People, Culture, and Belonging Manager

Description

This position is open until filled; however, to ensure consideration applications should be received by Friday, August 16th at 4:30pm.  Initial review will begin starting July 29th. 

The People, Culture, and Belonging Manager performs a variety of consultative, professional, and technical duties in support of the VHA employees and affiliated non-profits. Serves as a resource to management and staff on employee relations, DEI, performance management, training, and development.  Works to ensure consistent and equitable application of program goals and objectives. 

As a visionary leader and champion for change; develops and oversees the Diversity, Equity, and Inclusion (DEI) initiatives for the VHA through the Administrative Services department. Will review policies, procedures, and the culture of the VHA to identify barriers to DEI and create educational and system improvements to create a more diverse, equitable, and inclusive organization. Performs research and analysis, provides consultation, and makes recommendations to the Chief Administrative Officer and Executive team regarding program design and policy development. 

This position works closely with the Administrative Services department management team to provide overall support in areas of the employee life cycle.  Receives direction from the Chief Administrative Officer.  Oversees the Employee Relations division which includes the Recruiter and Training and Development Coordinator. 

Core Human Resource Functional Areas

1. Recruitment, Selection and Skills Assessment. Manage and oversee the recruitment, interviewing, skills assessment, and selection of job applicants, including validating job requisitions, reviewing job postings, monitoring the compliance with employment laws, and establishing employee records. Oversee the new hire orientation and first day onboarding process. 
2. Employee Relations and Corrective Action. Coordinate the performance evaluation program. Investigate employee concerns and/or complaints and develop appropriate responses and remedial actions. Investigate civil rights complaints and recommend appropriate action to management. Assist management in developing and monitoring remedial programs for employees with performance issues. Respond to the Employment Security claims related to disciplinary or performance issues. 
3. Administration of Primary Employment Laws and Regulations. May assist and/or partner with the management, planning, development, synchronization, and administration of programs to ensure compliance with various laws and guidelines such as Affirmative Action, Equal Employment Opportunity, HUD Section 3, Employment Security, and related federal, state and local programs. Develop, implement, and maintain corresponding policies and procedures. Create and communicate informational web content, brochures, and handouts. Develop and conduct appropriate training. Interpret and comply with federal and state laws and regulations, agency policies and procedures and labor contracts when initiating and/or processing claims. Advise employees and management staff on employment laws and VHA policies. Provide input to bargaining unit negotiation teams. 
4. Employee Training and Development Program. Manage and oversee the planning, development, and coordination of Management development and Employee training programs and activities to meet the needs of the workforce and agency. Provide internal consultation services to individuals and teams to enhance knowledge and skills in the performance of duties. 

Diversity, Equity, and Inclusion Functional Areas

1. Develop, implement, and evaluate employee professional development and learning programs to promote cultural understanding and competence in support of anti-racism, diversity, equity, and inclusion. 
2. Educate and engage staff and leadership on understanding how bias, privilege, and discrimination impact diversity, equity, and inclusion. Create common language and understanding of the issues to improve the culture. 
3. Review new and existing personnel policies through a DEI lens, gather input from departments or affected parties as necessary, and recommend changes to the CAO. Recommend and assist in the implementation of policies and procedures, goals, and objectives to improve DEI initiatives. 
4. Conduct research and analysis on best practices and programs and stay up to date on what other organizations are doing in areas relevant to diversity, equity, and inclusion. 
5. Conduct internal assessments related to DEI to assist in organizational culture, policy development, and implementation. Provide coaching and support for departments to be innovative and adaptive in providing culturally responsive, inclusive, and equitable programs and service