The Director of People & Culture is a strategic leader responsible for shaping and executing the organization's people strategy while overseeing all human resources functions. This role blends strategic culture-building initiatives with operational HR excellence, ensuring that our workforce is engaged, compliant, and aligned with organizational goals. The ideal candidate is both a visionary culture architect and a hands-on HR practitioner who can seamlessly move between big-picture strategy and day-to-day execution.
Key Responsibilities
Strategic Leadership & Culture Development
Develop and implement comprehensive people strategies that support business objectives and foster a thriving organizational culture Champion employee engagement initiatives, inclusion efforts, and workplace experience programs that reinforce company values Partner with executive leadership to align people practices with business strategy and organizational growth Lead change management initiatives and guide leadership through organizational transitions Analyze workforce trends, metrics, and data to inform strategic decision-making and continuous improvement Serve as a trusted advisor to leadership on all people-related matters Talent Management & Development
Oversee talent acquisition strategies and ensure effective recruitment processes that attract top-tier candidates Design and implement performance management systems that drive accountability and development Create and execute learning and development programs that build organizational capability Develop succession planning frameworks and leadership pipelines Implement retention strategies and conduct stay/exit interview analysis to reduce turnover HR Operations & Compliance
Oversee all HR operational functions including HRIS management, recordkeeping, and reporting Ensure full compliance with federal, state, and local employment laws and regulations Manage employee relations issues, investigations, and conflict resolution with fairness and discretion Develop, update, and communicate HR policies, procedures, and employee handbook Oversee workers' compensation, unemployment claims, and leave administration (FMLA, ADA, etc.) Maintain accurate and confidential employee files and HR documentation Benefits & Compensation Administration
Oversee benefits programs including health insurance, retirement plans, wellness initiatives, and voluntary benefits Manage annual benefits enrollment process and serve as primary liaison with benefits brokers and vendors Conduct market research and salary benchmarking to ensure competitive compensation structures Administer compensation programs including merit increases, bonuses, and equity/ESOP (if applicable) Evaluate and recommend benefit plan changes based on cost, utilization, and employee feedback Payroll Management & Administration
Oversee payroll processing to ensure accuracy, timeliness, and compliance with all regulations Partner with payroll vendors or internal teams to resolve discrepancies and address employee inquiries Ensure proper classification of employees (exempt/non-exempt, employee/contractor) Manage payroll-related tax compliance and year-end reporting (W-2s, 1095s, etc.) Coordinate with finance on payroll budgeting, forecasting, and reconciliation Onboarding & Employee Experience
Design and oversee comprehensive new hire orientation and onboarding programs Ensure seamless integration of new employees into the organization and their teams Create memorable employee experience touchpoints throughout the employee lifecycle Coordinate offboarding processes including exit interviews and knowledge transfer Build, lead, and develop the HR/People & Culture team (if applicable) Delegate operational tasks effectively while maintaining accountability for outcomes Foster a culture of service excellence within the HR function Required Qualifications
Education & Experience
Bachelor's degree in Human Resources, Business Administration, Organizational Psychology, or related field (Master's degree preferred) 7+ years of progressive HR experience with at least 3 years in a leadership role Proven experience managing full-cycle HR operations including benefits, payroll, compliance, and employee relations Experience in both strategic and operational HR capacities Knowledge & Skills
Deep knowledge of federal and state employment laws (FLSA, ADA, FMLA, Title VII, etc.) Strong understanding of benefits administration, payroll systems, and HRIS platforms Excellent conflict resolution and employee relations skills Demonstrated ability to build culture and drive employee engagement Strategic thinking with strong business acumen Exceptional communication skills (written and verbal) at all organizational levels High degree of emotional intelligence and cultural competency Proficiency with HR technology platforms (ADP, Paylocity, BambooHR, Workday, etc.) Strategic Vision : Ability to see the big picture while managing operational details Servant Leadership : Commitment to supporting and developing others Integrity & Confidentiality : Unwavering ethical standards and discretion Adaptability : Thrives in dynamic, fast-paced environments Problem-Solving : Creative and practical approach to complex people challenges Data-Driven Decision Making : Uses metrics and analytics to inform strategy Relationship Building : Develops trust and credibility across all levels Change Leadership : Guides others through transitions with empathy and clarity
