Director of Talent Development, Culture and Inclusion

Habitat for Humanity Portland Region • Portland, OR

4d • Hybrid

About The Position

You are someone who is deeply committed to inclusion, equity, and organizational excellence, and you bring the strategic insight and practical skill to turn those values towards actionable results. In this role, you partner closely with leaders across Habitat for Humanity Portland Region as a trusted consultant, strategist, and advocate, helping embed diversity, equity, inclusion, and anti-racism principles into how we develop, engage, and support our people. You contribute by equipping leaders with the skills, behaviors, and mindsets required to lead equitably and effectively. You sit at the intersection of DEI, leadership development, employee engagement, and talent enablement, working to design, evolve, and deploy interconnected systems such as performance management, leadership development, succession planning, and employee growth to foster belonging, retention, and effectiveness. Reporting to the Vice President of People, Culture and Inclusion, you translate enterprise strategy into practical, scalable, and measurable initiatives that strengthen our culture, reflect the needs of the communities we serve, and advance Habitat’s mission. You also supervise and support our Learning Coordinator in executing this work.

Requirements

• Have 6+ years of progressive experience; 3+ of which is direct or leadership experience.
• Experience being a prominent advocate for Diversity, Equity, Inclusion, and anti-racism through evaluating and evolving policies, procedures, practices, and ideas to interrupt systemic racism and provide recommendations for improvement.
• Strong organizational-development and change-management experience with the ability to lead, plan, coordinate, and implement change, as well as talent practices (Leadership development, succession planning, employee engagement surveys, performance management systems, etc.)
• Knowledge of and experience working with a variety of change management, talent practices and DEI management methodologies and philosophies and any related planning, delivering, and measurement of the effectiveness of said methodologies.
• Collaborates effectively by working authentically and openly with colleagues inside and outside the organization. Exhibits a spirit of true partnership that benefits all parties engaged in the project.
• Is a gifted facilitator, connector of people, and presenter of information. Creates safe and courageous spaces for dialogue.
• Build trust by demonstrating respect, creating transparency, keeping commitments, and actively working to restore trust when necessary.
• Ability to solve problems using a balance of empathy and pragmatism.
• Any qualifying combination of experience, education, and/or certification that demonstrates the ability to perform the duties of the position.
• Any combination of formal education, paid work experience, unpaid/volunteer experience, and life experience will be considered.

Nice To Haves

• High proficiency in common computer skills, including familiarity with various HRIS, Microsoft Office suite, SmartSheets, and other software systems.
• Understanding of a broad range of DEI methodologies such as Critical Race Theory, Humanism, Universalism, and Systems Theory.
• Understanding adult learning theory and experience developing workshops from needs assessments through execution and evaluation Association Talent Development ATD), PROSCI change management, Inclusive Leadership certification(s)
• Strong project management skillset
• Experience leading and evolving employee resource group(s)
• Strong commitment to mission-driven and collaborative team-driven work with low-ego orientation.

Responsibilities

• Provide organization-wide leadership on DEI related issues, and serve as internal consultant, to HFHPR leaders and staff to operationalize equity, inclusion, and anti-racism principles throughout the organization.
• Lead, leadership development and talent practices (Leadership development, performance management systems, etc.) by developing strategies and leading execution plans that advance leadership development and org-wide talent practices, including associated end-to-end project management and KPI reporting
• Collaborate with the Vice President of People, Culture, and Inclusion to ensure talent programs, systems and inclusive practices are utilized and prioritized throughout the organization.
• In partnership with People, Culture, and Inclusion team, and internal department stakeholders, develop and monitor strategies to support and improve recruitment, retention, and inclusion of racially-diverse team members.
• Gracefully and graciously navigate the dynamics of white privilege and work to counteract those dynamics through coaching, facilitation and connection.
• Refresh the internal committee framework and create a governance process for committees; act as lead for the internal Equity Team in developing strategies to ensure alignment, communication, and relationship building throughout the organization.
• Refresh the affinity group model by leveraging best practices (e.g., 4Cs framework, governance, procedures, etc.) and ensuring alignment with our DEI strategy.
• Maintain up-to-date knowledge of talent and learning best practices as well as diversity-related issues, legislation, and best practices, and proactively share relevant updates and actionable insights with PCI and the organization at large to support organizational learning and alignment.
• Participate in strategic planning and alignment for the organization’s commitment to talent, learning, leadership development and Diversity, Equity and Inclusion and Belonging.
• Serve as staff liaison to Board Equity Committee
• Provide project management and refresh of the organization’s engagement survey, deliver overall insights and establish expectations for implementation of survey feedback.
• Create and maintain systems to track, report and measure progress on DEI metrics and initiatives on a recurring cadence.
• Develop insights and storytelling to ensure Habitat team members are informed about organizational and PCI department priorities.
• Alongside other team members, develop and maintain strategic external partnerships with colleagues, community members and leaders, businesses, neighborhood partners, government agencies, and other key decision makers to further HFHPR’s mission and overall impact.
• In collaboration with other leaders identify and act on opportunities to expand HFHPR’s work in advocacy and public policy to reduce racial inequity and disparate impact.
• Further develop and refine our approach to community outreach efforts and relationship building.

Benefits

• 100% employer-paid premium for health insurance (medical, vision, alternative care, prescriptions) for employee; 50% premium paid for dependents
• 100% employer-funded Health Reimbursement Account (HRA)
• 100% employer-paid premium for dental insurance for employee; 50% premium paid for dependents
• Generous paid time off: starting at three weeks of Vacation time; two weeks of Sick time; 11 paid holidays; paid birthday off
• 3% matching 403(b) retirement savings plan
• Flexible Spending Accounts (FSA)
• Disability insurance
• Life insurance
• Employee Assistance Program (EAP)

What This Job Offers

• Job Type: Full-time
• Career Level: Director
• Education Level: No Education Listed