The Director of People & Culture is a strategic leader responsible for shaping and advancing SHIM's people strategy, organizational culture, and employee experience. As a trusted advisor to the executive team, this role oversees all aspects of the employee lifecycle while fostering a workplace culture that reflects our mission, values, and commitment to serving diverse communities.
The Director of People & Culture partners with leadership to attract, develop, engage, and retain talented employees, ensuring that we remain a high-performing, inclusive, and mission-driven organization. This position combines strategic leadership with hands-on execution across human resources, organizational development, employee relations, compliance, and workforce planning.
Key Responsibilities
Strategic Leadership & Organizational Effectiveness
Partner with executive leadership to develop and implement people strategies that support our mission, values, and organizational goals.
Serve as a trusted advisor on workforce planning, organizational structure, succession planning, and talent development.
Assess organizational needs and recommend strategies that enhance employee engagement, performance, and effectiveness.
Lead change management initiatives and support leaders through periods of organizational growth and transition.
Talent Acquisition & Employee Experience
Oversee the full employee lifecycle, including recruitment, onboarding, performance management, career development, and offboarding.
Develop and implement strategies to attract, engage, and retain high-performing and mission-aligned talent.
Ensure a positive and inclusive employee experience that promotes belonging, collaboration, and employee well-being.
Monitor workforce trends and identify opportunities to strengthen our employer brand and talent pipelines.
Culture, Learning & Leadership Development
Champion a people-centered culture that reflects our values and commitment to serving diverse communities.
Design and implement learning, leadership development, and professional growth opportunities for employees and managers.
Foster leadership capability through coaching, mentorship, and management development programs.
Lead employee engagement initiatives and regularly assess organizational culture to identify opportunities for improvement.
Create consistent channels for staff to share feedback and ensure it is addressed in a timely manner.
Employee Relations & Advisory Services
Provide expert guidance and coaching to managers and organizational leaders on employee relations, performance management, conflict resolution, and sensitive personnel matters.
Promote fair, consistent, and legally compliant employment practices across the organization.
Support leaders in creating high-performing teams while maintaining a positive and respectful work environment.
Provide respectful, candid feedback to leadership when organizational practices, structures, or communication approaches may be contributing to employee or culture challenges.
Serve as an approachable resource for staff, help departments work more effectively across functions, and reduce silos that can emerge during growth or organizational change.
Compliance & Risk Management
Serve as the organization's subject matter expert on federal, state, and local employment laws and regulations.
Maintain and regularly review HR policies, procedures, and practices to ensure legal compliance and alignment with industry best practices.
Partner with leadership to identify and mitigate organizational and employment-related risks.
Ensure accurate recordkeeping, reporting, and compliance with all applicable employment requirements.
Compensation, Benefits & HR Operations
Oversee compensation planning, benefits administration, HRIS systems, and other HR operations.
Evaluate and recommend competitive and equitable compensation and benefits practices.
Manage relationships with external vendors, consultants, and service providers to ensure operational efficiency and cost-effectiveness.
Utilize data and metrics to assess workforce trends and inform strategic decision-making.
location: Bethel Park, Pennsylvania
job type: Permanent
salary: $90,000 - 105,000 per year
work hours: 9am to 5pm
education: Bachelors
responsibilities:
Key Responsibilities
Strategic Leadership & Organizational Effectiveness
- Partner with executive leadership to develop and implement people strategies that support SHIM's mission, values, and organizational goals.
- Serve as a trusted advisor on workforce planning, organizational structure, succession planning, and talent development.
- Assess organizational needs and recommend strategies that enhance employee engagement, performance, and effectiveness.
- Lead change management initiatives and support leaders through periods of organizational growth and transition.
- Oversee the full employee lifecycle, including recruitment, onboarding, performance management, career development, and offboarding.
- Develop and implement strategies to attract, engage, and retain high-performing and mission-aligned talent.
- Ensure a positive and inclusive employee experience that promotes belonging, collaboration, and employee well-being.
