to develop, communicate and administer human resource policies and procedures that will 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
  • Manage and resolve complex employee relations issues; where applicable, conducts effective, thorough and objective investigations

Compensation

  • Develop and administer a consistent and progressive compensation program including salary surveys and market research to ensure Resilience is competitive within its market

Benefits Management/Payroll

  • Monitor budgets for recruiting, training/staff development, and benefits programs
  • Manage all HR administration, including the organization’s benefits programs, and provide payroll support to the Finance department; manage relationship with benefit brokers, coordinate annual Open Enrollment, and addresses employee benefits questions; propose additional benefit options pertinent to the organization’s workforce

HRIS/Technology

  • Maintain and maximize implementation of 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

Strategy

  • Collaborate with ELT 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 ELT for improvement of 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 departments restructures, workforce planning and succession planning

Publish date

20.11.2021

Contactpersoon

De Pauw

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