Director of People & Culture

Specific responsibilities of the Director of People and Culture include, but are not limited to the following:

Directly responsible for the development and implementation of the following: 

• Talent recruitment and retention programs
  • Designing and leading hiring processes
  • New employee orientation, onboarding, and work with new staff to assess their skills in relation to organizational needs.
  • Monitor metrics and report trends relating to employee retention, time to fill vacant role and other useful HR centric data points
  • Design and lead employee satisfaction surveys
  • Support existing employee resource groups and engage in discussions to launch new groups
  • Proactively consider the impact of organizational shifts and strategy changes on staff and culture and implement strategies to engage the team in best practice change management.
  • Maintain LFA’s strong team culture by serving as the go-to staff person for personnel issues and work-related advice.

• Workforce capacity, project staffing, and portfolio alignment
  • Workforce planning and management (monitor staff workflow to determine when adjustments to headcount are appropriate; formulate and share recommendations with COO).
  • Manage project staffing processes and make decisions about project assignments in collaboration with supervisors.
  • Monitor workflows to determine when project loads/assignments may need to be shifted. Partner with supervisors on making necessary shifts. 

• Manage, evaluate, and systematize all HR programs relating to: 

• Performance goals and management
  • Develop a framework for establishing annual performance goals, job expectations, feedback cadence, and performance improvement.  
  • Support supervisors with the utilization of performance management tools
  • Develop thematic reports and recommendations from performance reviews–noting trends and identifying opportunities for staff skill building and trainings that align with project and organizational needs

• Total Rewards – Compensation and benefits (monetary and nonmonetary)
  • Provide technical assistance to staff who have questions regarding utilization of benefits and LFA policies. 
  • Manage insurance benefits plans.
  • Contribute to discussions regarding outside vendor support for specific functions.
  • Collaborate with COO on bi-annual compensation reviews, research comparable plans, and provide recommendations to COO.

• Professional development, employee capacity building, and  career mapping 
• Develop learning and development programs and establish budgets that align with needs of the organization. 
• Design leadership development supports and manage supervisor training  program.
• Convene and facilitate supervisors’ group to provide training opportunities, surface emerging needs from staff and supervisors, and support supervisors with technical HR issues
• Develop and execute staff skills-mapping process in line with project and organizational needs. Develop recommendations for staff trainings and  professional development, research resources to provide those trainings, and ensure implementation and utilization. 
• Promotion Guidelines – Develop and facilitate the implementation of a set of guidelines that ensure employee promotions are managed equitably and consistently across the organization. This will include the establishment of promotion criteria, compensation guides, and career path clarity.

• Employee experience / employee engagement

• Create and evaluate workplace policies and practices – Review existing workplace policies and practices (such as workplace flexibility, remote workplace guidance, EAP access, etc.) and assess those policies, creating revised policies and practices where necessary that are appropriate and sustainable for LFA’s workplace today and beyond. Maintain LFA’s employee handbook and other written policies.
• Co-manage and co- facilitate bi-monthly staff meetings, including setting agendas and coordinating with the Partners and COO and others in the organization to determine the most relevant topics for each meeting
• Support and contribute to organizational learning efforts and processes.

• Human resource compliance

• Ensure LFA is in compliance with employment laws in the states that they need to be compliant with – including, but not limited to California state law. 
• Audits and adjust internal policies and procedures to reflect requirements based on having a remote workforce (i.e. having employees in multiple states).