Director, People & Culture

Bric Arts Media•New York, NY

1d•$100,000 - $130,000•Onsite

About The Position

BRIC seeks a strategic and employee-centered Director, People & Culture to lead all aspects of the organization's human resources function. Reporting to the Chief Operating Officer, this role oversees employee relations, talent acquisition, compensation and benefits, compliance, labor relations, workforce planning, and organizational culture initiatives. The Director will serve as a trusted partner to staff and leadership while fostering an inclusive, engaging, and high-performing workplace.

Requirements

7+ years of progressive Human Resources, People Operations, or People & Culture experience, including people management experience.
Strong knowledge of employee relations, employment law, benefits administration, payroll, compliance, and talent acquisition.
Experience supporting unionized environments and interpreting collective bargaining agreements preferred.
Proven ability to manage multiple priorities, build strong relationships, and handle sensitive matters with professionalism and discretion.
Experience with HRIS and payroll systems; ADP Workforce Now experience preferred.
Commitment to fostering an equitable, inclusive, and employee-centered workplace culture.
Excellent written, verbal, and interpersonal communication skills.
A passion for BRIC’s support of the arts in Brooklyn and a deep commitment to building community, igniting learning and making change through the arts and creativity.
Desire to operationalize equity within the People & Culture function
Excellent written and verbal communications skills with the ability to listen, question, and synthesize information in a compelling manner.

Nice To Haves

SHRM-CP, SHRM-SCP, PHR, SPHR, or similar HR certification is a plus.

Responsibilities

Lead the department with an employee-first mindset, fostering a positive, collaborative work culture that prioritizes open communication, inclusivity, and the well-being of all staff members.
Serve as the departmental leader, acting as the primary point of contact for staff concerns, conflicts, and requests.
Maintain full oversight of departmental projects, prioritizing initiatives and identifying key areas of focus to ensure alignment with organizational goals (examples: ADP system optimization, NABET (union) adherence review, exempt vs. non-exempt audit, payroll classification review, and handbook review, Cultural Institutions Group (CIG) Obligation Plan and any additional reports for CIG).
Manage a team consisting of one full-time Generalist, one part-time staff members and one seasonal administrator.
Develop and maintain efficient systems for all departmental management processes, including onboarding, offboarding paperwork, paperwork, personnel file management, internship support, performance tracking, and any other relevant administrative functions.
Providing support with executive team coaching and operational strategies.
Manage and respond to all departmental legal notices, including but not limited to garnishments, unemployment claims, workers' compensation, and leave insurance.
Process biweekly payroll, ensuring accuracy, necessary adjustments, and meticulous recordkeeping.
Oversee all employee benefits programs, including health, life, FSA, dental, vision, 403b and transit benefits. Merge and maintain benefits from CIG (including pension).
Collaborate with employment lawyers to ensure compliance with labor laws, address legal concerns related to employee relations, and provide guidance on employee matters.
Administer, record, and process payments for all benefits-related billing.
Collaborate with the Finance team to develop budgets, projections, and reforecasts for personnel and departmental expenses.
Work closely with the payroll administrator to process and ensure timely and accurate submission of 1094/95 tax forms, ensuring compliance with ACA reporting requirements.
Ensure all terms in the union agreement(s) are actualized, including detailed tracking of benefits and contractual terms for union staff.
Pull and analyze data to create detailed reports for grant requests, ensuring accurate and compelling representation of organizational impact and financial needs.
Support the completion of grants and reporting (including CIG and government grants) as they pertain to personnel.
Serve as the primary point of contact for addressing and resolving employee concerns, conflicts, and grievances in a timely and professional manner.
Facilitate mediation and conflict resolution processes, promoting a positive and respectful work environment.
Collaborate with leadership to implement corrective actions and performance improvement plans when necessary.
Monitor and assess employee satisfaction, morale, and well-being, recommending strategies to enhance workplace culture, engagement, and overall employee experience, including organizing all-staff events, culture-building activities, and wellness initiatives.
When needed, work with employment lawyers to negotiate the CBA (every 5 years).
Lead workforce planning initiatives, forecasting staffing needs and aligning talent acquisition strategies with organizational goals.
Oversee the hiring process from job requisition to offer acceptance, ensuring an equitable, compliant, and efficient candidate experience.
Manage onboarding processes for new hires, ensuring they receive the necessary training, resources, and support to succeed.
Develop and execute interim support plans, providing close support to staff during transitional periods and ensuring minimal disruption to workflow.
Oversee offboarding processes, ensuring smooth transitions, exit interviews, and compliance with organizational policies.
Create and execute annual performance review methodology and rubrics. Guide department heads through execution of performance evaluations ensuring strong management skills.