- Monitor workforce trends and identify opportunities to strengthen SHIM's employer brand and talent pipelines.
- Champion a people-centered culture that reflects SHIM's values and commitment to serving diverse communities.
- Design and implement learning, leadership development, and professional growth opportunities for employees and managers.
- Foster leadership capability through coaching, mentorship, and management development programs.
- Lead employee engagement initiatives and regularly assess organizational culture to identify opportunities for improvement.
- Create consistent channels for staff to share feedback and ensure it is addressed in a timely manner.
- Provide expert guidance and coaching to managers and organizational leaders on employee relations, performance management, conflict resolution, and sensitive personnel matters.
- Promote fair, consistent, and legally compliant employment practices across the organization.
- Support leaders in creating high-performing teams while maintaining a positive and respectful work environment.
- Provide respectful, candid feedback to leadership when organizational practices, structures, or communication approaches may be contributing to employee or culture challenges.
- Serve as an approachable resource for staff, help departments work more effectively across functions, and reduce silos that can emerge during growth or organizational change.
- Serve as the organization's subject matter expert on federal, state, and local employment laws and regulations.
- Maintain and regularly review HR policies, procedures, and practices to ensure legal compliance and alignment with industry best practices.
- Partner with leadership to identify and mitigate organizational and employment-related risks.
- Ensure accurate recordkeeping, reporting, and compliance with all applicable employment requirements.
- Oversee compensation planning, benefits administration, HRIS systems, and other HR operations.
- Evaluate and recommend competitive and equitable compensation and benefits practices.
- Manage relationships with external vendors, consultants, and service providers to ensure operational efficiency and cost-effectiveness.
- Utilize data and metrics to assess workforce trends and inform strategic decision-making.
qualifications:
Bachelor's degree in Human Resources, Organizational Development, Business Administration, or a related field required. Master's degree preferred.
Minimum of 8-10 years of progressive human resources experience, including leadership responsibility.
Experience leading HR functions in a nonprofit, mission-driven, or community-based organization strongly preferred.
SHRM-SCP, SHRM-CP, SPHR, or PHR certification preferred.
Equivalent combinations of education, certification, and relevant experience will be considered.
skills:
HRIS,Microsoft Office applications,Strong analytical skills,strong attention to detail,Executive Communication,verbal and written communication skills,Highly organized,Critical Thinking,decision-making,sound judgment,Cultural Competence,multicultural environment,Emotional Intelligence,Ethical Leadership,Relationship Building,leadership,executive leadership,Ability to lead,Problem Solving,professionalism,empathy,self-awareness,strategies,credibility,Business Administration,partnerships,change management,confidentiality,employee engagement,organizational culture,FLSA,people strategy,human resources,workforce planning,internal communication,Employment Law,employment laws,employee relations,leadership development,employee experience,Operational Excellence,organizational development,organizational effectiveness,employee lifecycle,PHR certification,SHRM-SCP,SHRM-CP,SPHR,Strategic Partnership,strategic leadership,talent management,Technical Proficiency
Equal Opportunity Employer: Race, Color, Religion, Sex, Sexual Orientation, Gender Identity, National Origin, Age, Genetic Information, Disability, Protected Veteran Status, or any other legally protected group status.
At Randstad Digital, we welcome people of all abilities and want to ensure that our hiring and interview process meets the needs of all applicants. If you require a reasonable accommodation to make your application or interview experience a great one, please contact HRsupport@randstadusa.com.
Pay offered to a successful candidate will be based on several factors including the candidate's education, work experience, work location, specific job duties, certifications, etc. In addition, Randstad Digital offers a comprehensive benefits package, including: medical, prescription, dental, vision, AD&D, and life insurance offerings, short-term disability, and a 401K plan (all benefits are based on eligibility).
This posting is open for thirty (30) days.
Any consideration of a background check would be an individualized assessment based on the applicant or employee's specific record and the duties and requirements of the specific job.
