Senior Director of People and Culture

Democracy Forward•Washington, DC

2d•$180,000 - $200,000•Hybrid

About The Position

Democracy Forward Foundation (“Democracy Forward”) is seeking a Senior Director of People and Culture to join their team. This is a strategic, people-centered leadership role for an experienced human resources professional. The Senior Director will drive and execute Democracy Forward’s strategic vision through values-aligned and impact-driven hiring, leadership and management training, performance management, employee engagement, and HR systems and policies. This role reports to the Chief, People, Culture, and Strategy and will partner closely with the CEO and President to strengthen organizational effectiveness and deliver a consistent impact-driven culture and experience to all team members. The ideal candidate will have experience with scaling and change management and working in a mission-driven organization. They will have experience building and maintaining high-performing teams, attracting and retaining diverse talent, developing and implementing training programs, and improving HR processes and systems in a fast-paced environment. This role will need the ability to think big picture while also not being afraid to get into the weeds and support the People and Culture team on day-to-day matters. This is a fantastic opportunity for an enthusiastic, thoughtful and creative professional with a track record of human resources leadership to join a high-impact, growing organization. This position is full-time. Democracy Forward’s office is located in Washington, DC. While this position offers flexibility to work remotely, it requires regular in-office presence, with at least 3 days on average in office to effectively support the nature of the role. The Senior Director will report to the Chief of People, Culture, and Strategy, and will work closely with the People, Culture, and Operations team, executive leadership, and all staff at the organization.

Requirements

12+ years of progressively responsible work experience including Human Resources and/or Operations.
Experience in non-profit and mission-driven organizations, preferably ones that have scaled.
Experience overseeing all aspects of human resources functions (talent management, employee engagement, employee relations, benefits, compliance, recruitment).
Experience closely collaborating with senior leadership to advance organizational goals.
Strong people and project management experience, with the ability to prioritize.
Ability to deal with conflict effectively and to manage difficult situations confidently and calmly.
Excellent judgment, flexibility, and emotional intelligence.
Experience building, growing, and managing teams.
Excellent communication skills, both written and verbal.
Commitment to Democracy Forward’s mission.
Well-developed collaborative and interpersonal skills including demonstrated self-awareness, commitment to diversity and inclusivity, and ability to work with colleagues and stakeholders across diverse cultures and backgrounds.

Nice To Haves

HR certification (e.g. PHR/SPHR/SHRM-CP) strongly preferred.
Experience with Rippling, Notion, and Greenhouse is a plus.

Responsibilities

Develop and implement innovative and practical HR strategies and initiatives that align with organizational objectives.
Supervise a People and Culture team of six, including HR operations, talent acquisition, and training and engagement verticals.
Serve as a member of the senior leadership team, leading efforts to embed Democracy Forward’s IMPACT values across all HR systems, processes, and communications, acting as a culture steward for the organization.
Support organizational leadership in cultivating a culture of accountability, inclusivity, and excellence, including through providing real-time support and skills-development for your team.
Oversee all HR operations and administration, including the organization’s benefits programs and payroll approval; manage relationships with benefit brokers and coordinate annual Open Enrollment.
Develop and manage compensation and benefit strategies that attract and retain talent while aligning with organizational budgets.
Identify and support opportunities for management and employee professional development and growth; providing coaching and mentoring to help employees thrive.
Collaborate with the Training and Engagement Manager to create and implement training plans for staff, including for new hires, managers, diversity and inclusion, and ethics and compliance.
Support the feedback and review process, documentation of performance issues, and performance improvement plans.
Direct the reflections and feedback cycle, ensuring equity and consistency in the process across teams.
Maintain knowledge of industry trends and best practices in workplace development.
Engage employees to develop strong working relationships, build morale, and increase productivity and retention.
Manage and resolve complex employee relations issues, including developing performance management plans, providing coaching to senior leadership, facilitating employee relations meetings as needed; ensure fair and consistent application of policies.
Partner with the Training and Engagement Manager and senior leadership to oversee employee events, staff retreats, social events, and staff activities.
Develop, communicate and administer HR policies and procedures that will maintain and improve employee relations and shape organizational culture.
Exhibit understanding, sensitivity and responsiveness to our employee population and oversee the creation and implementation of programs that foster diversity, equity, inclusion, and belonging.
Collaborate with the Office of General Counsel, People and Culture Manager, and our PEO (Rippling) to ensure compliance with federal, state, and local labor and employment laws.
Coordinate with the President and CEO, executive leadership, Office of General Counsel, and the Chief of People, Culture, and Strategy to advise and provide insights for keeping policies and procedures up to date with best practices and compliant with all applicable laws and regulations.
Support the Talent Acquisition Manager in overseeing the recruitment and hiring process for all employees.
Partner with the Talent Acquisition Manager to develop and implement strategies to identify legal and professional staff talent.
Further develop onboarding and offboarding protocols, expectations, and procedures.