Director of People & Culture

Director of People & Culture

Reports To: Executive Director

Position Type: Full-Time, Non-Exempt Employee

Starting Salary: $80,000

Organizational Overview:

Dorill Initiative (Dorill), founded in 2018, is committed to helping at-promise youth tap into their limitless potential and creative power to galvanize communities holistically and ignite social change. In Dorill Arts Programs, we utilize healing-centered instruction and restorative justice practices to coach our young citizen artists to tell their authentic stories through high-caliber artistic training, academic + self-esteem coaching, civic action and community engagement workshops. Dorill has served over 250 families so far across our programs. We have an 11 person staff, 7 artistic coaches, and 13 board members.

Our Culture:

Be Better, Do Better, Do-Gether! We tap into our authentic and vulnerable selves. We cultivate community through creativity. We commit to a culture of shared leadership. We provide a brave space for our community to grow and thrive artistically, academically, professionally, and most importantly, personally. We celebrate diversity, extend opportunity, impart respect, uphold inclusivity, embody leadership, and manifest love. As Dorill DoERs, we nurture belonging for all who experience us.

Position Summary:

As the driving force behind human resource efforts, the Director of People & Culture is responsible for providing strategic leadership by formulating, communicating, and documenting HR needs and plans to employees; supporting supervisors in coaching and performance management, and providing HR support to all employees. The Director of People & Culture will also oversee and manage our IDEA+B initiatives, employee well-being, continuous workforce improvement, training and professional development, and HR policy development and compliance.

Position Duties and Responsibilities:

• Develop strategies to identify talent; establish and conduct equitable and inclusive recruitment and hiring processes for all employees
• Manage and conduct general organizational onboarding and orientation for new employees
• Manage and conduct offboarding of staff, including exit interviews; analyze data to surface potential cultural issues or other staff concerns; make recommendations to the Executive Team for continuous improvement
• Proactively identify new leaders and build opportunities for growth and promotion.
• Provide leadership and direction to ensure compliance with all local, state, and federal volunteer and employment-related laws and regulations
• Maintain in-depth knowledge of changing volunteer and employment regulations and implement policies, procedures and systems to ensure regulatory compliance and reduce the organization’s legal risks
• Oversee the creation and implementation of programs that build momentum for anti-racism, equity, and inclusion
• Develop, communicate and administer HR policies and procedures that maintain and improve employee relations and shape organizational culture
• Assess and advance employee engagement and satisfaction, with particular attention to the experiences and needs of those who have been historically marginalized
• Serve as HR contact for all employees; proactively engage employees to improve working relationships, build morale, and increase productivity and retention; communicate openly and frequently, keeping staff informed on benefit resources, organizational events and other pertinent information
• Manage and resolve complex employee relations issues; where applicable, conduct effective, thorough and objective investigations
• Assess organizational needs; work with the Executive Team to identify professional learning and growth opportunities to support employees ongoing professional development
• Steward a culture of learning and growth
• Implement a standard of supervision grounded in inclusive leadership practices such as building strong relationships, active listening, clear and transparent communication, consistent and timely feedback and clear expectations
• Provide coaching and resources to help resolve and prevent interpersonal and team conflicts and adapt to different leadership styles
• Develop and administer a consistent, equitable and progressive compensation program including salary surveys and market research to ensure Dorill is competitive within our market and in line with our budget
• Monitor budgets for recruiting, training/staff development, and benefits programs in partnership with the Operations Director
• Manage all HR administration, including benefits programs; manage relationships with benefit brokers, coordinate annual Open Enrollment, and address employee benefits questions; propose additional benefit options pertinent to the organization’s workforce in partnership with the Operations Director

Position Qualifications and Experience:

• Bachelor’s Degree and/or 2-4 years work experience in relevant fields (e.g., nonprofit management, business administration, arts education, etc.)
• Exceptional interpersonal & intrapersonal skills and commitment to representing Dorill’s mission, vision, and values with enthusiasm, warmth and professionalism
• Excellent organizational, critical and problem solving skills
• Strategic thinker with ability to thrive in a fast-paced, do-it-yourself, start-up environment
• Works well alone as well as under direct supervision
• Outstanding written and verbal communication skills
• Demonstrates a professional demeanor whether speaking to others in-person, over the phone, or via email
• Ability to lead with grace, humor and accountability for self and others
• A willingness to multitask and meet pertinent deadlines
• Advanced Google Workspace skills

Dorill Initiative, Inc. is an Equal Opportunity Employer. All qualified applicants will receive consideration for employment without regard to race, color, age, religion, sex, sexual orientation, gender identity/expression, national origin, disability, protected veteran status, or any other characteristic protected under federal, state or local law.