Director Of People & Culture

A.C. Coy•Bethel Park, PA

2d•Onsite

About The Position

The Director of People & Culture is a strategic, approachable, and trusted leader who advises executives, coaches managers, and supports employees. The role provides human resources expertise and business guidance to a growing organization while building an inclusive, people-centered workplace that enables employees and the organization to thrive. This is a permanent, full-time, onsite position in Pittsburgh, Pennsylvania. Work authorization is required; sponsorship is not available.

Requirements

Bachelor's degree in Human Resources, Organizational Development, Business Administration, or a related field.
At least 8 years of progressive human resources experience, including leadership responsibility.
Equivalent combinations of education, certification, and relevant experience will be considered.

Nice To Haves

Master's degree.
Experience leading HR functions in a nonprofit, mission-driven, or community-based organization.
SHRM-SCP, SHRM-CP, SPHR, or PHR certification.

Responsibilities

Partner with executive leadership to develop and implement people strategies aligned with the organization's mission, values, and goals.
Advise on workforce planning, organizational structure, succession planning, and talent development.
Assess organizational needs and recommend strategies to improve employee engagement, performance, and effectiveness.
Lead change management initiatives and support leaders through organizational growth and transition.
Oversee the employee lifecycle, including recruitment, onboarding, performance management, career development, and offboarding.
Develop strategies to attract, engage, and retain high-performing, mission-aligned talent.
Promote an inclusive employee experience that supports belonging, collaboration, and employee well-being.
Monitor workforce trends and identify opportunities to strengthen the employer brand and talent pipelines.
Champion a people-centered culture that reflects organizational values and a commitment to serving diverse communities.
Design and implement learning, leadership development, and professional growth opportunities for employees and managers.
Build leadership capability through coaching, mentorship, and management development programs.
Lead employee engagement initiatives and assess organizational culture to identify opportunities for improvement.
Create consistent channels for staff feedback and ensure feedback is addressed in a timely manner.
Coach managers and organizational leaders on employee relations, performance management, conflict resolution, and sensitive personnel matters.
Promote fair, consistent, legally compliant employment practices and support leaders in creating high-performing, respectful teams.
Provide candid feedback to leadership when organizational practices, structures, or communication approaches may contribute to employee or culture challenges.
Serve as an approachable resource for staff and help departments work effectively across functions and reduce silos.
Serve as the subject matter expert on federal, state, and local employment laws and regulations.
Maintain and review HR policies, procedures, and practices for legal compliance and alignment with industry best practices.
Partner with leadership to identify and mitigate organizational and employment-related risks.
Ensure accurate recordkeeping, reporting, and compliance with applicable employment requirements.
Oversee compensation planning, benefits administration, HRIS systems, and other HR operations.
Evaluate and recommend competitive and equitable compensation and benefits practices.
Manage relationships with external vendors, consultants, and service providers to promote operational efficiency and cost-effectiveness.
Use data and metrics to assess workforce trends and inform strategic decisions.