Director of People and Culture

ORGANIZATION OVERVIEW

The Ali Forney Center (AFC) is dedicated to protecting LGBTQ+ youth from the harms of homelessness and empowering them with the tools needed to live independently. Founded in 2002, AFC provides comprehensive services, including housing, healthcare, and educational support to over 2,000 youth annually. AFC's mission is to create an affirming and supportive environment where LGBTQ+ youth can thrive.

POSITION OVERVIEW

The Director of People and Culture is responsible for leading the Human Resources (HR) team and supporting AFC employees from hire to retire.  This role will be expected to assess, develop and implement employee initiatives to support the day to day function and future of AFC programs.

 We are looking for candidates with experience in Human Resources who have lead change management processes, developed and implemented successful organizational initiatives; have proven to center people whilst navigating processes, policies, or systems, have managed multiple teams, projects and priorities; and, possess the following values: accountability, being of service, empathy, intentionality, and transparency.

 This role directly supervises the HR Generalist and Employee Relations Manager providing guidance and support to their various functions along the employee life cycle. The Director of People and Culture will work closely with leadership and staff across the agency to ensure support and resources are available for everyone to be successful in their roles as we work toward our mission.

Globally, this role is vital to AFC’s commitment to its staff team and works in service to our mission and program by promoting a supportive and collaborative employee system.  We are looking for a leader who will take initiative and advance AFC’s value in this department, leading the team, influencing systems, and furthering defining and propelling our staff centered goals.

KEY RESPONSIBILITIES

1.          Recruitment: Oversee agency recruitment and talent acquisition processes. Engage appropriate stakeholders to develop and implement strategies that will fill roles effectively and in a timely manner. Support the HR team to meet and exceed the following:

a.          Active recruitment strategy and system to fill vacancies with individuals who bring value to the organization and is best fit for specific roles;

b.         Produce evolving recruitment campaigns;

c.          Expand recruitment partners and candidate pools;

d.         Train and support hiring managers with talent acquisition;

e.          Keep interview guides and protocols relevant and up to date; and,

f.          Make HR an active participant in the recruitment process.

 

2.          Onboarding: Oversee onboarding processes for new hires, interns, consultants, and volunteers. Ensure a smooth and timely onboarding experience that offers a strong introduction to the agency’s culture, values, and expectations. Support the HR team to meet and exceed the following:

a.          Ensure a smooth and welcoming onboarding experience for potential candidates;

b.         Manage ATS and ensure system is accurate and up to date;

c.          Coordinate with training, operations, and hiring managers to ensure employees are ready for their first day;

d.         Understand and appropriately communicate new hire support needs to ensure success; and,

e.          Oversee new hires until completion of the 90 day probationary period.

3.          Payroll: Ensure payroll is timely, accurate, and within budget. Collaborate with the team to ensure processes and systems are functioning well to meet agency needs. Support the HR team to meet and exceed the following:

a.          Ensure payroll is timely and accurate;

b.         Review and report on PTO usage as far as cost and compliance to ensure employees and managers are following appropriate policies and protocols as well as noting if any employees may need additional support from HR;

c.          Review and report on overtime usage as far as cost and compliance to ensure managers are within budget and allocating OT fairly across their employees; and,

d.         Ensure employees are allocated appropriately for funding and budgeting purposes.

 

4.          Benefits: Oversee agency benefits administration offerings, policies, systems and processes. Engage appropriate stakeholders to deliver competitive benefits packages to eligible employees. Actively engage employees to understand and balance benefits needs and out of pocket costs. Support the HR team to meet and exceed the following:

a.          Build and maintain benefits broker relationships to develop and implement a cost effective, staff centered benefits strategy;

b.         Manage annual open enrollment and provide ongoing support to employees enrolling in agency benefits;

c.          Point of contact for escalated benefits issues and concerns from staff, broker, and benefits carriers;

d.         Review monthly invoices and claims to ensure accuracy;

e.          Work with brokers and TPAs to ensure compliance; and,

f.          Provide monthly sessions and opportunities to educate staff on agency benefits offerings

5.          Leaves Management: Oversee the leave management process and ensure policies are in compliance with applicable local, state, and federal laws.  Develop and implement practices to support staff and managers with understanding and utilizing the appropriate leave options available to them. Support the HR team to meet and exceed the following:

a.          Ensure staff understand leave options available to them and adhere to leave policies and procedures;

b.         Assist staff with applying for leaves and addressing any issues faced through the process;

c.          Provide regular check ins with staff to understand return to work expectations and whether any additional support is needed from the agency;

d.         Support managers with training on navigating leaves, also by providing timely updates, and understanding what’s reasonable for their programs or department; and

e.          Consult with legal support as needed.

