Job description

POSITION SUMMARY*

The Director for Talent and Culture provides leadership, coaching and programming to foster a collaborative, diverse, equitable and inclusive culture by:

• Designing talent and culture management programs aimed at advancing the mission of the Center for Congregations
• Working with the President and other appropriate staff to attract, develop and retain talent needed to further the Center’s mission
• Partnering with the President and other appropriate staff to ensure the development and advancement of an empowered, inclusive, values-driven workplace culture
• Actively forecasting and planning for future talent and culture needs
• Assuming responsibility for the positive people experience and relationship formation by supporting employees’ day-to-day skill development, improving competencies, and facilitating opportunities for career advancement
• Functioning from a talent/employee-first perspective by making sure the talent has all tools to be successful
• Possessing technological acumen, e.g., HRIS and policy knowledge, to support a productive and engaged workforce

*This is a newly created position.

RESPONSIBILITIES

Talent Attraction and Development (25%)

• Design strategies and goals to attract diverse and inclusive talent as part of the talent continuum of acquisition, development, retention, and total rewards
• Work with staffing resource partners to meet temporary and permanent employment needs
• Develop and manage new hire onboarding
• Manage the execution and ongoing improvement of the Center’s performance management system, including job descriptions, performance standards and tools for ongoing coaching/check-ins, and annual performance reviews
• Assess individual, team and organizational development needs and design integrated talent management solutions (e.g., individual development planning, succession planning, leadership development)
• Conduct, procure or advise on specific developmental resources to meet needs (e.g., assessments, professional conferences, training workshops)

Culture Building and Employee Engagement (25%)

• Work with the President and other appropriate staff to regularly gather and understand staff feedback and create action plans for continuous engagement
• Develop strategies and initiatives that engage and align staff to the mission, vision and goals of the Center
• Design an official recognition and reward system for service and other milestone accomplishments
• Work with Director of Marketing and Communications to proactively drive effective internal communications, including storytelling about employee engagement experiences

Talent and Culture Administration (20%)

• Lead strategies for organizational design and succession planning
• Work with the President and other appropriate staff to develop standardized total compensation policies
• Conduct workload, workforce, and market analyses and prepare staffing forecasts and recommendations to attract new talent and retain current talent
• Evaluate and recommend to the President and other appropriate staff any changes to benefit plans or benefit vendors
• Collaborate with the Finance Director and manage the interface with third-party HRIS/benefit/payroll providers on the transactional elements of Talent and Culture
• Monitor and ensure the organization’s compliance with federal, state and local employment laws and regulations and with recommended best practices, including workplace safety

Organizational Leadership and Effectiveness (20%)

• Lead, support and contribute to the conversation and work of diversity, equity and inclusion
• Utilize relevant metrics related to staff, culture and organizational effectiveness
• Contribute to the Center’s strategic and annual planning and budgeting processes as it relates to talent and culture

Special Projects (10%)

• Lead, manage, support and/or work on special project teams as assigned by the President

ESSENTIAL QUALIFICATIONS

• Bachelor’s degree in Human Resources, Business Administration, or related field required; MBA or master’s degree in related field a plus
• Minimum of five years of experience in a leadership role in the human resources field, with an emphasis on talent attraction, engagement and organizational effectiveness
• Proven record working in diversity, equity and inclusion
• Relevant extensive work in the nonprofit sector
• Knowledge of the principles and leading practices in compensation, benefits, employee relations, recruitment, selection, learning and development, performance management, employment law and compliance
• Continuing education and/or certifications (e.g., SHRM-CP or SHRM-SCP)
• Proven ability to coach and mentor individuals and teams with a high level of emotional intelligence
• Proficient with Human Resource Information Systems (HRIS) and Applicant Tracking Systems (ATS)
• Proficient in Microsoft Office Suite

POSITION-SPECIFIC SKILLS AND COMPETENCIES

• Excellent communication skills, especially questioning, active listening and articulating what is being learned
• High sensitivity to differences; hospitable, flexible and adaptable in interpersonal interactions
• High diversity, equity and inclusion acumen
• Well-organized; able to plan and use time effectively
• Proven skills in relationship management, consulting and group facilitation
• Problem-solver; finds and offers alternative solutions
• Able to maintain objectivity and appropriate boundaries; empowering, not prescriptive

PERSONAL TRAITS FOR CULTURAL FIT

• High degree of alignment with the Center’s mission and organizational values
• Lifelong learner; desire to grow professionally and personally through interactions with diverse audiences
• Able to pivot between collaborative and consultative in a multi-faceted decision-making setting
• High personal work standards and relational skills to succeed in high expectation workplace

SCHEDULE AND HOURS

Full-time (37.5 hours per week), 8:30 a.m. to 4:30 p.m., Monday through Friday

TRAVEL

Minimal overnight travel throughout Indiana. Travel expenses will be reimbursed by the Center.

SALARY AND BENEFITS

Salary will be commensurate with qualifications. Attractive benefits package includes traditional PPO group health insurance plan; disability and life insurance; and a 403(b) retirement plan with employer match. Current Center policy also includes 11 paid holidays, 24 earned vacation days (one day earned per semi-monthly pay period), and up to 15 hours of paid personal time per year.

ABOUT THE CENTER

The Center for Congregations strengthens Indiana congregations by helping them find and use the best resources to address their challenges and opportunities.

Since 1997, the Center for Congregations has helped Indiana congregations address their needs through resource consulting, educational events and grants. We work with clergy, staff and laity by listening to their concerns, developing work plans and carefully matching resources with their specific needs. The Center has offices in Indianapolis, Fort Wayne, Evansville, Seymour and Crown Point to serve congregations throughout the state.

The Center is a gift to the congregations of Indiana from Lilly Endowment, Inc. Additional information about the work of the Center is available at https://centerforcongregations.org.

ORGANIZATIONAL VALUES

Organizational values of Equity, Responsibility, and Relationships impact every aspect of our organization – how we carry out our mission, how we make decisions, and how we care for our employees and congregations.

Here are some ways you might experience our values from the first day you begin working at the Center:

1. Differentiating Ourselves from Others

The Center for Congregations’ values distinguish us from other organizations in the eyes of Indiana congregations, community partners, employees and candidates. As such, they are an important part of our culture; they form the personality of our organization.

2. Attracting, Acquiring and Retaining Talent

Being able to speak clearly about the values that guide our work allow us to attract, acquire and retain staff whose personal workplace values align with those of the organization.

3. Guiding Our Employees in Decision-Making

The Center for Congregations’ values provide a clear guide to our employees about how to conduct themselves in various situations in our organization. For example, under our value Relationships, you can expect support from day one, and you do not need to “earn” that support.

4. Inform Organizational Strategies

Just like our core values guide our employees in their decision-making, they also provide organizational direction to shape what success looks like at the Center for Congregations.

5. Engaging and Motivating Employees

We expect our values to shape the employee experience in four ways: (1) by enhancing their well-being; (2) by increasing engagement; (3) by shaping the direction of the organization, and (4) by influencing how employees think about and execute their work. We expect the talent at the Center for Congregations will understand, identify with and behave in ways that align with our values.

Job Type: Full-time

Pay: $95,000.00 - $115,000.00 per year

Benefits:

• Health insurance
• Life insurance
• Paid time off
• Professional development assistance
• Retirement plan

Schedule:

• 8 hour shift
• Monday to Friday

Ability to commute/relocate:

• Indianapolis, IN 46204: Reliably commute or planning to relocate before starting work (Preferred)

Experience:

• Human resources management: 5 years (Preferred)

Work Location: In person

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