Director of People and Culture

About the Position:
To help support our continued growth, NMILC is seeking a passionate, creative, and collaborative Director of People and Culture professional with human resources and organizational development experience, exceptional judgment and interpersonal skills, and a strong desire to recruit, develop, and retain a dynamic and diverse team of legal and social justice advocates. The ideal candidate will be a collaborative bi-lingual leader with cultural humility who provides exceptional wisdom, guidance and leadership in shaping our organizational culture and seamlessly advances equity, inclusion, and belonging in all facets of our human resources and organizational development systems and processes. Working closely with the Executive Director, Finance Department staff, program managers and supervisors, this Director will be involved in a wide range of strategic planning and internal initiatives and will be responsible for leading all aspects of Human Resources, organizational development, diversity, equity and inclusion including recruiting/retention, hiring/onboarding, performance management, compensation and benefits, compliance, training and development. employee relations, occupational health, safety and wellness and all other HR strategies and operations. This Director will work collaboratively with the leadership team to develop our staff to their full, professional potential. The ideal candidate will have a deep appreciation for the value of accountability and transparency and will safeguard the organization's values, values-based behaviors, and Culture.
Key Responsibilities:
Recruitment, Hiring, Onboarding, Offboarding, Succession Planning

• Spearheading planning meetings with program managers to assess staffing requirements for grants and contracts, forecast current and future talent need, gain an in-depth understanding of program priorities and how that translates into workforce planning, provide support and input on department restructures, workforce planning and succession planning;
• Developing strategies to consistently identify talented individuals committed to our mission and core values by establishing and conducting recruitment and hiring processes for all employees and interns, from cultivating partner relationship in all markets, collaborating with managers on crafting job descriptions, preparing decision makers to hold effective interviews, through extending job offers;
• Overseeing a consistent and thorough organizational onboarding and orientation for new employees and interns; in collaboration with the Leadership Team, develop and standardize onboarding expectations, schedules, protocols, and procedures across organization;
• Developing and overseeing an intersectional, robust, and effective retention strategy;
• Overseeing processes for offboarding of staff, including exit interviews, analyzing data and make recommendations for corrective action and continuous improvement; and
• In collaboration with managers, maintaining and updating a scaffolding and succession plan for managers that hold key organizational knowledge, ensuring that there is adequate overlap, coverage, and proactively identifying new leaders.

Professional Development/Performance Management

• Assessing organizational needs; identifying and supporting opportunities for management and employee professional development and growth; working with leadership team to identify personnel challenges or talent gaps and collaborate to develop solutions to address them;
• Based on assessed need, coordinate the delivery of individual and/or group training and instructional programs, encompassing a wide range of technical, operational, management and/or other skills, as well as all staff retreats for team development.
• Standardize supervisor training, including expectations of supervisors, practices for effective supervision and accountability for supervisee performance.
• Overseeing performance management activities including ongoing feedback, documentation of performance issues, performance evaluations, employee development programs, and performance improvement plans; collaborate with the leadership team to develop and implement new performance management approaches and systems;
• Providing performance management guidance to supervisors, and support them in carrying out their responsibilities on personnel matters (supervision/coaching, mentoring professional development, addressing microaggressions, and disciplinary actions); providing supervisors and staff members with coaching and resources to help resolve and prevent interpersonal and team conflicts and adapt to different leadership, work, and communication styles;
• Identifying and coordinating ongoing training for staff members, including annual trainings (e.g. workplace safety, sexual harassment), skills-based training, diversity and inclusion trainings, and other trainings as needed; in consultation with leadership team, design and implement a management training program for supervisory staff; and
• In collaboration with the leadership team, identifying departmental training needs, and assisting directors and managers with finding appropriate training resources; ensuring that training is being offered to all employees across all programs; monitoring and evaluating success of training programs, and following up to ensure training objectives are met.

Regulatory/Compliance and Risk Mitigation

• Monitoring and ensuring the organization's legal compliance with federal, state, and local employment laws and, and recommended best practices; reviewing and modifying policies and practices to maintain compliance; seeks and secures legal advice when necessary;
• Ensuring compliance with all NMILC policies and procedures. Develops, recommends and implements personnel policies and procedures; supports periodic review and revision of organization's employee handbook;
• Maintains personnel files and monitors for completeness and accuracy;
• Ensures confidentiality of all interns and employee records, investigations, and other information;
• Maintaining knowledge of trends, best practices, regulatory changes, and new technologies in human resources, talent management, and employment law, communicating changes in policy, practice, and resources to leadership

