Director of People & Culture

The Director of People & Culture (DPC) serves as a strategic senior leader responsible for developing and implementing people-centered strategies that support the organization’s mission, values, and operational goals in serving individuals with intellectual and developmental disabilities (I/DD). The DPC leads all aspects of human resources, organizational culture, workforce development, employee engagement, compliance-related personnel practices, and talent management. 

This role partners closely with all departments, senior leadership and executive leadership to cultivate a high-performing, inclusive, mission-driven workforce that supports quality outcomes for individuals receiving services under Pennsylvania Chapters 6100, 6400, and 2380 regulations. 

The DPC champions a culture of accountability, collaboration, dignity, respect, and continuous improvement while ensuring compliance with applicable labor laws, regulatory requirements, and best practices in nonprofit human services. 

Essential Duties & Responsibilities 

Strategic Leadership 

• Serve as a member of the senior leadership team and contribute to organizational strategy, planning, and decision-making. 

• Develop and execute comprehensive people and culture initiatives aligned with the organization’s mission and strategic goals. 

• Lead workforce planning efforts to support organizational growth, retention, succession planning, and operational stability. 

• Advise leadership on organizational development, employee engagement, change management, and culture-building initiatives. 

Human Resources & Talent Management 

• Oversee all HR functions including recruitment, onboarding, compensation, benefits, performance management, employee relations, leave administration, and policy development. 

• Develop strategies to recruit, retain, and support a qualified workforce in a competitive human services environment. 

• Ensure equitable and inclusive hiring and employment practices. 

• Monitor staffing trends and turnover metrics and implement retention strategies to improve workforce stability. 

Compliance & Regulatory Oversight 

• Ensure HR and personnel practices support compliance with Pennsylvania Chapters 6100, 6400, and 2380 regulations. 

• Collaborate with program and compliance leadership to support licensing, audits, incident management, training requirements, and corrective action initiatives. 

• Maintain compliance with federal, state, and local employment laws and nonprofit regulations. 

• Support risk management and workplace investigations as needed. 

Culture & Employee Engagement 

• Foster a mission-driven, values-based organizational culture that emphasizes respect, inclusion, accountability, and person-centered practices. 

• Lead employee engagement initiatives, recognition programs, wellness efforts, and diversity, equity, and inclusion strategies. 

• Promote trauma-informed and culturally responsive workplace practices. 

Leadership Development & Training 

• Oversee employee training and professional development initiatives. 

• Support leadership coaching, supervisory development, and succession planning across the organization. 

• Ensure training systems align with regulatory and operational requirements for I/DD services. 

Operational & Administrative Leadership 

• Develop and monitor departmental budgets, goals, and performance metrics. 

• Utilize HR data and analytics to support strategic decisions and organizational improvements. 

• Ensure HR systems, records, and processes are efficient, confidential, and compliant. 

Required Qualifications 

• Bachelor's degree in human resources, Organizational Leadership, Business Administration, Public Administration, or related field. 

• Minimum of five (5) years of management experience in human services, healthcare, nonprofit administration, or related fields. 

• Demonstrated experience working within organizations serving individuals with intellectual and developmental disabilities (I/DD). 

• Working knowledge of Pennsylvania Chapters 6100, 6400, and 2380 regulations. 

• Strong knowledge of employment law, HR best practices, organizational development, and employee relations. 

• Proven leadership, strategic planning, and team development experience. 

• Excellent communication, interpersonal, and conflict-resolution skills. 

Preferred Qualifications 

• Master's degree in human resources, Organizational Development, Public Administration, or related fields. 

• SHRM-SCP, SHRM-CP, SPHR, or comparable certification. 

• Experience in nonprofit or Medicaid-funded service environments. 

• Experience supporting multi-site operations and direct support professional (DSP) workforce initiatives. 

Core Competencies 

• Strategic Leadership 

• Emotional Intelligence 

• Cultural Competence 

• Regulatory & Compliance Knowledge 

• Employee Engagement 

• Organizational Development 

• Change Management 

• Ethical Decision-Making 

• Communication & Collaboration 

• Problem-Solving & Conflict Resolution 

Work Environment & Physical Requirements 

• Primarily office-based with regular visits to program and service locations. 

• Ability to travel locally as needed. 

• Ability to sit, stand, and use office equipment for extended periods.