Director, People & Culture (HR Business Partnership)

bottom curve

People Team · Cherry Hill, NJ · King of Prussia, PA · Philadelphia, PA

Description

The Director, People & Culture provides increased value to the organization by providing support to the organization in the areas of performance management, employee relations, talent planning, training and development, & organizational effectiveness; researching, planning, interpreting, monitoring and executing programs, policies and procedures in support of the organization’s corporate objectives; and supporting and implementing plans and initiatives for recruiting top talent to achieve talent pipeline fulfillment and retain top talent within the organization. 

The Director, People & Culture will partner with the organization’s leadership and key stakeholders to ensure the application of an empowered, inclusive, values-driven workplace culture, and actively plan for, address, and forecast future talent and culture needs, inclusive of change management. This includes strategies that improve the communication and collaboration between management and employees and ensuring our workforce is reflective of our communities and the divergent populations we serve. This role will lead our advisory services for people and teams within the organization, and will provide strategy to maintain a positive employee culture that is driven by CMI/Compas values, and provide counsel on best practices in employee and team performance and engagement, helping the organization meet it’s business objectives and goals.

People
Employee Relations


• Identify and propose enhancements to employee recognition programs
• Identify, write and obtain approval for new corporate policies that enhance company culture objectives
• Provide current and prospective employees with information about policies, job duties, working conditions, wages, and opportunities for promotion and employee benefits.
• Actively participate in staff and leadership team meetings and strategic planning activities when appropriate. Organize, and potentially facilitate, team meetings as needed.
• Advise managers on organizational policy matters such as equal employment opportunity and sexual harassment, and recommend needed changes.
• Evaluate and refine programs to support hiring, retention and development of a diverse talent pipeline and workforce; determine the effectiveness of these programs while understanding ROI
• Provide insight to the business on trends, areas of opportunity, and competitive programs and practices

Talent Management
• Respond to manager's requests for assistance related to performance issues, employee counseling
• Participate in employee performance discussions with managers and employees, including terminations
• Lead assigned groups performance check-in and appraisal processes to ensure fairness, consistency, and equity in process and outcomes

Talent Acquisition
• Work with Recruiting team and hiring managers to develop a solid understanding of staffing needs in order to support the recruiting process and present qualified, pre-screened candidates appropriate for interviews for employee retention
• Proactively keep hiring managers informed of status of recruiting efforts related to building the talent pipeline, and keep recruiters informed of upcoming staffing needs
• Participate in the continuous improvement of Company’s hiring process
• Coordinate and participate in sourcing, screening and interviews as necessary for leadership level talent and roles which this position is the hiring manager for

Compensation and Benefits
• Gain understanding of career prorgression grid methodology and participate in compensation analyses and employee roundtables for selected groups
• Administer compensation programs as appropriate
• Update employee records as appropriate

Talent Operations
• Have a full understanding of employee total rewards packages and use that knowledge to make recommendations to sustain employee retention and engagement.
• Participate all unemployment claims form processing and attend hearings (phone and/or in person) as necessary

Strategic Planning
• Participate in the development and implementation of strategic plans for the HR department 

Culture

• Conduct semiannual and ad hoc employee engagement surveys and participate in analysis and recommendations with data to support
• Identify and propose enhancements to employee recognition programs
• Identify, write and obtain approval for new corporate policies that enhance company culture objectives
• Work with VP, People & Culture to analyze turnover and recommend retention strategies
• Work with Managers and corporate training manager to develop relevant development programs
• Facilitate training programs in conjunction with AD, Organizational Development
• Analyze high turnover positions and causes; recommend strategies and implement tools to reduce turnover (behavioral assessments, salary benchmarking, etc.)
• Participate in the development and facilitation of a Recruiting Process/Interview and Selection training for all employees involved in the recruiting process
• Develop and maintain Affirmative Action plan. Ensure talent management metrics address OFCCP/EEOC compliance concerns
• Manage exit interview process; conduct exit interviews as appropriate
• Participate in employee orientation program, including facilitating programs as necessary
• Implement periodic quality checks of selection and recruitment processes and reports; make recommendations for changes and/or revisions to the process.
• Design, lead and implement team cultural assessments
• Ensure team alignment with the organization’s desired culture across offices
• Identify and work with VP, HR to implement improvements to our employee life-cycle and experience, including benefits and compensation, people analytics, employee value proposition, and people development
• Design, lead and implement team cultural assessments
• work with VP, HR to create culture strategy, and lead people & culture team to execute on the culture strategy with a significant amount of feedback from our employees, candidates, and customers and with an emphasis on implementing innovative solutions to optimize for long term success and growth
• Partner deeply with internal stakeholders, including our Facilities, Collaboration, HR, Learning & Development, Diversity, Inclusion, and Belonging, Legal, and Executive Leadership teams to help scale every aspect of our employee experience effectively


SUPERVISION

Supervises direct and indirectly reporting employees on the HR team. Receives guidance and direction from remote senior management regarding overall goals and business objectives.

REQUIREMENTS

Education, Certifications, Specialized Training:

• Bachelor's degree in Human Resources or equivalent combination of education and experience required.
• 10+ years of previous related human resources experience, with primary focus in talent acquisition and retention
• PHR or equivalent required/SPHR preferred

Functional/Technical Knowledge:

• Thorough knowledge of recruitment practices and HR laws.
• Previous employee relations, recruitment and training experience preferred.
• Previous hands on experience with Applicant Tracking Systems preferred.
• Excellent computer skills: MSOffice required (Word, Excel and PowerPoint).
• Excellent interpersonal and communication skills.
• Strong customer service skills.
• Highly organized and detail oriented.
• Ability to work well with all levels of employees and maintain a high level of integrity and confidentiality.
• Must be able to meet deadlines, work well under pressure and manage multiple priorities.
• Identify and drive improvements to our employee life-cycle and experience, including benefits and compensation, people analytics, employee value proposition, and people development


ALL FOR GOOD

CMI/Compas was built on inclusion and diversity. It is in our DNA and core values. Challenging the norm is where we started and it’s what drives us as a health leader, indispensable partner, and home for our employees. We are a group of hearts and minds who want to make a difference and celebrate being different, to give voice to and truly hear our people and our partners. We believe in more than “all”. We believe in “all for good.”

CMI Media LLC and Compas, Inc., are an equal opportunity employer and considers applicants for all positions without regard to race, color, religion or belief, sex, age, national origin, citizenship status, marital status, military/veteran status, genetic information, sexual orientation, gender identity, physical or mental disability. We believe in creating a dynamic work environment that values diversity and inclusion and strives to recruit a diverse slate of candidates to help us achieve that goal.

We will not accept resumes or candidate submittals from employment agencies or outside recruiters.

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