General Job Description

A Talent and Culture Director is responsible for overseeing the strategy, implementation, and management of all human resources activities. This role focuses on nurturing a positive organizational culture, driving talent acquisition and retention, and ensuring employee engagement and development.

Key Responsibilities 

Talent Acquisition and Recruitment

• Develop and execute a comprehensive talent acquisition strategy to meet current and future organizational needs.
• Collaborate with leadership to align recruitment goals with business objectives and workforce plans.
• Oversee the full lifecycle recruitment process, from job posting to candidate selection and onboarding.

Culture and Employee Engagement

• Concentrates on developing initiatives that create a vibrant, inclusive workplace culture, making employees feel valued and connected to the company’s mission. Design and execute employee engagement initiatives, surveys, and programs to enhance workplace satisfaction and productivity, ensuring alignment with both organizational goals and employee needs.
• Lead efforts to define, communicate, and promote the organization’s culture and values.
• Champion DEI initiatives within the recruitment process, ensuring diverse candidate pools and equitable hiring practices.
• Develop and execute programs that reinforce organizational values and foster a sense of belonging among employees.
• Lead efforts, in partnership with the CEO and leadership team, to gather and understand employee engagement input and create actionable steps to further improve our culture.

Learning and Development

• Facilitate training and development programs to support employee growth, operational trainings, leadership capabilities and performance improvement.
• Promote learning and knowledge sharing across the organization.
• Oversee the design, delivery, and evaluation of training materials, ensuring alignment with company culture and goals.
• Introduce innovative training technologies to enhance the learning experience, including e-learning modules and mobile learning platforms.
• Monitor training effectiveness through performance metrics, employee feedback, and retention rates.

Employee Relations and Conflict Resolution

• Focuses on mediating disputes and promoting a collaborative environment through a nuanced approach to addressing interpersonal and departmental tensions. The goal is to resolve conflicts in a way that strengthens organizational culture, leveraging deep empathy and crafting solutions that respect diverse perspectives to boost team cohesion and productivity.

Compensation and Benefits Management

• Designs competitive yet sustainable base compensation, incentives, variable pay and benefits packages that attract, retain, and motivate employees. Conducting a thorough analysis of market trends and internal equity, ensuring alignment with best practices and organizational goals to reward and motivate employees effectively.
• Oversee the administration and management of employee benefits programs, ensuring they meet organizational needs and compliance standards, and serve as the liaison to health insurance providers and benefit brokers.
• Oversee the timely completion of performance reviews and assist leadership with assessment process and feedback.

Organizational Development

• Collaborate with senior leadership across the business to align objectives, operational strategies, organizational growth and improvement throughout the organization that align with and are supported through executive leadership goals and objectives.
• Oversee succession planning to build a robust leadership pipeline.
• Facilitate coaching, mentoring, and training initiatives to enhance leadership effectiveness. Facilitate team-building activities and workshops to enhance collaboration and effectiveness.

Compliance and HR Policy

• Manage all HR data, personnel records, and people systems, ensuring accuracy, security, and efficient access to information for reporting and decision-making.
• Ensure compliance with legal, regulatory, EHS and reporting requirements and liaise with outside legal counsel as appropriate.
• Develop and oversee organizational policies, providing guidance and advice to leadership team members as needed.

HR Analytics and Reporting

• Utilize HR metrics and analytics to drive data-informed decisions.
• Leverage tools like Tableau, Power BI, Workday, and other analytics platforms to create dashboards.
• Use predictive analytics to anticipate talent gaps, employee attrition, and training needs. Implement prescriptive analytics to recommend actions that improve workforce performance. Leverage AI and machine learning for advanced HR insights and decision-making. Create regular and ad hoc reports for senior leadership and stakeholders. Visualize complex data in easy-to-understand formats for presentations.
• Provide actionable recommendations based on analytics for strategic decision-making. Partner with business leaders to identify data needs and align HR analytics with organizational goals.

Qualifications for the Job

Education:

• Bachelor's Degree in Human Resources, Organizational Development, or related field.
• 10+ years of experience in Human Resources, or related field preferred.
• Certifications such as SHRM-SCP, HRCI’s SPHR, CCP or Diversity Recruiter Certification favored.

Key Competencies

• Proven track record of managing recruitment, employee engagement, and culture development initiatives.
• In-depth knowledge of labor laws, compliance requirements, and HR best practices.
• Strong communication, leadership, and conflict resolution skills.
• Ability to think strategically and implement organizational improvements.
• Familiarity with HR software, data analysis, and metrics-based decision-making.
• Strong emotional intelligence and ability to manage and develop teams.
• Utilize employee-centric growth strategies prioritize the development, engagement, and well-being of employees to drive organizational success.

Apply at https://helloadorn.bamboohr.com/careers/29?source=aWQ9MTg%3D