6.          Accommodations: Oversee the employee ADA and reasonable accommodation process. Collaborate with appropriate stakeholders to develop and implement accommodations that enable employees to be successful in their role. Support the HR team to meet and exceed the following:

a.          Facilitate dialogue with staff to provide reasonable accommodation as needed or requested;

b.         Ensure requests for accommodations are addressed in a timely manner;

c.          Provide regular check ins with staff to understand whether accommodations in place are successful;

d.         Support managers with training on how to manage accommodations with their staff, also by understanding what’s reasonable for their programs or department and clearly documenting approved accommodations and timelines; and,

e.          Consult with legal support as needed.

7.          Disciplinary Procedures: Ensure the agency disciplinary procedures are up to date and in compliance with local, state and federal laws. Collaborate with appropriate stakeholders to ensure disciplinary procedures are accompanied by accountability and applied equitably. Support the HR team to meet and exceed the following:

a.          Train managers on AFCs disciplinary and accountability protocol;

b.         Counsel managers as needed through the process;

c.          Ensure disciplinary actions are appropriately documented and filed; and,

d.         Keep the process up to date and ensure it is human centered.

8.          Conflict Resolution: Develop and implement a conflict resolution policy and procedure. Create a culture of accountability where staff understand how to address conflict amongst each other comfortably. Support the HR team to meet and exceed the following:

a.          Train and provide support to managers on mediation and effective conflict resolution;

b.         Facilitate mediations as needed between employees;

c.          Support employees through navigating the grievance process;

d.         Ensure grievances are investigated and responded to in a timely manner; and,

e.          Ensure all parties involved know the grievance has been addressed.

9.          Staff Engagement: Oversee staff engagement opportunities. Engage appropriate stakeholders to plan and implement staff initiatives, events, and other offerings. Support the HR team to meet and exceed the following:

a.          Support managers with providing staff engagement opportunities to their programs;

b.         Provide monthly offerings for employees to join;

c.          Facilitate signature annual cross agency all staff events;

d.         Facilitate regular townhall meetings to stay engaged with staff and keep them up to date with agency updates; and,

e.          Deliver regular staff satisfaction surveys.

10.  Annual Evaluations: Ensure performance evaluations are completed on an annual basis, recorded, reviewed, and filed appropriately. Support the HR team to meet and exceed the following:

a.          Develop a process that is dynamic and meaningful to employees and managers;

b.         Train managers on how to complete performance evaluations;

c.          Ensure staff understand what to expect as well as to prepare staff on how to receive feedback;

d.         Ensure evaluations are properly filed;

e.          Review evaluation results and follow up with employees who score below standards; and,

f.          Develop additional evaluation opportunities for new hires within their first year.

11.  Offboarding: Oversee offboarding processes to ensure compliance and consistency. Support the HR team to meet and exceed the following:

a.          Assess and implement strategies to strengthen exit protocols;

b.         Increase exit feedback on staff experience; and,

c.          Use exit feedback to impact policies and culture as needed.

12.  HRIS and Compliance:

a.          Ensure the agency is using comprehensive compliant systems to support the work and functions of HR;

b.         Ensure policies, documents, files, and practices are up to date and compliant with funders, government agencies, local, state, and federal laws; and,

c.          Complete required annual reporting and filing as needed to maintain good standing and avoid penalty from IRS, DOL, EEOC, etc.

13.  Succession Planning: Collaborate with the training department and senior management teams to identify talent and build a strong pool to fill key roles as needed.

QUALIFICATIONS