Director of People and Culture
About the Foundation
For almost 60 years, the Community Foundation of Greater Chattanooga has strengthened the community by transforming generosity into lasting change. It exists to connect donors’ passions and their values with purpose, so that they can have a meaningful impact on the community. The mission of the Community Foundation is to transform generosity into lasting change toward a more just and prosperous Chattanooga where all residents can reach their full potential. The Community Foundation of Greater Chattanooga is a trusted community partner, serving at the intersection between ideas and action, needs and resources, donors, and non-profits. The Community Foundation currently has assets under management of more than $220M. The Foundation distributes over $20M a year in grants annually.
Position Summary
The Community Foundation of Greater Chattanooga (“CFGC”) is seeking a full-time Director of People and Culture to lead the human resources, talent, and Diversity, Equity, Inclusion, and Accessibility functions of a growing organization committed to making an impact in the Chattanooga region. Reporting to the Chief of Staff and working closely alongside the Leadership Team, the Director of People and Culture will provide critical high-level support and partnership with leadership and other team members as we continue our focus on building a more diverse, equitable, accessible, inclusive and high- performance culture.
The Director of People and Culture must possess exceptional communication skills, a commitment to diversity, equity, accessibility, and inclusion, and a passion for building high performing teams. This involves developing and effectively implementing strategies, systems, policies, and programs that support a culture of excellence, curiosity, trust, generosity and accountability. The Director of People and Culture will be responsible for talent acquisition and development and for providing guidance to leadership and other team members on CFGC’s policies and practices and how those policies and practices can be applied in an inclusive and equitable manner that advances organizational goals and mission.
The Director of People and Culture should be experienced in talent recruitment and development, as well as managing employee relations matters. This new position will carry out the responsibilities in the following areas: recruitment / employment, onboarding, training, performance management, DEAI policy development and implementation, human resource policy implementation, grievance process, and employment law compliance.
Key Responsibilities
• Understand current organizational structure and job responsibilities in order to collaborate with managers and other key staff to build a talent pipeline and recruitment strategy that will result in a diverse pool of qualified candidates. Develop selection and onboarding processes that are legally compliant and support the ongoing development of a diverse and engaged workforce. Work with leadership and managers to ensure an equitable and accessible recruiting, interviewing and selection process, and conduct background checks.
• Lead new team member onboarding process. Work collaboratively with managers and other key staff to identify processes and initiatives for staff to feel valued, knowledgeable about benefits and resources, and assisted to mutually solve problems.
• Research and recommend retention strategies to leadership that align with the Foundation’s goal to sustain a high-performing culture.
• Ensure CFGC human resource policies are implemented consistently and updated where necessary to ensure compliance with state and federal law and in alignment with the CFGC’s values and goals. This includes, but is not limited to, making recommendations on the maintenance of employee data and information, organizational policies, and employee handbook.
• Advance CFGC’s commitment to creating a diverse and inclusive culture by developing DEAI goals, targets and strategies; identifying gaps in existing policies, and creating learning opportunities for the staff to deepen skills and awareness related to DEAI.
• Work with supervisors to ensure quality and consistency in how they manage, review performance, provide feedback, encourage collaboration within and across departments, manage internal conflicts, and how they can model and support team members to improve organizational effectiveness and promote an equitable and inclusive work environment.
• Develop and support employee relations and corrective action practices and procedures that are equitable and honor confidentiality. Provide support and guidance to managers and other staff when complex, specialized, and sensitive questions and issues arise; administer and execute routine tasks in delicate circumstances as needed by providing reasonable accommodations, investigating allegations of wrongdoing, and terminations. Serve as a resource for all staff by providing resolution-oriented guidance when sensitive issues arise.
• Design and implement a staff training and development plan that builds the skills necessary to achieve our goals as well as team building opportunities that foster collaboration across the organization.
• Work closely with team members to encourage personal and professional growth. Support supervisors in connecting organizational goals and CFGC’s strategic plan with individual work plans to encourage greater staff ownership and accountability over organizational achievements.
• Learn HR systems and processes already in place, help staff maximize their utilization and suggest improvements where necessary. Identify and utilize internal and external HR data to proactively monitor trends and employment law, identify risks, and make recommendations for new or revised programs, policies or procedures.
• Work with the VP of Finance and Administrating and CEO to administer the CFGC’s compensation plan and monitor the local, regional, national, and industry specific job markets to ensure wages and benefits are within the market ranges and remain competitive to attract talent.
• Conduct exit interviews and work with leadership to identify opportunities for improvement.
Key Experience & Competencies
- 3-5 years of management and talent development, including diversity and inclusion professional experience. Proven track record of broad and progressive generalist experience in human resources and broad knowledge and experience in employment law, compensation, organizational planning and employee relations.
- Undergraduate degree is preferred (Human Resources or relevant concentration)
Remote Hybrid
Location Chattanooga, Tennessee, United States
Job Type Full Time
Salary and Benefits
Salary Range $66,534 - $88,713
Excellent benefits including paid medical, dental and life insurance; 403b and generous leave time.
Submit resume with cover letter. No phone calls or emails, please.
https://cfgc.hire.trakstar.com/jobs/fk0x4g3?source=
The Community Foundation of Greater Chattanooga (CFGC) is committed to the perspective of all voices and encourages diversity of applicants and within our organization. CFGC is an equal opportunity employer, and all qualified applicants will receive consideration for employment without regard to race, color, religion, sex, gender identity, sexual orientation, age, national origin, disability status, protected veteran status, or any other characteristic protected by law.
