POSITION SUMMARY:
The Director, People & Culture serves as AOTA's senior human resources leader and strategic partner to the leadership team. This position is responsible for developing and executing a comprehensive People & Culture strategy that supports AOTA's mission, organizational priorities, and commitment to fostering an inclusive, engaged, and high-performing workforce. The Director provides leadership across all areas of human resources, ensuring that people practices align with organizational goals while promoting a positive employee experience and a culture grounded in trust, collaboration, accountability, and continuous improvement.
This role oversees the full employee lifecycle, including talent acquisition, onboarding, employee relations, performance management, learning and development, compensation and benefits, compliance, HR operations, and organizational development. The Director serves as a trusted advisor to leadership, leveraging workforce data, best practices, and sound judgment to drive organizational effectiveness, strengthen employee engagement, and ensure compliance with applicable employment laws and regulations.
POSITION SPECIFIC DUTIES:
- Develop, implement, and continuously enhance AOTA's People & Culture strategy to support organizational goals, workforce planning, and long-term business objectives.
- Serve as a trusted advisor to the leadership team on human resources strategy, organizational effectiveness, employee engagement, change management, and workforce planning.
- Lead all aspects of the employee lifecycle, including recruitment, onboarding, performance management, employee development, retention, succession planning, and offboarding.
- Oversee the organization's talent acquisition strategy, ensuring effective sourcing, selection, and hiring processes that attract and retain high-quality talent.
- Foster an inclusive, collaborative, and high-performing workplace culture by promoting employee engagement initiatives, recognition programs, and professional development opportunities.
- Provide leadership and guidance on employee relations matters, including performance concerns, workplace investigations, conflict resolution, corrective action, and policy interpretation.
- Ensure compliance with all applicable federal, state, and local employment laws, regulations, and HR best practices while mitigating organizational risk.
- Develop, implement, and maintain human resources policies, procedures, and programs that support operational excellence and organizational consistency.
- Direct the administration of employee benefits, compensation programs, leave management, HRIS, and other People & Culture operations while identifying opportunities for process improvement.
- Partner with leadership to evaluate organizational structure, staffing needs, and workforce capabilities to support evolving business priorities.
- Utilize HR metrics, workforce analytics, and reporting to evaluate program effectiveness, identify trends, and inform strategic decision-making.
- Lead organizational development initiatives, including leadership coaching, change management, employee development, and succession planning.
- Develop and manage the People & Culture department budget and oversee relationships with external vendors, consultants, and service providers.
- Supervise, mentor, and develop People & Culture staff, fostering accountability, collaboration, and continuous professional growth.
- Represent the People & Culture function across the organization by building strong relationships with employees, managers, and external stakeholders while promoting AOTA's mission and organizational values.
- Perform other duties and special projects as assigned.
EDUCATION/EXPERIENCE/SKILLS:
- Bachelor's degree in Human Resources, Business Administration, Organizational Development, or a related field required; Master's degree preferred.
- Minimum of ten (10) years of progressively responsible Human Resources experience, including broad responsibility across multiple HR disciplines.
- Minimum of five (5) years of leadership experience managing Human Resources or People & Culture functions.
- Professional Human Resources certification such as SHRM-SCP, SPHR, or equivalent certification preferred.
- Demonstrated experience developing and implementing strategic HR initiatives that support organizational growth and business objectives.
- Strong knowledge of federal, state, and local employment laws, HR compliance requirements, and Human Resources best practices.
- Experience leading employee relations, performance management, organizational development, talent acquisition, compensation, benefits administration, and employee engagement initiatives.
- Experience partnering with executive leadership to provide strategic workforce guidance and organizational consulting.
- Proficiency with Human Resource Information Systems (HRIS), applicant tracking systems, Microsoft Office Suite, and workforce analytics tools.
- Demonstrated ability to manage multiple priorities, exercise sound judgment, maintain confidentiality, and make informed decisions in complex situations.
- Exceptional interpersonal, communication, coaching, facilitation, and conflict resolution skills.
- Strong analytical, organizational, and project management abilities with a commitment to continuous improvement. Experience working within nonprofit, healthcare, membership association, or mission-driven organizations preferred.
CORE COMPETENCIES (All AOTA Staff):
- Communication: Clearly conveys and receives information and ideas through a variety of media; conveys to individuals or groups in a manner that engages the listener, helps them understand and retain the message,
- and invites response and feedback and receives with respect and open mindedness. Keeps others informed as appropriate; demonstrates good written, oral, and listening skills.
- Planning and Organizing: Organizes work, sets priorities, and determines resources required; determines necessary sequence of activities needed to achieve goals in a complete and timely manner.
- Process Management: Uses industry best practices to control and maintain effective business processes.
- Customer/Member Focus: Makes internal and external colleagues/customers/members and their needs a primary focus of one’s actions; shows interest in and understanding of the needs and expectations of internal and external customers (including direct reports and supervisors and management); gains customer/member trust and respect; meets or exceeds customer/member expectations.
- Teamwork: Participates as an active and contributing member of a team to achieve team goals. Works cooperatively with other team members, involves others, shares information as appropriate, and shares credit for team accomplishments.
- Ethics Knowledge: Possesses a clear understanding of the boundaries of acceptable activity within one’s sphere and acts to ensure that the organization’s interactions with outside organizations remain above reproach.
- Technologies: Keeps up with the evolution of technology as needed to address business needs.
WORK ENVIRONMENT (Remote):
• This role offers a remote work environment.
• Occasional travel may be required to attend conferences, meetings, or organizational events.
