Director of People & Culture

The minimum starting salary for this position is $76,800/yr.

Job Purpose:

The Director of People & Culture is experienced in all facets of human resources management and advocates employee engagement, development, and recognition. Success in this position requires a high level of collaboration with the Senior Director, CFO, and payroll department. This role partners with supervisors and leaders to develop job descriptions, post jobs, review applications, and ensure consistent and effective hiring processes that create an inclusive and welcoming experience for new employees. The Director administers FWBG’s benefit programs including paid time off and FMLA leave, medical coverage, flexible spending accounts, and ancillary benefits fairly, equitably, and in compliance with applicable regulations. This role advances the Garden’s mission and Strategic Plan, models the Core Values, and helps develop a skilled, diverse workforce aligned with FWBG’s values.

Key Responsibilities:

Accountability

1. Facilitate recruiting and new hire onboarding, orientation, and training through the Employee Lifecycle Training Plan.
2. Administer the HRIS and maintain complete, accurate records for job postings, pay rates, hiring, terminations, role and compensation changes, and employee personal information.
3. Partner with leadership and brokers on annual benefit plan reviews, renewals and audits; manage open enrolment and verify and enter accurate benefit changes in the HRIS.
4. Maintain required employment records, workplace postings, and organizational compliance with applicable federal employment laws, including FLSA, FMLA, EEOC, ADA, PWFA, OSHA, Title VII, and anti-harassment requirements.
5. Administer and monitor compliance for employee benefits, retirement plans, ERISA, COBRA and State Continuation, and Workers’ Compensation.
6. Participate in accident, incident, harassment, discrimination, and major policy-infraction investigations, ensuring they are timely, thorough, and properly documented.
7. Maintain and drive development of policies and strategies that safeguard the organization’s people and assets and align with business goals and objectives.

People Management/Interactions

1. Serve as a trusted, empathetic advisor to leadership, managers, and staff providing confidential counsel on handling conflicts, disciplinary actions, safety and health concerns, workers’ compensation situations, and benefits usage including FMLA-related time off.
2. Guide, advise, and provide learning opportunities for people leaders on effective supervisory practices: setting performance expectations; giving feedback; handling employee concerns, managing conflict, responding to misconduct; and maintaining a solution-focused culture.
3. Help supervisors assess employee learning needs and provide resources that strengthen job-competencies, interpersonal skills, AI and technology fluency, and safe work practices.
4. Participate on the Safety Team serving as the policies, compliance, and training resource for the Team Lead and Safety Point of Contacts “SPOCs”.
5. Provide interview training and resources to assist supervisors recruit for skills and cultural fit; ensure interview practices are fair and consistent; and screening and hiring decisions are fair, avoid bias, and are legally compliant with DOL regulations.
6. Facilitate the Employee Experience Team by coordinating with the Team Lead to host morale and recognition activities, plan meetings, monitor budget, develop employee surveys, and identify/pursue solutions for employee concerns.

Communication

1. Champion initiatives to foster a positive employee work experience, job satisfaction, retention, engagement, and opportunities for career growth that enhance skills and knowledge.
2. Monitor payroll deductions and report errors; reconcile benefits invoices with benefits vendors; monitor PTO accruals and use, and communicate balances to employees and supervisors.
3. Maintain knowledge of and monitor all federal, state, ACA, OSHA, and internal reporting dates and deadlines to prepare and submit accurate and timely reports.
4. Ensure benefit plan offerings, changes, and enrollment processes are clearly communicated.
5. Update and maintain the Staff Lists, Leadership Learning Library, and SharePoint HR Hub.
6. Ensure compliant workplace postings are maintained: Federal, State, OSHA, EEOC, etc..
7. Communicate and ensure understanding of the compensation philosophy, job levels and competencies, career architecture, and quarterly performance/goals tracking.