Culture/Employee Relations

• Creating human resource policies and procedures to foster an intersectional, reflective, inclusive, and trauma-informed organizational culture;
• Driving a sense of community, collaboration and practice/program unity;
• Implementing a Diversity, Equity and Inclusion (DEI) lens when looking at policy, procedures, cultural norms, and practices related to recruitment, hiring, retention and administering Human Resources functions;
• Overseeing employee events and appreciation activities such as annual retreats, social events, and group activities, tracking anniversaries, birthdays, and other milestones;
• Assessing and advancing employee engagement and satisfaction;
• Partnering with managers to effectively resolve employee issues and conflicts as they arise;
• Managing and resolving complex employee relations issues and, where applicable, conducting effective, thorough and objective investigations; and
• Developing strong relationships with employees across the organization and all stakeholder groups to seek input, problem solve, inform, and ensure all voices are heard and staff needs are met.

Compensation/Benefits Management

• Managing HR administration and ensures that compensation and benefits are administered in accordance with HR best practices, applicable laws, regulations, policies, procedures and guidelines;
• Administering a consistent compensation program and philosophy, including salary surveys and market research to ensure NMILC is competitive within its market; oversee review and classification of all current and new job descriptions;
• Overseeing compensation and promotion practices and philosophy to ensure salary benchmarking, transparency, and pay equity;
• Assesses benefit needs and trends, recommends benefit programs to management; obtain and evaluate benefit contract bids, collaborate with administrative team on designing and implementing staff meetings educating staff on available benefits and addressing employee benefit questions;
• Annually reviewing employee manuals/handbooks and modifying as appropriate.

Key Qualifications

• Bachelor's degree in Human Resources, Business Administration or a related field required; advanced degree in human resources, business, public administration, or related field highly desirable; Possession of an accreditation or certification from an accredited Human Resources program such as SHRM-SCP, PHR, or SPHR a plus.
• Our clients, staff, and interns come from diverse backgrounds and Cultures. Many of our staff members' native language is Spanish. Therefore, our ideal candidate will be bi-lingual, Spanish/English.
• Minimum 5 years of HR administration experience, with extensive exposure to employee relations, performance management, recruitment, and training and development;
• Experience in revising or developing new HR policies and procedures to meet changing organizational needs, and to support the desired organizational culture;
• Understanding of best practices and experience in building inclusive and engaged workplaces; cultural awareness and sensitivity with lens on racial and gender equity; experience supporting a multi-generation workforce;
• Capacity to build trust and establish rapport as both a leader and colleague, and an ability to facilitate difficult conversations and to provide and receive feedback;
• Demonstrated effectiveness at listening and responding with empathy in a diverse environment, building consensus, and managing conflict;
• Deep knowledge/expertise of local, state, and federal laws and regulations affecting employer practices and compliance requirements; specific knowledge of requirements for 501(c)(3) organizations preferred;
• Ability to clearly and consistently articulate a deep understanding of racial equity and structural racism as it relates to legal service and non profit internal operations;
• An understanding of and commitment to NMILC's mission is required;
• Ability to direct staff through a process that builds alignment and trust, and minimizes harm and hurt, especially on high-stakes organizational decisions or moments of tension. A calming force that helps reduce and avoid unnecessary conflict, while preventing and addressing issues effectively;
• Extraordinary emotional intelligence and interpersonal, written, and verbal communication skills, with the ability to interact with a wide range of audiences on complex issues.

Salary and Benefits
This is a full-time position. Salary is competitive for our field and geographic area and is commensurate with experience. Salary range is 100,360-$125,320.
NMILC currently offers a generous benefits package, including;

• 100% of Individual Employee Health Premium paid by NMILC for the Base Plan and 50% for dependents. Buy-up Plan also available;
• Access to a 401K plan and discretionary employer match up to 10% of base salary (determined each fiscal year based on funding projections);
• Optional Flexible Spending Account for pre-tax funds for medical and/or dependent care cost.

Benefits may be subject to change at any time based on changes to the organization's budget.
NMILC also recognizes the value of creating an environment of positive work/life balance, acknowledging that investing in staff's ability to take care of themselves and their families enables them to do their best work. The plan currently includes:

• Flexible work schedule and hybrid remote work options;
• 15 paid vacation days (3 weeks) annually;
• 1 earned sick leave hour for every 30 hours worked;
• Company-paid federal holidays in addition to paid 2 weeks of winter break, 1 week for spring break, and 1 week for summer break, and other days as established in coordination with the local public school schedule.