Senior Director of People and Culture

Company Description

Background

Since 1976, St. Joseph Center has been meeting the needs of low-income and homeless individuals and families in Venice, Santa Monica, Mar Vista, and surrounding communities.  The Center is a 501(c)(3) nonprofit community organization that assists people without regard for religious affiliation or lack thereof through comprehensive case management and integrated social service programs.  The Center enjoys broad-based community support as well as a sponsored relationship with its founders, the Sisters of St. Joseph of Carondelet.  St. Joseph Center serves approximately 6,000 individuals annually.

Brief Description of Principal Activities

Multifaceted intervention, prevention, and education services are carried out at four sites on the Westside of Los Angeles.  St. Joseph Center’s integrated programs provide clients with concentrated and coordinated access to services according to the nature of their needs.

Job Description

Job Summary

St. Joseph Center (SJC) is seeking a Senior Director of People and Culture to create and lead the vision and strategy for our talent function.   The Senior Director of People and Culture will ensure that SJC is attracting, developing, and retaining exceptional and diverse leaders to make a positive and sustained impact on our clients.

Ultimately, the Senior Director of People and Culture will:

• Design and execute a robust people operations strategy, overseeing talent functions such as recruitment, HR operations, performance management, compliance, and organizational culture; 
• Design and execute a talent strategy to ensure solid and diverse candidate pools and staff; and,
• Develop the vision for and lead the execution of a talent strategy for SJC that is aligned to our values and maximizes the impact of our team members.

The Senior Director of People and Culture will report to the Chief Executive Officer and will be a member of SJC’s Executive team.  This is an exciting opportunity for an individual who has experience managing the talent strategy and human capital initiatives at an equity-driven organization, a demonstrated ability to coach and develop others and build a solid and inclusive team culture, and a commitment to contributing to SJC’s mission is to provide working poor families, as well as homeless men, women, and children of all ages with the inner resources and tools to become productive, stable and self-supporting members of the community. 

Essential Duties & Responsibilities

Attract (25%)

• Design and drive a talent acquisition strategy to identify and recruit solid and diverse pools of candidates for all open roles, aligned with SJC’s mission;
• Implement SJC’S hiring process, which includes supporting hiring managers in launching searches for new roles and building thoughtful hiring processes that align with the core competencies for open roles;
• Conduct regular meetings with hiring managers to review candidate pools, align on progress, and offer guidance on interviewing and selection;
• Regularly review applicant data to inform our recruitment and cultivation strategy and share progress with hiring managers and SJC’s executive team; and  
• Design and implement orientation and onboarding plans that include SJC’S employment policies and procedures.  

Engage & Develop (25%)

•  Support managers in maximizing performance management systems and structures to create robust individual development plans for team members;
• Coach and mentor managers and other SJC leaders on best HR practices, fostering effective management skills and ensuring alignment with SJC's values and goals.
• Design and administer organizational surveys (e.g., culture, equity, onboarding), analyze the data, and provide opportunities for all staff and teams to process the data and set priorities; and
• Serve as a support for all employees as needed and ensure staff member concerns are addressed promptly with clear resolutions.

Retain (25%)  

• Recommend and implement compensation strategies to ensure that the organization stays competitive in the market, retains and motivates its top talent, and provides fair and equitable compensation for staff;  
• Determine the metrics that SJC will track to ensure that we have built a sustainable people model allowing us to meet our staff retention goals; and
• Oversee the offboarding process, hold exit interviews with outgoing staff, and support managers to process information gathered in exit interviews.

Compliance, Systems, Tools, and Planning (15%)  

• Be aware of evolving state and federal laws on management, policies, processes, and practices, and work to ens