Senior Director of People and Culture

2 weeks ago

Boston, United States Taylor Strategy Partners Full time

Description Senior

Director of People

and Culture The Director of People and Culture is responsible for managing and leading a company’s human resources and organizational culture functions.

Some

specific duties and responsibilities may include: Responsibilities Develop and implement

HR policies and procedures Managing employee relations and resolving conflicts Overseeing recruitment and hiring processes Managing employee benefits and compensation programs Developing and delivering employee training and development programs Managing performance appraisal and employee development processes Ensuring compliance with labor laws and regulations Managing employee engagement and retention initiatives Developing and maintaining a positive and inclusive organizational culture Providing guidance and support to management and employees on HR-related issues. Job Requirements Requires a bachelor’s degree in human resources, business administration, or a related field. M

aster’s degree in human resources or business administration

preferred. 1

0+ Years of experience in human resources, ideally in a leadership role,

is required

. Professional in Human Resources (PHR) or Senior Professional in Human Resources (SPHR) certification from the Human Resources Certification Institute (HRCI) or a Society for Human Resource Management (SHRM) certification

is preferred

. Knowledge, Skills A Director of People and Culture should possess various skills to effectively lead and manage the human resources function within an organization. These skills include: Leadership

: The ability to lead and manage a team of HR professionals and effectively communicate with other leaders and stakeholders within the organization. Strategic thinking

: The ability to develop and implement HR strategies that align with the overall goals and objectives of the organization. Communication

: Strong verbal and written communication skills to effectively communicate with employees at all levels of the organization. Problem-solving

: The ability to identify and resolve complex HR-related issues. Emotional intelligence

: The ability to understand and manage the emotions of others to build strong relationships and effectively resolve conflicts. Legal knowledge

: Knowledge of employment laws and regulations and the ability to ensure compliance with these laws. Technical skills

: Familiarity with HR-related technology and software, such as HR information systems (HRIS) and applicant tracking systems (ATS). Business acumen

: Knowledge of an organization’s business operations and financial aspects to help make informed decisions and recommendations. Change management

: The ability to lead and manage organizational change initiatives. Interpersonal skills

: The ability to build strong relationships with employees, managers, and other organizational stakeholders.

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