Managing Director, People and Culture

Company: EMERGE
Location: Houston
Posted on: March 19, 2023

Job Description:

The Opportunity:

In the United States, only 25% of high-achieving students from low-income communities apply to the nation's most selective colleges and universities. At EMERGE, we believe that talent is universal, but opportunity is not. Grounded in this belief, EMERGE empowers and prepares high-performing students from underserved communities to attend and graduate from selective colleges & universities across the nation.

It is an exciting time to join the EMERGE team! The Covid pandemic and the spotlight on racial injustice have impacted our organization in ways that have forever changed the way we work, and the way we see the world.

The Managing Director of People and Culture is a new role created to drive the organization towards its goal to be the leading college access organization, with a culture that attracts and retains the most talented educational equity advocates. Our areas of focus include enhancing our culture, embedding DEIA practices into our organization, and creating systems to further develop our people. This position will report to the VP of Operations and will work closely with the entire leadership team to achieve the organization s People, Culture, and DEIA goals.

Estimated Start Date: January 4, 2023

Reports To: Vice President of Operations

Location: Houston, TX. Hybrid work is expected

Salary Range: $95,000 - $120,000

The Role:

As the Managing Director of People and Culture, you will spend your time in the following ways:

Strategic Vision & Goal Setting

• Using qualitative and quantitative data and knowledge of organizational best-practices, create a vision for what the People, Culture, and DEIA function can achieve
• Vision and create a Talent Management System, which ties together all aspects of the employee experience, including Talent Acquisition, Talent Development, Talent Strategy, and Talent Operations & Systems
• Create strategies to achieve goals laid out in our strategic plan and prioritize initiatives that will move the organization forward
• Set goals, including leading and lagging indicators, to ensure outcomes are being met. Communicate progress with VP Operations and Executive Leadership Team
• Prioritize new workstreams or issues as they arise Areas of focus include:
  • Team Management
  • Managing a growing P, C, D team and budget
  • Talent Acquisition
  • Sourcing, hiring & onboarding
  • Talent Development
  • Competency mapping, performance evaluations, professional development, career pathways, rewards & recognition, staff engagement
  • Talent Strategy
  • Talent Compensation Systems, measurement & improvement and advancement of a talent-focused culture
  • Talent Operations & Systems
  • HR policies, personnel management, benefits & compensation, HR reporting
  • Diversity, Equity, Inclusion & Anti-Racism (DEIA)
  • DEIA initiatives, reporting, events and incorporating DEIA into all aspects of the People function Team Management & Culture Building
    • Manage a Director of P, C, D and a Manager of P, C, D to execute and implement the team priorities
    • Create High Impact Responsibilities & Behaviors for each team member, and ensure that triannual performance meetings are completed to support the development of each team member
    • Ensure proper planning to delegate roles and responsibilities across team
    • Determine communication and reporting structure across team for clarity, communicating ownership and alignment across the three positions
    • Manage overall team dynamic and professional development opportunities to ensure effective team culture
    • Develop a cost model and structure for PCD expense planning
    • Effectively manage PCD budget and team expenses to ensure financial resources are stewarded appropriately and expenses fall within the approved annual budget
    • Oversee the Director & Manager on implementation of the following topics:
    • Staff engagement, including planning and execution of team-wide meetings, celebrations and communications
    • DEIA implementation, including embedding diversity, equity and inclusion initiatives into the People and Culture workstreams
    • Hybrid work policies, including changes or updates to our norms or office policies
    • Benefits administration Talent Acquisition
      • Creates a streamlined sourcing and hiring process that allows EMERGE to find the best candidates & be viewed as a best place to work
      • Support Hiring Managers through the process and create easy to follow systems
      • Ensure our onboarding process introduces new hires to our values and culture Talent Strategy
        • Lead development of a talent strategy that drives to achieve EMERGE s 5-year strategic goals
        • Create a vision and playbook for EMERGE s culture, that can grow with the organization and ensure talent strategy and culture position EMERGE as an employer of choice for top talent
        • Promote diversity, equity, cultural competence, and inclusion as part of the talent strategy Talent Development
          • Create a vision and outline for how to develop and retain staff at EMERGE
          • Improve Performance Evaluation process to align standards across roles, train People Managers on giving on-going feedback, and incorporate rewards and recognition into the process
          • Set vision for professional development for EMERGE s staff, across levels
          • Ensure development of clear career paths to drive retention and growth of high-performing staff
          • Drive retention of high-performing staff through rewards, recognition, and incentives, and promote culture that celebrates employee contributions through variety of informal and formal activities
          • Set vision for employee engagement, promoting strong culture and inclusive behaviors across teams Talent Operations & Systems
            • Promote high quality HR service delivery aligned with policies, procedures, and regulations
            • Serve as the contact for confidential HR needs, figuring out solutions when necessary
            • Promote development of competitive benefit and compensation programs aligned with organization s talent strategy and culture
            • Guide leadership team in designing and managing benefit and compensation programs, and ensure programs adhere to current policies and regulations, and, in partnership with CFO, are financially viable
            • Promotes use of talent & DEIA metrics and reports to inform talent strategy Internal Communications & Staff Engagement Planning
              • Review current organizational communication structures and provide a plan to enhance processes for better staff engagement
              • Own any internal communications that need to be sent, including regular updates and emergency or urgent updates that need to go out to the full staff
              • Review the EMERGE Hub and provide recommendations to make it more engaging; ensure team has process for regular updates The Person
                
                Strategic Thinker & Problem Solver
                • Uses "out of the box" thinking to improve or enhance our processes; shares learnings with others and encourages the team to keep innovating and moving forward
                • Actively develops systems, policies and procedures to create long term change
                • Sees the big picture, sets a vision and creates milestones for team to achieve goals
                • Identify gaps and opportunities, and make a strategic plan for self and team that is aligned with program mission and outcomes
                • Prioritizes daily, weekly, monthly and quarterly actions for self and team to meet annual goals; delegates actions appropriately across team Relationship Builder
                  • Builds trust with their team and the broader team to foster a collaborative culture, engage in healthy conflict and discussion, and produce stronger outcomes as a result
                  • Motivates and empowers the team to drive towards a common goal; celebrates wins and fosters an attitude of gratitude
                  • Engages with direct reports and broader team in coaching and feedback conversations; facilitates development of team
                  • Spends time growing their network and knows when to engage stakeholders during the problem-solving process Strong Communicator
                    • Communicates proactively and effectively to ensure alignment up, down and across the organization
                    • Seeks input from the right sources ahead of major decisions or changes being rolled out by the Operations team; provides or seeks clarity when unclear or in disagreement
                    • Proactively communicates decisions and need to know information to the direct team and the broader team Functional Leader
                      • Displays a sense of ownership and responsibility of key metrics and functional focus areas, including being clear on decision making rights and communicating those decisions and being seen as a content expert who is able to share important data/information
                      • Engages in continued professional development around critical knowledge & skills needed to lead team/initiatives effectively
                      • Drives accountability through listening, responding and following through in the areas of Operations Resource Maximizer
                        . click apply for full job details

Keywords: EMERGE, Houston , Managing Director, People and Culture, Accounting, Auditing , Houston, Texas