Director of People and Mission

Position Summary

The Director of People & Mission provides strategic leadership for the organization’s people, culture, employee experience, and mission-driven initiatives. This position is responsible for developing and maintaining a workplace culture that reflects the company’s values, supports employee engagement and accountability, and aligns people practices with organizational goals.

The Director serves as a trusted partner to executive leadership and department leaders, providing guidance on employee relations, talent development, performance management, organizational effectiveness, and workplace culture.

Key Responsibilities

People & Culture Leadership

• Develop and implement people strategies that support the company’s mission, values, and business objectives.
• Establish and maintain a positive, respectful, accountable, and high-performing workplace culture.
• Partner with leadership to identify organizational and workforce needs and develop appropriate solutions.
• Promote consistent application of company policies, procedures, and workplace expectations.
• Monitor employee engagement and identify opportunities to improve employee experience and retention.

Employee Relations

• Serve as a resource for employees and managers regarding workplace concerns, policies, performance, and employee relations matters.
• Partner with leadership and HR to address workplace issues consistently, professionally, and in accordance with applicable employment requirements.
• Support investigations, corrective actions, and conflict-resolution processes when appropriate.
• Maintain appropriate confidentiality and documentation regarding employee matters.

Talent & Organizational Development

• Oversee initiatives related to recruiting, onboarding, employee development, career growth, and retention.
• Develop and support performance-management processes that establish clear expectations and accountability.
• Identify training and development opportunities based on organizational and employee needs.
• Assist leaders in developing strong teams and succession plans for key positions.
• Promote professional development and continuous learning throughout the organization.

Mission & Values

• Serve as a primary steward of the company's mission, vision, and core values.
• Translate organizational values into practical workplace behaviors, leadership expectations, and employee programs.
• Develop initiatives that strengthen employees’ connection to the organization's purpose.
• Partner with leadership to ensure company communications and employee programs consistently reflect the organization's mission.
• Support recognition programs and initiatives that reinforce desired behaviors and organizational values.

Leadership & Strategic Partnership

• Serve as a member of the leadership team and provide people-related insight during organizational planning and decision-making.
• Advise executives and managers on workforce planning, organizational development, and employee-related matters.
• Analyze workforce trends and employee feedback to identify opportunities and potential risks.
• Establish measurable goals and metrics for employee engagement, retention, development, and culture.
• Lead or support organizational change initiatives and internal communications.

Qualifications

• Bachelor's degree in Human Resources, Business Administration, Organizational Development, or a related field preferred.
• 5+ years of progressive experience in human resources, people operations, organizational development, employee engagement, or a related discipline.
• Experience working in a leadership or management capacity.
• Strong knowledge of employee relations, performance management, workplace policies, and HR best practices.
• Strong communication, interpersonal, conflict-resolution, and problem-solving skills.
• Ability to maintain confidentiality and exercise sound professional judgment.
• Demonstrated ability to build relationships and influence leaders at all levels of an organization.
• Strong organizational skills and ability to manage multiple priorities.
• HR certification such as SHRM-CP, SHRM-SCP, PHR, or SPHR is preferred.