Director, People

Overview  

The Director, People will serve as a lead People Partner reporting directly to the Chief People Officer. This role will be responsible for active HR leadership across key departments in managing the end-to-end people experience across talent development, culture, talent acquisition, learning, total rewards and people operations. This highly visible role will be responsible for being an employee advocate and providing a broad range of HR support to their department leadership, people managers, and employees. 

Responsibilities  

Talent Development 

• Partner with the functional leaders on the ongoing planning and development of talent, including talent reviews, succession planning, and ongoing people moves.  
• Partner with business leaders on the development of goals and KPIs to ensure strong goals and objectives are set and cascaded throughout teams. Facilitate ongoing check-ins to ensure employees and managers are having ongoing conversations and establishing a feedback culture.
• Lead the performance review process for client group, to ensure the right calibration of performance and subsequent reward to drive a performance-based culture. 
• Identify and drive talent development efforts to build and support the growth of top talent within the organization, including adoption of Interface’s GROWTH leadership model. 
• Partner with leaders on employee success plans (performance improvement plans) as needed when talent is in support of performance coaching and support.  

Culture 

• Positively contribute to a culture of engagement, recognition and feedback across client groups to facilitate a high-performance culture. Drive adoption of STARS recognition program to ensure ongoing peer to peer recognition, life events, and service milestones for celebrating our talent.  
• Lead culture and engagement initiatives across teams to drive meaningful progress on continuing to foster a great place to work.
• Oversee ongoing engagement survey initiatives including employee engagement survey, candidate surveys, onboarding surveys, and exit surveys, and partner with business leaders on understanding, analyzing, and developing action plans based on employee sentiment across the end-to-end employee lifecycle. 
• Maintain a positive, open-door environment that allows you to develop strong and trusting relationships with employees, managers, and leaders, in order to cultivate a positive culture and HR partnership. 

Talent Acquisition 

• Partner with our TA team to ensure we are winning with the right talent. This includes being responsible for ongoing staffing and succession plans, and ensuring that hiring managers are successfully partnering with Talent Acquisition when seeking external talent for roles. 
• Facilitate the internal movement of talent in client groups to make sure we have the right talent in the right roles to drive the right results and business performance. 

Learning 

• Partner with the Learning team to make sure we have strong learning and development plans in place, including onboarding, leadership development, and functional development. Partner with business leaders to develop onboarding programs that set up new hires for success as they join Interface. 
• Create content within Interface University and facilitate training sessions as needed to support the ongoing leadership and functional development of your client groups, to support filling key skill gaps. 

Total Rewards 

• Act as a consultative partner to leaders and employees on compensation, benefits and wellness initiatives, to foster a strong understanding of our total rewards offerings as part of the employee experience. 
• Facilitate the performance review process and subsequent reward cycle for client groups. 
• Partner with Total Rewards on employee questions regarding benefits, enrollment, workers compensation, and leave of absences. 

People Operations

• Manage day-to-day people operational responsibilities and ensure ongoing compliance with federal, state, and local laws and regulations.
• Drive continuous improvement of key people processes with the lens of continued simplification and ways to streamline and enhance processes to eliminate waste.

Qualifications  

• 7+ years of progressive human resources experience, with experience as an HR Business Partner partnering with department executive leadership
• Bachelor’s degree in human resources, business management, psychology or a related field required
• S/PHR or SHRM S/CP certification a plus
• Prior HRIS experience utilizing Workday strongly preferred
• Ability to act as both a strategic partner and advisor to senior leade