Work for Indiana

About the Job:

The Vice President (VP) of People & Culture is a senior-level leader who is responsible for planning, directing, and overseeing employee engagement and communication, strategic human resource (HR) management, and organizational culture initiatives for the Indiana State Museum and Historic Sites (ISMHS), in collaboration with the state’s centralized HR agency, the Indiana State Personnel Department (INSPD). In this position, you will support the leadership team, partnering with other senior leaders to develop and drive forward the organization’s key objectives and goals. This position requires inspirational, collaborative, innovative, and strategic work through administrative, programmatic, and training initiatives to enhance ISMHS’ inclusive culture. The VP of People & Culture participates in establishing and executing employee-centric policy priorities and strategic goals for ISMHS and serves as a resource in all aspects of staff engagement and support. This position will report to the President and CEO.

A Day in the Life:

The essential functions of this role are as follows:

Serves as a support to the ISMHS Leadership Team (President & CEO, Chief Curator and Research Officer, Chief Development Officer, Chief Financial Officer, Chief Marketing Officer, Chief Officer of Engagement, and Chief Operations Officer) for employee-related matters and initiatives.
Leads culture-building initiatives, always serving as an ambassador for the organization to all audiences, and ensuring that diversity, equity, accessibility, and inclusion are integrated into ISMHS initiatives.
Assesses and supports the business regarding organizational structure, talent strategies, attraction, and retention strategies.
Consults with INSPD, ISMHS management, and affected staff to quickly resolve staff issues.
Provides ongoing policy maintenance and training in the areas of performance coaching, employee relations, compliance, Employee Handbook guidelines, diversity, equity, accessibility, and inclusion initiatives, and key policies regarding EEO and harassment-free workplace.
Develops training materials and performance management programs to ensure employee understanding of job responsibilities as well as ISMHS policies and procedures.
Partners with ISMHS Leadership Team to align workforce strategy and organizational strategy.
Identifies goals to support talent including hiring plans, reward and recognition, development planning, and performance management planning.
In collaboration with INSPD, develops and implements ISMHS policies and programs; directs management and implementation of programs that support employee productivity and drive organizational results.
Serves as the liaison to the Chief Equity, Inclusion, and Opportunity Office within the Governor’s Office to align with ISMHS-specific initiatives.
Facilitates all internal training related to equity, inclusion, and opportunity initiatives. In addition, partners with content experts to enhance learning opportunities.
Onboards and trains employees to ensure role responsibilities and expectations are clearly understood while providing opportunities to continue professional development.
Engages ISMHS in initiatives to improve belonging and culture for all staff members.
Collaborates with the statewide museum system to ensure effective implementation of internal and external initiatives.
Ensures work adheres to quality standards, deadlines, and proper procedures.
Leads with a strong ethical and social conscience driven by a knowledge of federal, state, and local employment laws and regulations, as well as non-profit/public sector employment policies and procedures.
The job profile is not designed to cover or contain a comprehensive listing of activities, duties, or responsibilities that are required of the employee. Other duties, responsibilities, and activities may change or be assigned at any time with or without notice.

What You'll Need for Success:

You must meet the following requirement to be considered for employment:

Bachelor’s degree in human resources, organizational development/management, business administration, or related field - relevant work experience may be a substitute.
Experience in HR leadership position, managing administrative, programmatic, and training initiatives.
SHRM-CP or SHRM-SCP certification is strongly preferred.
Experience with human resources information systems, analyzing data to guide strategic employment planning, employee relations, compensation & benefits, recruitment, training & development.
Knowledge of employee survey best practices and experience with making data-driven HR recommendations.
Strong understanding of the interviewing process, onboarding, benefits, and other HR functions.
Capability and comfort with prioritizing multiple projects, deliverables, and timelines to exercise thoughtful judgment, problem-solving, and decision-making.
Ability to think ahead and identify opportunities for change and improvement with an emphasis on operations and efficiency.
Effective verbal and written communication skills.
Demonstrated proficiency in the Microsoft Office suite and ZOOM, Microsoft Teams, or other virtual meeting/remote work platforms.
Experience with HR tools and recruiting software, as well as job boards and posting platforms.
Knowledge of a broad range of human resource strategies and practices, including compensation, performance management, safety, hiring, and employee relations: able to apply these strategies and practices in compliance with employment regulations.
Ability to create a culture of diversity, inclusivity, collaboration, and teamwork.
Visionary HR leader who will thrive in a hands-on cultural-building role.
Motivated person of integrity, energy, compassion, and leadership.
The person in this position frequently communicates with multiple stakeholders including employees, ISMHS Board, volunteers, and visitors; must be able to exchange accurate information with audience-appropriate messaging while maintaining confidentiality.
Thorough knowledge of policies, standards, and requirements set by federal and state officials for compliance by state agencies.
Ability to analyze information and work with large amounts of data.
Ability to effectively give feedback, provide guidance or corrective action, and develop employee skillsets.