Director of People and Culture

Inter-State Studio & Publishing Co•Sedalia, MO

About The Position

Inter-State Studio is a family-owned school photography and yearbook company with over 90 years of experience. We are seeking a Director of People and Culture to drive our culture and leadership vision forward. This strategic role will partner with executive leadership and ownership to strengthen organizational effectiveness, leadership development, talent strategy, employee engagement, and culture, ultimately building a high-performing, values-driven organization. The ideal candidate is both strategic and practical, capable of thinking enterprise-wide, building relationships, and translating ideas into actionable practices.

Requirements

Bachelor’s degree in Human Resources, Organizational Development, Business, or related field required
8+ years of progressive experience in human resources, organizational development, talent development, people strategy, or related leadership roles.
Demonstrated expertise in organizational development, leadership development, culture, employee engagement, change management and organizational effectiveness.
Experience supporting organizations of 500+ employees.
Demonstrated success leading enterprise-wide organizational change or development initiatives.
Strong ability to influence senior leaders and build credibility across all levels of the organization.
Strong project management, program design, facilitation, coaching, communication, and analytical skills.
Experience using HR, engagement, performance, or business data to inform decision-making and measure impact.

Nice To Haves

Master’s degree preferred
Experience in multi-site, distributed, or operationally complex environments preferred.
Experience implementing Predictive Index or similar behavioral, talent, or leadership assessment tools preferred.

Responsibilities

Develop and lead a holistic people and organizational development strategy aligned with the company’s vision, values, and business priorities.
Champion initiatives that strengthen culture, employee engagement, accountability, and leadership alignment.
Serve as a trusted advisor to senior leaders on people, leadership, culture, organizational effectiveness, and change-related matters.
Lead enterprise change management efforts that support growth, transformation, continuous improvement, and stronger execution across the organization.
Own the strategic implementation of the Predictive Index as a core component of the company’s talent and culture strategy.
Create and implement leadership development programs that strengthen manager capability, executive alignment, coaching effectiveness, and accountability.
Build practical frameworks for peer learning, mentoring, communities of practice, knowledge transfer, and leadership consistency across the organization.
Coach and support leaders and managers to improve communication, decision-making, feedback, performance conversations, and team effectiveness.
Lead the vision and delivery of the company’s annual Leadership Summit.
Measure learning outcomes and organizational impact using qualitative and quantitative data.
Partner with talent acquisition and senior leaders to align hiring, development, and workforce planning with long-term organizational needs.
Identify high-potential talent and build development pathways that support succession readiness and future leadership needs.
Lead organizational design initiatives, including team structures, role clarity, decision rights, and workforce planning.
Support leaders in building stronger teams through clearer expectations, better alignment, and more intentional development of talent.
Design and lead programs that enhance the employee experience across the full employee lifecycle.
Oversee employee engagement surveys and translate insights into practical action plans.
Promote a positive, inclusive, accountable, and high-performance work environment.
Partner with leadership to design, implement, and refine company-wide KPI and performance management frameworks tied to business objectives.
Ensure performance expectations and evaluation processes reinforce measurable results, leadership behaviors, accountability, and cultural standards.
Help leaders connect individual and team performance to broader company goals and priorities.
Develop and monitor organizational effectiveness metrics, using employee engagement, leadership effectiveness, retention, succession readiness, performance and business impact.
Use employee engagement, performance, quality, and business data to inform continuous learning and leadership investments, and organizational priorities.
Report regularly on outcomes, trends, risks, and opportunities to executive leadership.