Director of People & Culture

FOOD CO-OP•Port Townsend, WA

2d•$82,297 - $120,152

About The Position

The Director of People & Culture is a member of The Food Co-op’s leadership team and provides strategic leadership for human resources, employee relations, talent management, workplace culture, and organizational development. The Director develops and oversees HR strategies, policies, programs, systems, and practices that support organizational effectiveness, employee engagement, a healthy workplace culture, and compliance with applicable employment laws and regulations. The Director serves as a trusted advisor to the General Manager, leadership team, and managers on employee relations, organizational development, compensation, benefits, performance management, training, recruitment, workplace safety, and employment practices. The role models The Food Co-op’s values and promotes inclusion, accountability, collaboration, respect, psychological safety, and continuous learning. The Director oversees the Human Resources department and supervises the Human Resources Generalist and Benefits & Training Specialist. The position ensures HR services support employees, managers, store operations, and the organization’s mission and strategic goals.

Requirements

Bachelor’s degree in Human Resources, Business Administration, Organizational Development, or a related field, or an equivalent combination of education and directly relevant experience.
Two to five years of progressively responsible HR generalist experience.
Demonstrated knowledge of employment laws, regulations, and a broad range of HR policies, programs, and practices.
Intermediate to advanced proficiency with Microsoft Word, Outlook, PowerPoint, OneNote, and Excel.
Strategic thinking and ability to align people strategies with organizational goals and values.
Excellent written, verbal, interpersonal, presentation, facilitation, and training skills.
Strong knowledge of employment practices, workplace trends, and HR best practices.
Leadership ability and experience working effectively as part of a leadership or executive team.
Strong policy, procedure, technical writing, project management, and organizational skills.
Analytical, solutions-oriented approach and sound judgment and decision-making.
High skill in employee relations, investigation, mediation, coaching, and conflict resolution.
Ability to maintain strict confidentiality.
Strong business and financial acumen, including budgeting and financial reporting.
Ability to collaborate across all levels of the organization and adapt to changing organizational needs.
Ability to work a flexible schedule as needed to meet organizational and operational requirements.
Ability to sit for extended periods, including up to eight hours during a workday.
Ability to operate standard office equipment and use computers and other technology.
Ability to read small print, review detailed documents, and perform complex mathematical calculations.
Ability to stand, walk, bend, and reach as required.
Ability to occasionally lift and carry up to 25 pounds, with or without reasonable accommodation.

Nice To Haves

Five or more years of HR management experience.
Experience with HRIS, learning management, and related HR technology.
Professional HR certification.
Experience in retail grocery and/or a cooperative business model.

Responsibilities

Serve on the leadership team and provide strategic people-focused guidance to the General Manager and organizational leaders.
Develop and implement people strategies supporting organizational effectiveness, employee engagement, retention, workforce planning, and long-term sustainability.
Lead organizational development and change-management initiatives.
Set HR priorities, goals, metrics, and budgets, and communicate progress to organizational leadership.
Supervise, coach, develop, and support HR team members.
Promote consistent application of The Food Co-op’s values, policies, and people practices.
Develop, maintain, and evaluate HR policies, procedures, programs, and systems for legal compliance, operational effectiveness, and alignment with HR best practices.
Monitor applicable federal, state, and local employment laws and recommend organizational responses.
Conduct HR audits and implement corrective or preventive actions as needed.
Advise leaders and managers on personnel matters, employment practices, and organizational risk, partnering with legal counsel or other advisors when appropriate.
Lead employee relations matters, including complaints, grievances, investigations, mediation, performance concerns, workplace conflicts, and allegations of harassment, discrimination, retaliation, or policy violations.
Promote fair, equitable, consistent, and confidential employment practices.
Coach managers and leaders in communication, conflict resolution, performance management, and employee relations.
Develop and improve organization-wide performance management practices and provide managers with tools and guidance.
Monitor workforce and employee relations trends and use data to identify opportunities and risks.
Develop and recommend equitable compensation practices that support internal equity, market competitiveness, organizational sustainability, and effective job classification.
Maintain current job descriptions and partner with leadership on organizational structure, staffing needs, job classifications, compensation, career pathways, and succession planning.
Lead recruitment and talent acquisition strategies and processes, including recruitment, selection, hiring, onboarding, and employer branding.
Partner with managers to establish staffing needs, qualifications, competencies, and selection criteria; personally support recruitment and selection for managerial, exempt, professional, and other key positions as appropriate.
Oversee employee benefit programs and ensure timely, accurate, effective, and compliant implementation.
Ensure employees receive clear information and support regarding benefits and programs.
Oversee employee leave administration, including bereavement, leaves of absence, FMLA, sick leave, Washington Paid Family & Medical Leave (PFML), and workplace injury-related leave.
Monitor benefit effectiveness, employee needs, and costs and make recommendations to the General Manager.
Partner with benefit providers and other resources as needed.
Assess organizational and departmental training needs and develop programs supporting performance, compliance, leadership development, workplace culture, and organizational goals.
Administer and maintain learning and training programs within the HRIS or learning management system.
Ensure required training, certifications, and licenses are available, tracked, and maintained.
Develop leadership development, succession planning, career pathway, and professional development strategies.
Support managers in identifying and developing internal talent and future leaders.
Ensure accurate, secure, confidential, and legally compliant maintenance of employee records and HR data.
Establish processes for records retention, archiving, and secure destruction.
Oversee effective implementation and use of HRIS, learning management, and other HR technology.
Use HR data and analytics to identify trends, inform decisions, evaluate programs, and support organizational goals.
Ensure safeguards protect confidential employee and organizational information.
Oversee employee health and safety programs, policies, training, and reporting to promote workplace safety and compliance.
Support the effective functioning of the Safety Committee.
Oversee workplace accident and incident investigations as appropriate and recommend corrective or preventive actions.
Partner with managers and employees to identify hazards, reduce risk, and strengthen safety practices.
Support effective administration of workplace injury and workers’ compensation processes.
Perform other duties and responsibilities as assigned.