Director of People & Culture

HEALTHY START INC•Pittsburgh, PA

3d•$85,000 - $95,000•Onsite

About The Position

The Director of People & Culture is Healthy Start’s senior strategic leader responsible for aligning people practices with the organization’s mission, vision, values, and strategic priorities. The role leads workforce planning, organizational development, employee engagement, leadership development, culture-building, talent management, risk mitigation, and human capital strategy. The Director partners closely with the CEO, COO, leadership team, and, as appropriate, the Board to strengthen organizational effectiveness, support employee well-being, foster a positive workplace culture, and help Healthy Start remain an employer of choice. The Director provides strategic oversight of the People & Culture function while managing day-to-day HR administration, including core processes, employee support, documentation, and departmental workflows. The role supervises the HR Generalist and HR & Operations Specialist and reports to the Chief Operating Officer. Healthy Start’s mission is to improve maternal and child health and reduce poor birth outcomes and infant mortality in Allegheny County. The position is located in Pittsburgh, Pennsylvania.

Requirements

Bachelor’s degree required.
Minimum of 8–10 years of progressively responsible human resources leadership experience.
Minimum of 3–5 years of supervisory and leadership experience.
Strong knowledge of employment law, workforce planning, talent management, HR administration, and organizational development.
Ability to think strategically while driving organizational results.
Ability to lead daily administrative workflows while maintaining a strategic, organization-wide perspective.
Strong leadership presence and ability to influence and advise senior leaders.
Exceptional conflict resolution, coaching, facilitation, and relationship-building skills.
Ability to analyze workforce data and translate findings into actionable recommendations.
Excellent written, verbal, and presentation communication skills.
Commitment to diversity, equity, inclusion, and belonging.
Ability to maintain confidentiality and exercise sound judgment in sensitive situations.
COVID-19 vaccination.
Act 33/34 and FBI clearances are required.
Valid unrestricted Pennsylvania Driver’s License.
Current and valid unrestricted automobile insurance, with the candidate listed as an insured driver.
Reliable transportation to support families on a need basis.

Nice To Haves

Master’s degree in human resources, Organizational Development, Business Administration, Public Administration, Industrial/Organizational Psychology, or a related field.
Experience advising executive leadership and managing organizational change initiatives.
SHRM-SCP, SPHR, or comparable senior HR certification.

Responsibilities

Serve as the organization’s senior advisor on workforce strategy, organizational effectiveness, culture, and employee engagement.
Develop and implement a People & Culture strategy aligned with Healthy Start’s mission, strategic plan, and growth objectives.
Partner with executive leadership to assess organizational needs and recommend workforce solutions for long-term sustainability.
Lead organizational development initiatives that improve collaboration, communication, accountability, and employee performance.
Support change management related to organizational growth, restructuring, and strategic initiatives.
Advise executive leadership on workforce trends, labor market conditions, and best practices.
Manage day-to-day HR administration, including employee records, documentation, onboarding and offboarding workflows, policy acknowledgments, and personnel files.
Establish procedures, timelines, and quality checks for HR administrative processes.
Ensure employee questions and routine HR requests are routed, tracked, and addressed promptly and confidentially.
Coordinate HR workflows with the HR Generalist and HR & Operations Specialist, clarify responsibilities, and monitor recurring tasks and deadlines.
Maintain controls for confidential employee information and ensure records are handled in accordance with organizational policies and applicable requirements.
Identify opportunities to improve HR systems, forms, processes, and communications.
Champion a workplace culture reflecting Healthy Start’s mission, values, and commitment to equity.
Develop strategies to strengthen employee engagement, retention, belonging, and employee experience.
Monitor organizational climate and recommend interventions to improve morale, communication, and workforce satisfaction.
Oversee employee engagement surveys, culture assessments, and action-planning initiatives.
Foster an inclusive and supportive environment that encourages employee growth and development.
Lead workforce planning and succession planning for key leadership and mission-critical positions.
Collaborate with leadership to identify future staffing needs and talent pipeline opportunities.
Evaluate recruitment effectiveness and recommend talent acquisition strategies.
Establish workforce metrics and analytics to inform strategic decisions.
Design and oversee leadership development initiatives for supervisors, managers, and executive leaders.
Coach and advise leaders on employee relations, performance management, communication, and team effectiveness.
Oversee performance management systems that support consistency, accountability, and employee development.
Promote continuous learning and professional growth throughout the organization.
Provide strategic oversight of employment law compliance, workplace investigations, employee relations matters, and organizational risk management.
Advise executive leadership on employee-related legal risks and mitigation strategies.
Review and recommend updates to personnel policies, employee handbooks, and workplace procedures.
Ensure organizational practices align with applicable federal, state, and local employment requirements.
Oversee sensitive employee relations matters and guide leaders on complex workplace issues.
Evaluate compensation structures and benefits strategies to support competitiveness and equity.
Analyze workforce data, turnover trends, engagement metrics, and other indicators.
Develop dashboards and reports that provide meaningful insights to executive leadership.
Recommend workforce investments that support retention and organizational performance.
Supervise, support, and develop the HR Generalist and HR & Operations Specialist.
Set departmental goals, priorities, work assignments, and performance expectations.
Monitor the quality, timeliness, and consistency of HR administrative services and workflows.
Ensure HR operations support organizational objectives and provide a high level of service.
Foster collaboration between People & Culture and all departments.
Lead strategic initiatives assigned by the CEO or COO and participate in organizational planning and leadership activities.
Support organization-wide projects that advance Healthy Start’s mission and strategic priorities.