Director, People & Operations

JOB OVERVIEW

Philanthropy Northwest seeks a dynamic and experienced professional to join our team as a Director of People and Operations. In this pivotal role, you will champion equity-centered people management through strategic and inclusive human resources practices and streamlined and efficient operations. This role oversees the entire employee lifecycle, including talent acquisition and onboarding, employee learning and development, performance management, and separation. Working closely with the Leadership team, the Director plays a pivotal role in shaping our organizational culture to reflect our commitment to racial equity, social justice, and strong performance. The ideal candidate will foster an environment of belonging and growth, ensuring that our workforce thrives in a supportive and inclusive atmosphere. And while each day will be unique, the incoming Director should plan to focus their energies on the following priorities:

* FLSA classification - Exempt

* Role Type- Full-time

* Reports to - Vice President, People, Finance, & Operations

* Location- Hybrid position based in Seattle or anywhere in Alaska, Idaho, Montana, Oregon, Washington, Wyoming state, with periodic in-person presence at HQ in Seattle.

PRIMARY DUTIES AND RESPONSIBILITIES

People Practices and Talent Management

* Serve as the primary knowledge expert and lead all aspects of our people practice/human resources, including:

o Ensuring all practices and processes reflect our values of racial equity and social justice.

o Serving as point person for HR compliance and staying up to date on federal and state laws/regulations affecting human resource management.

o Maintaining and updating employee handbook, personnel files, and HRIS for consistent implementation.

o Managing recruitment, hiring, onboarding, and employee transitions.

o Overseeing and continually developing employee total compensation that ensures cost effectiveness, market competitiveness and internal equity among employees.

o Administering benefits programs and serving as primary contact with providers including group health and life, workers' compensation, unemployment, and retirement plans.

o Mediating employee relations, as needed.

o Facilitating collaborative discussions between supervisors and employees to foster individual professional development and a learning culture. Provide guidance and support to employees in setting meaningful goals and developing skills relevant to their roles.

o Providing day-to-day performance management guidance to supervisors (e.g., coaching, counseling, career development).

* Oversee and coordinate with appropriate staff and implement employee events, such as training, retreats, enterprise-wide staff meetings, and annual holiday gathering.

* In collaboration with VP, People, Finance and Operations and the leadership team, promote focus on racial equity, social justice, employee learning and engagement.

* Oversee ongoing performance management systems; train and coach supervisors in supervisory skills, including giving/receiving feedback, coaching, performance reviews and work planning.

* Develop essential analytics to monitor critical workforce indicators and regularly report on them.

* Strategize organizational development practices to foster healthy growth and engagement.

* Participate in PNW's internal DEI committee to explore and develop practices that foster an inclusive work environment.

Technology and Office Infrastructure

* Oversee office infrastructure including both the physical and virtual workplace; ensure all employees have the hardware and software they need to work productively.

* Partner with the operations manager to ensure maintenance and integrity of technology and collaboration platforms and tools, including outsourced IT support vendor.

* Oversee the purchase and maintenance of new and/or upgraded equipment and ensure vendors of capital equipment are efficient and meeting our needs.

* Ensure all operational systems and procedures are up-to-date and managed smoothly and effectively.

* Apply a DEI lens in the selection and retention of all vendors.

Special Projects and Supervisory Responsibility

• Manage personnel matters of PNW's fiscal sponsorships. Serve as project manager for special initiatives, as needed.

* Mentor and supervise the Manager, Office and Operations to ensure strong operational, technological, and cultural health, with systems that are efficient, easy to use, and at scale for our needs.

• Provide guidance and accountability for team members' workplans, tracking and advancing annual goals, and offering essential support for their success.
• Support team members' career development by identifying strengths and interests to co-create growth opportunities, including training and other relevant resources.
• Engage in enterprise-wide activities and team building, including staff meetings, peer coaching, learning and development, annual conference, staff committees and other enterprise events throughout the year.

WHAT YOU BRING

Philanthropy Northwest is committed to expanding a diverse, equitable, and inclusive community. Research shows that communities of color, women, trans, and gender non-conforming people, immigrants, people with disabilities, and other marginalized candidates are less likely to apply to a job unless they meet all the qualifications listed. If you meet some of the key requirements below, and you are passionate about our mission, we encourage you to apply and look forward to learning more about you soon.

Candidates will be evaluated on the full range of their lived and learned experience and core competencies, including:

• A minimum of 8 years of progressively responsible experience in human resources, with at least three years serving in Senior HR role.
• In-depth knowledge of Federal, State, and regional employment laws with the ability to translate them into effective employee policies.
• Demonstrated ability to collaborate effectively with diverse stakeholders.
• Experience and understanding of the philanthropy and/or nonprofit sector, particularly in areas such as racial equity, social justice, and advocacy.
• Strong interpersonal skills with a proven ability to build relationships and trust with employees.
• Familiarity with HRIS systems and proficiency in data analysis for HR decision-making.
• Experience leading diversity, equity, and inclusion initiatives within an organization or team.
• Proven project management skills with exceptional organization and attention to detail.
• Proficient in facilitating both in-person and virtual meetings.
• Excellent oral, written, and online communication skills.
• Ability to adapt to ambiguity, shifting priorities, and fast-paced environments.

PREFERRED QUALIFICATIONS

• SHRM certification (SHRM-CP or SHRM-SCP) desired.
• Proficiency in organizational development, change management, and workforce planning.
• Excellent conflict resolution skills with a thoughtful and mediation approach.
• Track record of implementing effective employee engagement initiatives.
• Strong analytical and problem-solving skills.
• Demonstrated commitment to ongoing professional development and learning.
• Knowledge and experience with organizational development, change management, and workforce planning.
• Comfort managing conflict with thoughtful mediation skills.
• Inquisitive and curious orientation; flexible with a get-it-done spirit, and the ability to thrive in a fast-paced environment with many moving parts.