Description

The Director of People & Culture plays a vital role in building and supporting a workplace where all employees can thrive. Reporting to the President & CEO, this role leads the organization's human resources strategy, policies, and practices with a focus on equitable treatment, transparency, and belonging. The Director of People & Culture oversees recruitment, benefits administration, employee relations, performance management, compensation, training, and compliance. As part of the leadership team, this position develops and sustains a culture that reflects KidsQuest's values of respect, inclusion, and curiosity. Strong communication skills are essential when working with employees at all levels. 

Core Competencies 

• Strong communication and interpersonal skills across all levels of the organization.
• Deep knowledge of HR best practices, employment law, and equitable workplace strategies.
• Strategic thinking and problem-solving in dynamic, people-centered environments.
• Proven expertise in employee relations, including conflict resolution and sensitive investigations.
• Sound judgment and discretion when handling confidential or sensitive information.

Responsibilities and Duties 

Human Resources Leadership (40%)  

Develop and implement strategic HR goals that align with the museum's mission and values. 
Partner with museum leadership to promote a welcoming workplace culture that attracts, supports, and retains talent. 
Provide consultation and assessment tools to the leadership team to track progress and inform decision-making regarding workforce planning and development initiatives. 
Oversee entire employee lifecycle, from recruiting and onboarding, career development and advancement within the organization to performance management and offboarding. 
Create and maintain fair job descriptions, salary structures, and hiring processes that ensure transparency. 
Manage and refine onboarding and orientation programs to integrate new employees into the museum community. 
Design employee recognition programs that celebrate contributions and foster engagement.

Employee Relations and Development (30%): 

Provide coaching and support to supervisors and employees to ensure departmental effectiveness through conflict resolution, performance management, and disciplinary actions. 
Handle employee relations issues end-to-end, including investigations, mediation, and resolution with fairness and consistency. 
Foster open communication and trust so that all staff feel heard, valued, and supported. 
Cultivate a healthy, positive work culture by designing and leading trainings and staff meetings that build leadership skills, strengthen communication, prevent harassment, and enhance team collaboration. 
Conduct regular reviews of organizational policies and employee handbooks to reflect current best practices. 

Compliance and Organizational Practices (15%): 

Administer benefits programs, including insurance, retirement, and wellness plans, while maintaining vendor relationships. 
Oversee open enrollment, new hire support, and compliance with all benefit and compensation requirements. 
Create and enforce HR policies to ensure compliance with federal, state, and local employment laws, updating policies as needed. 
Maintain personnel records and HR data systems with accuracy, confidentiality, and attention to detail. 
Support audit, reporting, and HR documentation processes.

Systems Management (15%)  

Oversee HRIS applications and modules including customizations, upgrades, and maintenance. 
Maintain and manage user accounts, system settings, accurate employee data, and generate reports. 
Provide technical support, troubleshoot issues, and train staff on HRIS usage. 
Collaborate with Finance and IT to identify system improvements, implement modules, and streamline HR processes. 

Requirements

Experience and Qualifications

Required: 

• Bachelor’s degree in Human Resources, Business Administration, Organizational Development, or related field, or equivalent combination of education and experience.
• Minimum 7 years of progressive HR experience, including at least 3 years in leadership/supervisory roles.
• Proven ability to design and implement HR strategies that promote equity and inclusion and align with organizational goals.
• Experience managing full-cycle recruitment, benefits administration, compensation structures, and employee development programs.
• Excellent interpersonal, organizational, mediation, and conflict resolution skills.
• Demonstrated ability to work effectively with individuals across diverse backgrounds and perspectives. 
  

Preferred: 

• Accredited HR certifications such as SHRM CP, SHRM SCP, PHR, or SPHR.
• Experience in a nonprofit, museum, or educational setting.
• Strong presentation and facilitation skills for staff training and development.
• Familiarity with HRIS systems and payroll administration.