Associate Director of People & Culture #6314

This role presents an exceptional opportunity for an experienced People & Culture leader to shape and strengthen the workforce strategy of a mission-driven organization committed to education, inclusion, and community impact. The Associate Director will guide the development of an engaging, equitable, and high-performing workplace by aligning talent, culture, and organizational systems with long-term strategic goals. As a trusted partner to executive leadership, this individual will influence organizational health, operational effectiveness, and the overall employee experience across all levels of the organization.

Key Responsibilities

Strategic People & Culture Leadership

• Partner with executive leadership to define and implement a comprehensive People & Culture strategy aligned with organizational mission, values, and growth plans.
• Provide input on organizational planning, workforce design, succession planning, and change management.
• Lead efforts to build and sustain a positive, inclusive, and high-engagement workplace culture.
• Utilize people analytics and key metrics to inform decision-making and assess organizational health.

Talent Acquisition, Onboarding & Retention

• Design and manage a talent acquisition strategy that attracts diverse, high-caliber candidates aligned with organizational values.
• Develop and oversee onboarding programs that ensure successful integration of new employees.
• Partner with leaders to strengthen retention, internal mobility, and career pathways.
• Support organizational design and workforce planning to ensure staffing structures meet strategic needs.

Learning, Development & Leadership Growth

• Build and manage a learning and development framework that includes leadership training, staff development, coaching, and career pathways.
• Collaborate with department leaders to identify skill gaps and implement targeted development plans.
• Embed principles of inclusion and equity throughout leadership and talent development practices.

Culture, Engagement & Inclusion

• Oversee employee engagement initiatives, including annual surveys and associated action plans.
• Serve as an advisor and coach to leaders on team dynamics, feedback, and change leadership.
• Plan and facilitate all-staff meetings and other culture-building activities.

Performance, Compensation & Rewards

• Lead the performance management cycle, including goal-setting, feedback, development, and recognition processes.
• Oversee compensation strategy to ensure internal equity and market alignment, working with external partners and finance as needed.
• Advise on talent reviews, succession planning, performance improvement, and employee relations matters.
• Ensure benefits administration and related processes align with organizational goals and budget.

HR Operations, Compliance & Systems

• Manage third-party HR partners and ensure HR systems and technology support strategic needs (HRIS, ATS, dashboards).
• Oversee core HR operations, including benefits, payroll interface, records management, leave administration, and compliance.
• Maintain accurate people data and produce regular reporting for leadership and board committees.
• Ensure compliance with all local, state, and federal employment laws and best-practice policies.

Board & Governance Partnership

• Serve as staff liaison to the Board’s People & Culture Committee, providing reports, metrics, and strategic guidance.
• Partner with executive leadership and finance on governance matters including executive compensation, policy oversight, and risk mitigation.

Qualifications & Experience

• Bachelor’s degree in Human Resources, Organizational Development, Business Administration, or related field; Master’s degree preferred.
• Minimum 7 years of progressive HR/People & Culture experience, including at least 3 years in a leadership role.
• HR certification (e.g., SHRM-SCP, SPHR) strongly preferred.
• Demonstrated experience leading culture initiatives, inclusion efforts, talent development, and organizational change.
• Strong background in HR systems, data analytics, and metrics-driven decision-making.
• Experience in fast-paced, growing organizations; nonprofit, museum, or education sector experience beneficial.

Key Competencies & Attributes

• Deep knowledge of HR best practices, employment law, talent management, and organizational development.
• Strategic thinker able to connect people strategy to organizational goals.
• Data-driven, analytical, and comfortable using metrics to shape strategy and measure impact.
• Excellent communication and relationship-building skills across all levels, including leadership and board.
• High emotional intelligence, discretion, and integrity in managing sensitive issues.
• Skilled change leader who fosters inclusive, engaged, and high-performing teams.
• Strong project management skills with the ability to manage multiple priorities.
• Authentic passion for the organization’s mission and values.