Director of People & Culture

The mission of Healthy Start is to improve maternal and child health and to reduce poor birth outcomes and infant mortality in Allegheny County. 

Position Overview: 

The Director of People & Culture serves as the senior strategic leader responsible for aligning Healthy Start’s practices with the organization’s mission, vision, values, and strategic priorities. This position provides leadership in workforce planning, organizational development, employee engagement, leadership development, culture-building, talent management, risk mitigation, and human capital strategy. The Director partners closely with the CEO, COO, and leadership team, and with the Board as appropriate, to develop and implement people-centered strategies that strengthen organizational effectiveness, support employee well-being, foster a positive workplace culture, and help Healthy Start remain an employer of choice. The Director provides strategic oversight of the People & Culture function and is responsible for the day-to-day management of HR administrative functions, ensuring that core processes, employee support, documentation, and departmental workflows are handled accurately, consistently, confidentially, and on time. The Director supervises the HR Generalist and the HR & Operations Specialist. 

Essential Duties and Responsibilities:  

Strategic Leadership & Organizational Development 

• Serve as the organization’s senior advisor on workforce strategy, organizational effectiveness, culture, and employee engagement. 

• Develop and implement a comprehensive People & Culture strategy aligned with Healthy Start’s mission, strategic plan, and growth objectives. 

• Partner with executive leadership to assess organizational needs and recommend workforce solutions that support long-term sustainability. 

• Lead organizational development initiatives that improve collaboration, communication, accountability, and employee performance. 

• Support change management efforts related to organizational growth, restructuring, and strategic initiatives. 

• Advise executive leadership on emerging workforce trends, labor market conditions, and best practices. 

HR Administration & Daily Operations 

• Manage the day-to-day administration of HR functions, including employee records, HR documentation, onboarding and offboarding workflows, policy acknowledgments, and personnel file maintenance. 

• Oversee HR administrative processes and establish clear procedures, timelines, and quality checks to support accurate and consistent service. 

• Ensure employee questions and routine HR requests are routed, tracked, and addressed in a timely and confidential manner. 

• Coordinate HR workflows with the HR Generalist and HR & Operations Specialist, clarify responsibilities, and monitor completion of recurring tasks and deadlines. 

• Maintain appropriate controls for confidential employee information and ensure records are stored and handled in accordance with organizational policies and applicable requirements. 

• Identify opportunities to improve HR systems, forms, processes, and communication so employees and managers can access reliable support. 

Culture & Employee Experience 

• Champion a workplace culture that reflects Healthy Start’s mission, values, and commitment to equity. 

• Develop strategies to strengthen employee engagement, retention, belonging, and overall employee experience. 

• Monitor organizational climate and recommend proactive interventions to improve morale, communication, and workforce satisfaction. 

• Oversee employee engagement surveys, culture assessments, and action-planning initiatives. 

• Foster an inclusive and supportive workplace environment that encourages employee growth and development. 

Talent Strategy & Workforce Planning 

• Lead workforce planning efforts to ensure Healthy Start has the talent necessary to achieve strategic objectives. 

• Develop succession-planning strategies for key leadership and mission-critical positions. 

• Collaborate with leadership to identify future staffing needs and talent pipeline opportunities. 

• Evaluate recruitment effectiveness and recommend talent acquisition strategies. 

• Establish workforce metrics and analytics to inform strategic decision-making. 

Leadership Development & Performance Excellence 

• Design and oversee leadership development initiatives for supervisors, managers, and executive leaders. 

• Coach and advise leaders on employee relations, performance management, communication, and team effectiveness. 

• Oversee performance management systems to support consistency, accountability, and employee development. 

• Promote a culture of continuous learning and professional growth throughout the organization. 

Risk Management & Compliance Oversight 

• Provide strategic oversight of employment law compliance, workplace investigations, employee relations matters, and organizational risk management. 

• Advise executive leadership regarding employee-related legal risks and mitigation strategies. 

• Review and recommend updates to personnel policies, employee handbooks, and workplace procedures. 

• Ensure organizational practices align with applicable federal, state, and local employment requirements. 

• Oversee sensitive employee relations matters and provide guidance on complex workplace issues. 

Compensation, Benefits & Workforce Analytics 

• Evaluate compensation structures and benefits strategies to support competitiveness and equity. 

• Analyze workforce data, turnover trends, engagement metrics, and other key indicators to guide decision-making. 

• Develop dashboards and reports that provide meaningful insights to executive leadership. 

• Recommend workforce investments that support employee retention and organizational performance. 

Leadership & Supervision 

• Directly supervise, support, and develop the HR Generalist and HR & Operations Specialist. 

• Set departmental goals, priorities, work assignments, and performance expectations. 

• Monitor the quality, timeliness, and consistency of HR administrative services and related workflows. 

• Ensure HR operations support organizational objectives while maintaining a high level of service. 

• Foster collaboration between People & Culture and all departments across the organization. 

Special Projects 

• Lead strategic initiatives assigned by the CEO or COO and participate in organizational planning and leadership activities. 

• Support organization-wide projects that advance Healthy Start’s mission and strategic priorities. 

Education and Experience Requirements: 

• Master’s degree in human resources, Organizational Development, Business Administration, Public Administration, Industrial/Organizational Psychology, or a related field preferred. 

• Bachelor’s degree required. 

• Minimum of 8–10 years of progressively responsible human resources leadership experience. 

• Minimum of 3–5 years of supervisory and leadership experience. 

• Experience advising executive leadership and managing organizational change initiatives preferred. 

• SHRM-SCP, SPHR, or comparable senior HR certification preferred. 

Qualifications, Skills and Knowledge Requirements: 

• Demonstrated ability to think strategically while driving organizational results. 

• Strong knowledge of employment law, workforce planning, talent management, HR administration, and organizational development. 

• Experience building positive workplace cultures and employee engagement strategies. 

• Ability to lead daily administrative workflows while maintaining a strategic, organization-wide perspective. 

• Strong leadership presence and the ability to influence and advise senior leaders. 

• Exceptional conflict resolution, coaching, facilitation, and relationship-building skills. 

• Ability to analyze workforce data and translate findings into actionable recommendations. 

• Excellent written, verbal, and presentation communication skills. 

• Commitment to diversity, equity, inclusion, and belonging. 

• Ability to maintain confidentiality and exercise sound judgment in sensitive situations. 

Other:  

• COVID-19 vaccination  

• Act 33/34 and FBI clearances are required   

• Must possess a valid unrestricted Pennsylvania Driver’s License   

• Must possess current and valid unrestricted automobile insurance and be listed as an insured driver  

• Must have reliable transportation to support families on a need basis  

Reporting Structure: 

Reports to: Chief Operating Officer 

Direct reports: 

• HR Generalist 

• HR & Operations Specialist 

Compensation: 

Recommended salary range: $85,000–$95,000, depending on market, organizational size, and experience. 

FLSA status: Exempt 

Reasonable accommodations may be made to enable individuals with disabilities to perform essential functions. Nothing in this job description restricts management’s right to assign or reassign duties and responsibilities to this job at any time.