Senior Director of People and Culture

SENIOR DIRECTOR of PEOPLE and CULTURE

URGE

Position: Sr. Director of People and Culture (Exempt], Not Union Eligible], Full-time, 40 hours/week)

Location: Remote (will include travel)

Salary: $130,000-$140,000

 

Position Summary:

 

The Senior Director of People and Culture is responsible for developing and implementing strategic HR plans, policies, and programs that support URGE's organizational goals. This role encompasses all aspects of human resources, including compensation, benefits, talent acquisition, retention, employee relations and engagement, training, and staff development. The Senior Director will manage the integration of the Collective Bargaining Agreement (CBA) with the union, ensure compliance with legal and regulatory requirements, and supervise the HR team. Additionally, they will serve as a thought partner to the Chief Operating Officer (COO) in addressing staff concerns, union relations, strategic direction, organizational development, and the modification and implementation of policies to ensure organizational alignment. The Senior Director of People and Culture will also act as a key advisor and contributor, inspiring and influencing the entire organization to fulfill its mission and values. In collaboration with the COO, they will oversee the implementation of the organization's diversity, inclusion, and cultural equity strategy. This position reports directly to the Chief Operating Officer.

 

Essential Responsibilities Include:

 

Human Resources/People and Culture

 

• Oversee all HR functions and strategies to foster a diverse, equitable, and inclusive work environment by managing the Director of HR. This includes policy development, employee recruitment, benefits management, performance management, professional development, and enforcing policies to prevent discrimination and promote equal opportunities for all employees.

• Ensure that the hiring process reflects the organization's commitment to equity, diversity, and inclusion through job announcements, postings, recruiting, applicant screening, interview processes, and onboarding.

• Ensure the fair and equitable application of personnel policies and procedures across all staff.

• Develop and implement strategies to strengthen organizational culture and enhance employee experience, engagement, belonging, and equity.

• Approve and oversee a performance management process that is equitable for all staff, maintain accurate job descriptions for each position, and supervise the performance evaluation process.

• Design and implement skills training for staff, management, and executive leadership teams.

• Ensure strong labor relations and implement HR policies and practices in alignment with the collective bargaining agreement (CBA).

• Integrate the CBA into organizational policies and procedures, communicate changes, and reinforce them with managers and staff.

• Collaborate with the COO to develop policies that promote equal opportunities for all employees.

• Oversee the collection and dissemination of data related to personnel, HR systems, and benefits.

 

Employee Relations

 

• Implement initiatives to create a productive work environment that supports employees’ physical and mental well-being.

 

Legal Compliance and Risk Management

 

• Ensure that HR practices comply with labor laws and regulations, managing HR-related risks and legal matters to protect the organization.

• Work with legal counsel to maintain compliance with federal, state, and local employment laws and regulations.

• Contribute to the development and implementation of an organization-wide compliance and risk management strategy.

 

Training and Development

 

• Oversee learning and development programs that enhance employee skills, career growth, and leadership development. Formulate plans to effectively utilize the workforce and its talents.

• Design, implement, and supervise skills training for staff, management, and executive leadership teams.

 

Management and Leadership

 

• Provide leadership and guidance to organizational management on issues related to people and culture, change management, performance management, and organizational policies and practices.

• Represent management during collective bargaining negotiations.

• Collaborate closely with the Finance and Program Administration departments to align workforce strategies with financial planning and operational goals, ensuring a cohesive approach to talent management that supports the organization's overall mission.

 

Supervision

 

Supervise the Director of Human Resources.

 

Qualifications:

 

• Strong commitment to URGE’s mission and values, particularly supporting reproductive freedom and promoting youth activism and leadership.

• Commitment to reproductive and gender justice, abortion access for all, queer and trans liberation, building young people’s political power, and dismantling white supremacy.

• Commitment to co-creating a work environment that is just, equitable, and inclusive to all, including Black, Indigenous, and other people of color, LGBTQIA+ people, women, and people with disabilities.

• Strong verbal and written communication skills, as well as strong mathematical skills.

• Experience administering collective bargaining agreements and fostering a productive relationship between management and union.

• Keen attention to detail.

• A minimum of five years of human resources experience, preferably with knowledge of multiple states' employment laws.

 

If interested in applying for this position, your resume and cover letter should be emailed to: kshabazz@urge.org with “Sr. Director of People and Culture” as the subject line.