This position is located in Evanston, Illinois
The HR People and Culture Manager, as part of the HR team, contributes to a compliant, innovative, and efficiently run Human Resources department that advances a positive, equitable work culture and sustains operational excellence in support of the strategic goals of the organization. The position provides sound advice and options to senior leadership, collaboratively manages planning and change management initiatives; leads employee recruitment strategies; develops robust and innovative onboarding orientation and professional development programs; develops, recommends, and manages an equitable and meaningful performance management system; responds to and advises on employee relations, and cultivates a high engagement work culture.
The Manager is highly skilled at ensuring a people-centered experience in Human Resource protocols, excels at coaching and advising staff at all levels of the organization, is passionate about change management in service of equity, and developing a culture of learning, self-reflection, and growth. The position is responsible for developing and implementing operational strategies that align with department goals, management of daily activities, and solicits and offers input on and contributes recommendations for agency policies, and department priorities, and procedures.
ESSENTIAL FUNCTIONS AND RESPONSIBILITIES
Employee Relations and Engagement (20%)
- Develops effective employee relations protocols including providing advice to leadership and supervisors, ensuring consistent adherence to corrective action protocol, coaching for staff as needed, ensuring staff are informed of avenues for support and reporting of concerns and leading investigations.
- Puts processes in place to ensure the collection, filing, and monitoring of employee performance improvement, RIFs, grievances, and investigations.
- Oversees the implementation of voluntary and involuntary employment termination processes including exit interviews, notifications, and separation agreements and works closely with the organization’s pro bono legal counsel.
- Answers employees’ questions related to policies and protocols.
- Creates a welcoming space for staff to bring concerns, seek coaching as needed or redirect to supervisors where appropriate.
- Takes the lead on the annual updating of an employee handbook that clearly conveys and aligns with our values, solicits substantive input from the Human Resource Compliance and Data Manager, prepares a process for staff to meaningfully engage in reviewing and offering suggestions for the handbook, presents for review and approval, and ensures staff are adequately trained on all policies.
- Develops and recommends policies as needed with input from relevant staff.
- Develops and implements employee engagement strategies including the solicitation of staff input on feelings of satisfaction and belonging.
- Recommends and oversees the timely implementation of employee recognition protocols.
- With staff input, develop committees for meaningful employee engagement and in collaboration with our Equity Institute, develop and staff an ongoing staff equity committee that supports the advancement of a culture of equity and fairness.
Professional Development (20%)
- Collaboratively leads the development of a learning culture that values growth, innovation, risk-taking, and holding staff accountable to engaging in professional development opportunities.
- In collaboration with our Equity Institute and staff equity committee, design and implement a highly effective professional development program resulting in the development of core racial equity competencies for all staff.
- In collaboration with our domestic violence director, develop a training program that ensures all staff understands trauma-informed care principles and key domestic violence content that sensitizes them to issues of domestic violence.
- Collaboratively leads the development of an articulated culture of supervisory leadership and designs training for new and tenured supervisors that result in a consistent practice of supervisory principles, protocols, and expectations.
- Ensures the completion and documentation of all compliance trainings including mandatory reporter, sexual harassment prevention, 40-Hour Domestic Violence Certificate Training, and department level requirements driven by funders and accrediting bodies.
- Works with facilities staff to support the development of effective trainings on facilities and technology issues.
- Develop a library of trainings accessible to staff to support continued development.
Recruitment, Onboarding, and Exit (20%)
- Develops recruitment strategies including identifying and managing posting sites and all related activities to maximize multiple platforms to ensure a diverse applicant pool.
- Develops trainings for hiring managers to ensure they have the technical skills to conduct appropriate interviews, record proper documentation, offer jobs effectively and confidently, and fully utilize the online recruitment module.
- In collaboration with Human Resources Compliance and Data Manager, develop a comprehensive onboarding orientation program that acculturates new employees to our values, norms, key policies and protocols and equips them to feel a strong sense of belonging and support aiding in increased rates of employee satisfaction and retention.
- Tracks the submission of all new hire orientation paperwork to ensure all staff are trained consistently and effectively.
- Conducts exit interviews and shares results with relevant parties
Performance Management (15%)
- Manages job descriptions including but not limited to ensuring the creation of effective, appropriate, and consistent job descriptions for all positions that incorporate racial equity competencies and responsibilities, updated and signed job descriptions for all employees, review of job descriptions during the annual evaluation process, and assisting supervisors in the completion of job descriptions.
- Recommends, implements, and monitors a comprehensive performance evaluation system based on updated and effective position descriptions, efficient evaluation processes that align with equitable practices, consistent training for staff involved in the process, timely notifications to staff and supervisors of pending evaluations, and reports out regularly on completion rates.
- Oversees and ensures the development and updating of emergency succession plans.
Planning and Organizational Change Management (20%)
- In partnership with senior leadership and the HR Compliance and Data Manager, initiate annual human resource planning discussions, making recommendations on areas for growth resulting in measurable work plans that advance the human resource functions of the organization in support of organizational priorities.
- For key HR initiatives that support a more racially equitable organizational culture, project manage change management processes applying a structured methodology which includes but is not limited to assessing readiness for and impact of change, identifying key stakeholders to champion change, developing and managing project timelines, and creating needed infrastructure, staff training, and support tools that will support desired changes.
- Recommends key metrics and develops and delivers timely reports on HR impact and growth to inform organizational decision making and accountability
ADDITIONAL DUTIES (5%)
- Provides input into annual HR budget expenses
- Provides and attends staff trainings and participates in agency committees.
- Pursues professional development
- Understands and adheres to all of YWCA Evanston/North Shore procedures and policies as well as the YWCA Employee Handbook.
- Performs other duties as assigned by management.
Education: Bachelor’s Degree or college-level coursework with an emphasis on business writing, human resources, human resource development, or organizational psychology.
Experience and/or Training
- Minimum of 7 years managing human resource functions with emphasis and increasing responsibilities in employee relations, employee engagement, professional development, and recruitment
- Experience advising senior leadership on complex employee relations issues
- Experience participating in meaningful racial equity initiatives that leveraged the tools of HR to advance a culture of equity
- Experience supporting strategic organizational initiatives that positively impacted culture and increased employee satisfaction
- Experience designing and delivering high engagement and effective professional development for staff at all levels of an organization
- Successful completion of Illinois 40 Hour Domestic Violence Training Certificate within 6 months of starting employment
- Proof of COVID-19 vaccination is a condition of employment
- Technology/Equipment: Intermediate proficiency in Microsoft Office Suite
Education: Graduate Degree or graduate-level course work in human resources, organizational psychology, or organizational learning and development
Experience and/or Training
- Experience recommending, developing and managing strategic human resource initiatives
- Experience managing staff engagement committees
- Licenses/Certificates: SPHR or SHRM-SCP
- Intermediate proficiency with HRIS technology that supports professional development and performance management
- Intermediate proficiency with online job posting platforms