Manager Of People, Culture And Equity

The Manager of People, Culture, and Equity at the AIDS Foundation of Chicago plays a pivotal role in ensuring that our organization is a vibrant, inclusive, and progressive place to work. This role is dedicated to cultivating a culture of belonging, promoting diversity and inclusion, and advancing equitable practices both internally and in our work with the community. The Manager will also lead initiatives to optimize our workplace culture, drive employee engagement, and foster high performance. This role is highly visible across the organization, to senior leadership, and to external partners.

This position reports to the Vice President of Human Resources and Talent Management.

The salary range for this role is $58,298 to $68,598 annually.

ESSENTIAL FUNCTIONS AND RESPONSIBILITIES

1.Cultural Leadership and Strategy Development:

Advocate and drive initiatives that foster inclusivity and a sense of belonging for all team members.

Collaborate with leadership to set and implement diversity, equity, and inclusion (DEI) strategies and goals.

Conduct periodic assessments of organizational Culture and develop strategies to address areas of opportunity.

Collaborate with the VP HRTM on employee relations issues and tracking.

Function as primary liaison to internal committees and working groups.

Implement new and enhance existing staff recognition and reward programs.

Lead the exit interview and data collection process.

2.Policy Development and Implementation:

Collaborate with senior leadership to review, develop, and refine policies that reflect the organization's commitment to equity and inclusion.

Ensure HR policies and practices are in compliance with state and federal regulations, particularly in relation to equity and anti-discrimination.

3.Employee Engagement:

Implement initiatives to boost employee morale, wellness, and engagement.

Conduct employee surveys and feedback sessions to gather insights and develop action plans.

Analyze employee engagement through routine data collection and reporting.

4.Performance Management:

Manage the Performance Management process and assist supervisors with goal development.

Develop new performance management strategies and recommend alternative or new processes when needed.

Collaborate with the VP HRTM, the Learning & Talent Development Manager, and others to develop individual training and development opportunities that will enhance growth and development.

5.Internal Communication:

Maintain open channels of communication with all staff members regarding DEI efforts, organizational culture, and relevant updates.

Collaborate with the communications team to ensure consistency in internal and external messaging regarding the organization's values and culture.

6.General HR:

Prepare and analyze other HR metrics and provide reports that support decision making in specified areas.

Maintain knowledge of industry trends and employment legislation. Ensure adherence to federal, state, and local legal requirements, advise management on needed actions to remain compliant.

Support the human resources and talent management functions as a generalist when needed.

Assist in other related functions as needed

The list of essential functions, as outlined herein, is intended to be representative of the tasks performed within this classification. It is not necessarily descriptive of any one position in this class. The omission of an essential function does not preclude management from assignment of duties not listed herein if such functions are a logical assignment to the position.

SUPERVISORY RESPONSIBILITIES

No supervisory responsibility

ENTRY REQUIREMENTS (EXPERIENCE AND EDUCATION)

Previous experience working in human resources, preferably in a nonprofit with a demonstrated history of increasing responsibility

Previous experience working in diversity, equity, inclusion, and anti-racism, either directly or adjacently.

Interpersonal skills and ability to communicate effectively

Experience in the continual development of HR processes, policies, and procedures

Firm understanding of HR reporting and metrics, and how they drive decision making

Proficient in using organizational software and databases, specifically HRIS systems

Prior experience managing employee engagement organizationally

Experience working with a diverse team and organizations

Minimum Qualifications

Bachelor's degree in Business, Human Resources, Industrial Organizational Psychology or related field and 1 or more years of Human Resources experience OR 5 or more years of related Human Resources experience without a degree.

Three years of experience using intermediate Microsoft Office functionality (for example, Excel, Word, Outlook, PowerPoint)

Preferred Qualifications

Bachelor's degree in human resources, Industrial/Organization Psychology or related field

Three or more years Human Resources experience in non-profit sector

Three or more years working with diversity, equity, inclusion, and anti-racism organizationally

Human Resources certification (i.e., PHR, SPHR, SHRM-CP, SHRM-SCP)

KNOWLEDGE, SKILLS, AND ABILITIES

Ability to form and maintain a variety of relationships with internal and external stakeholders

Ability to manage and hold confidential information, such as offers of employment and compensation information

Very high attention to detail, especially in managing confidential information

High energy and social skill necessary to effectively manage multiple stakeholders and complex situations

Passion for DEIJ and anti-racism in human resources and the workplace

Excellent customer services skills

Ability to manage competing priorities and competing deadlines

REQUIRED CERTIFICATES, LICENSES, REGISTRATIONS

PHR and/or SHRM-CP certifications preferred

WORK ENVIRONMENT AND PHYSICAL DEMANDS

The work environment is representative of that found in a general office environment. Tasks involve the ability to exert light physical effort in sedentary to light work, but which may involve some lifting, carrying, pushing and/or pulling of objects and materials of moderate weight (up to 10 pounds.) Tasks may involve extended periods of time at a keyboard or workstation and on the telephone.