Partner, HR & Culture - JumpStart
The Partner, HR & Culture is responsible for leading all aspects of the Human Resources function, including but not limited to talent management and organization development while also playing a leading role alongside the Chief Inclusion Officer to ensure all aspects of diversity, inclusion and equity are embedded throughout the organization. It is the responsibility of the Partner, HR & Culture to ensure our employees have the support they need to live up to all JumpStart core values.
Currently, JumpStart has 72 employees located in offices in Cleveland, Toledo and Canton, OH and one employee operating out of Syracuse, NY. JumpStart has experienced significant growth in the last two years, and we anticipate this growth will continue in a modest way in the coming years. The Partner, HR & Culture will not only be a cultural leader, but also a strong HR leader who can continue to help build an organization which can support sustained growth now and into the future.
This role will:
- Be responsible for leading organization-wide strategic talent and culture
- Oversee organization-wide HR operations with support of the Managing Partner, Operations, including clear and transparent processes to support staff during times of growth.
- Work closely with the CEO, President, and Chief Inclusion Officer to ensure JumpStart is maintaining its commitment to diversity in its programs.
- Create and implement a vision for inclusive communications, staff engagement, and recognition in an increasingly decentralized and virtual organization.
- Build and cultivate a pipeline of the best and most diverse talent available, ensuring operational best practice and positioning JumpStart as an employer of choice through awareness of practices and trends within the nonprofit, inclusive entrepreneurship and venture investing fields.
- Play a lead role in structuring and supporting staff, partnering with legal and others as necessary, in order to ensure the workforce and culture is responsive to the organization’s needs, strategy, risk management approach and budget.
- Create and implement a comprehensive long-term vision for learning & development and ensure staff are engaged, productive and prepared for future growth.
- Guide staff through organizational changes, as well as advise the Managing Partner, Operations on critical organizational strategy and change management issues in a mission-focused nonprofit.
- Success in this role will be measured on both a long-term and short-term basis, and will include metrics in a variety of areas including, but not limited to: effective leadership of a sustainable best-practice HR team, strategy and practice; maintaining stable retention levels; building a strong talent development pipeline; increasing staff and manager accountability for performance; setting accountability and strategy around diversity-inclusion; and maintaining a high level of staff engagement.
Essential Job Functions
20% – Strategic and Operational Human Resources Leadership
- Act as the senior leader representing the HR function, with leadership responsibilities for all aspects of human resources management.
- Act as the staff lead for the HR and Compensation committee of the board, building a strong relationship and acting in support of the Board committee chair.
- Provide ongoing strategic counsel to senior leadership regarding any issues in which human resources will be impacted (strategic and operational planning, retention strategies, etc)
- Lead and participate in organizational change initiatives and supporting processes, to ensure the most effective organizational structure and relevant job design.
35% – Organizational Development and Talent
- Create and maintain relevant job descriptions and organizational charts.
- Act as a steward for the JumpStart organizational culture, ensuring that the organizational policies, procedures and behaviors live up to the cultural goals and values.
- Act as a trusted advisor to both employees and leadership considering broader culture or other systemic issues.
- Work with the Marketing/Communications team and senior leadership regarding change management and communication processes for major organizational or departmental shifts.
- Make recommendations and execute on programs or processes that will assist in shaping the health of the organization (i.e., team-building activities, events, employee engagement surveys, etc.).
- Maintain a pulse on the organization to anticipate, detect and manage employee complaints, disputes and grievances.
- Foster a conducive working environment through employee relations activities and proactive communication and coaching.
- Responsible for workforce planning in partnership with the Managing Partner, Operations in support of organizational goals and growth plans.
- Develop and oversee the selection process for all hiring, including recruiting for selected positions.
- Ensure management and execution of the hew hire onboarding/orientation program for new employees.
- Own the succession planning processes to ensure the development and retention of high potential employees, as well as to manage the risk for key positions in the organization.
- Manage the exit process, including exit interviews and outplacement support.
30% – Performance Management, Training & Development
- Manage the performance management philosophy and approach ensuring that resources are being managed and utilized accordingly and that timely and appropriate feedback is provided.
- Evaluate and implement the most appropriate performance management system in support of organizational processes.
- Oversee the goal setting and performance review processes, providing appropriate coaching to managers and employees on an on-going basis.
- Develop and manage Performance Improvement Plans (PIP) as needed to assist in the management of underperformance.
- Ensure alignment between compensation/rewards programming and performance.
- Work with HR & Compensation committee to facilitate the annual CEO performance review.
- Assess the overall training and development needs of the organization and develop a strategy and execution plan as well as layout the mix of internal and external resources required for delivery.
- As required, interface with external vendors and suppliers for the implementation of corporate training or training programs to meet the business needs where appropriate.
15% – Compensation, Benefits, Payroll and Compliance/Labor Relations
- Gather relevant market data to benchmark employee compensation and benefits, making recommendations to ensure equity and competitiveness.
- Participate in decisions on total rewards programming and approach in support of the organizational culture and budget, including the mix of base and variable pay.
- Partner with Financial Operations to ensure payroll and benefit programs are executed in line with the organization’s mission, goals and operational guidelines.
- Develop and evolve all policies on an as-needed regular basis.
- Ensure compliance with all local, state and federal laws and regulations, partnering with general counsel and employment counsel as needed.
- Ensure the appropriate level of documentation across all major functions both in support of the business as well as in line with external requirements.
Decision Making Responsibility
Collaborate with other senior leaders and mangers to implement both broad and specific decisions that may have a wide influence on the organization’s culture and operations.
Physical Demands/Working Conditions
Normal office environment requirements. Limited (less than 10%) travel required.
Education, Training and/or Experience
- Bachelor’s degree in Business, Human Resources or related field
- 10+ years of relevant HR experience
- 4+ years acting as the HR functional lead for an organization or business unit
- Managerial experience in the areas of diversity and inclusion, supplier diversity, and/or workforce diversity strongly preferred
- Experience managing multiple projects under tight timeframes in a fast-paced environment
- Experience providing complex problem resolution expertise
- Experience providing coaching to an internal or external client base
- Experience participating or leading change management projects across an organization
- Knowledge and experience applying state and federal employment regulations
Knowledge, Skills, Abilities
- Proficiency with Microsoft Office Suite
- Outstanding communication and presentation skills
- Stellar interpersonal and relationship building skills
- Ability to influence senior management, establish and maintain collaborative partnerships and provide thought leadership
- Proven ability to build strong working relationships, internal and external to the organization
Preferred Additional Qualifications
- MBA or Master’s in Human Resources Management
- 15+ years of relevant HR experience
- Preference for individuals with experience in a start-up, small business or high growth environment
- PHR or SPHR Certification
For more information and to apply online, click here.