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Strategic Leadership & Culture Development
Develop and implement comprehensive people strategies that support business objectives and foster a thriving organizational culture Champion employee engagement initiatives, inclusion efforts, and workplace experience programs that reinforce company values Partner with executive leadership to align people practices with business strategy and organizational growth Lead change management initiatives and guide leadership through organizational transitions Analyze workforce trends, metrics, and data to inform strategic decision-making and continuous improvement Serve as a trusted advisor to leadership on all people-related matters Talent Management & Development
Oversee talent acquisition strategies and ensure effective recruitment processes that attract top-tier candidates Design and implement performance management systems that drive accountability and development Create and execute learning and development programs that build organizational capability Develop succession planning frameworks and leadership pipelines Implement retention strategies and conduct stay/exit interview analysis to reduce turnover HR Operations & Compliance
Oversee all HR operational functions including HRIS management, recordkeeping, and reporting Ensure full compliance with federal, state, and local employment laws and regulations Manage employee relations issues, investigations, and conflict resolution with fairness and discretion Develop, update, and communicate HR policies, procedures, and employee handbook Oversee workers' compensation, unemployment claims, and leave administration (FMLA, ADA, etc.) Maintain accurate and confidential employee files and HR documentation Benefits & Compensation Administration
Oversee benefits programs including health insurance, retirement plans, wellness initiatives, and voluntary benefits Manage annual benefits enrollment process and serve as primary liaison with benefits brokers and vendors Conduct market research and salary benchmarking to ensure competitive compensation structures Administer compensation programs including merit increases, bonuses, and equity/ESOP (if applicable) Evaluate and recommend benefit plan changes based on cost, utilization, and employee feedback Payroll Management & Administration
Oversee payroll processing to ensure accuracy, timeliness, and compliance with all regulations Partner with payroll vendors or internal teams to resolve discrepancies and address employee inquiries Ensure proper classification of employees (exempt/non-exempt, employee/contractor) Manage payroll-related tax compliance and year-end reporting (W-2s, 1095s, etc.) Coordinate with finance on payroll budgeting, forecasting, and reconciliation Onboarding & Employee Experience
Design and oversee comprehensive new hire orientation and onboarding programs Ensure seamless integration of new employees into the organization and their teams Create memorable employee experience touchpoints throughout the employee lifecycle Coordinate offboarding processes including exit interviews and knowledge transfer Build, lead, and develop the HR/People & Culture team (if applicable) Delegate operational tasks effectively while maintaining accountability for outcomes Foster a culture of service excellence within the HR function Required Qualifications
Education & Experience
Bachelor's degree in Human Resources, Business Administration, Organizational Psychology, or related field (Master's degree preferred) 7+ years of progressive HR experience with at least 3 years in a leadership role Proven experience managing full-cycle HR operations including benefits, payroll, compliance, and employee relations Experience in both strategic and operational HR capacities Knowledge & Skills
Deep knowledge of federal and state employment laws (FLSA, ADA, FMLA, Title VII, etc.) Strong understanding of benefits administration, payroll systems, and HRIS platforms Excellent conflict resolution and employee relations skills Demonstrated ability to build culture and drive employee engagement Strategic thinking with strong business acumen Exceptional communication skills (written and verbal) at all organizational levels High degree of emotional intelligence and cultural competency Proficiency with HR technology platforms (ADP, Paylocity, BambooHR, Workday, etc.) Strategic Vision : Ability to see the big picture while managing operational details Servant Leadership : Commitment to supporting and developing others Integrity & Confidentiality : Unwavering ethical standards and discretion Adaptability : Thrives in dynamic, fast-paced environments Problem-Solving : Creative and practical approach to complex people challenges Data-Driven Decision Making : Uses metrics and analytics to inform strategy Relationship Building : Develops trust and credibility across all levels Change Leadership : Guides others through transitions with empathy and clarity
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