Director of People

The Director of People is a strategic and operational leader responsible for shaping and executing the organizations people strategy and culture. This role oversees all aspects of human resources talent development culture and employee engagement to ensure the nonprofit attracts retains and develops top talent aligned with its mission. The Director of People will lead the People team and partner with senior leadership to foster an inclusive high-performing and value-driven workplace.

Accountabilities (are thecritical activities and resultsthe position is held accountable to produce)

1. Strategic Leadership
2. Budget & Financial Management
3. Communication
4. Program Management
5. Project Management
6. Organizational Culture/Create a Safe Space
7. Support ASM Business Units

Essential Functions (defines the critical end results expected of the jobholder related to the accountabilities above)

1. Develop and implement a comprehensive people strategy aligned with organizational goals and values.

2. Collaborate closely with the Chief Executive Officer (CEO) and Chief Operating Officer (COO) other C-suite executives department heads and employees to ensure broad understanding and support for the organizations strategic vision.

3. Oversee all aspects of human resources management and developing and evaluating ASMs organizational culture.

4. Oversee recruitment onboarding and retention strategies to build a mission-aligned and high-performing workforce.

5. Ensuring Progress Impact Access and Accountability initiatives are implemented and communicated across ASMs workforce.

6. Design and implement professional development programs leadership training and succession planning.

7. Manage performance management systems implementation and ensure appropriateness and alignment with organizational goals.

8. Lead employee engagement efforts including feedback mechanisms and similar activities.

9. Oversee employee relations cases and guide in resolution.

10. Ensure compliance with employment laws regulations and internal policies.

11. Oversee compensation and benefits strategy including benchmarking and equity reviews.

12. Please note that this position description may not encompass every function or responsibility that may be required of the incumbent in this role. Incumbents may be assigned additional duties as needed.

Technical Competencies (are applied or practical knowledge and skills needed for effective technical performance)

1. Analytics

2. Project Management Skills

3. Organizational Knowledge

4. Planning and Organizing Skills

5. Presentation and Written Communication Skills

6. Domain Knowledge

7. Enterprise Processes and Technologies

8. Business Expertise Policies and Budget Allocation

Behavioral Competencies (are observable behaviors and skills that matter most for success)

1. Instills Trust (Respect/Honor) Gaining the confidence and trust of others through honesty integrity and authenticity.

2. Drives Results Consistently achieving results even under tough circumstances.

3. Optimizes Work Processes Knowing the most effective and efficient processes to get things done with a focus on continuous improvement.

4. Ensures Accountability Holding self and others accountable to meet commitments.

5. Self-Development Actively seeking new ways to grow and be challenged using both formal and informal development channels.

6. Values Differences Recognizing the value that different perspectives and cultures bring to an organization.

7. Decision Quality - Making good and timely decisions that keep the organization moving forward.

8. Courage - Stepping up to address difficult issues saying what needs to be said.

9. Ensures Accountability Holding self and others accountable to meet commitments.

10. Build Effective Teams - Building strong-identity teams that apply their diverse skills and perspectives to achieve common goals.

11. Business Insight - Applying knowledge of the industry and the marketplace to advance the organizations mission.

12. Manages Ambiguity - Operating effectively even when things are not certain or the way forward is not clear.

13. Action Oriented - Taking on new opportunities and tough challenges with a sense of urgency high energy and enthusiasm.

14. Builds Networks - Effectively building formal and informal relationship networks inside and outside the organization.

15. Strategic Mindset - Seeing ahead to future possibilities and translating them into breakthrough strategies.

16. Global Perspective - Taking a broad view when approaching issues using a global lens.

17. Cultivates Innovation - Creating new and better ways for the organization to be successful.

Management Responsibility

1. All facets of this position are self-directed within the policies and procedures approved by ASM.

2. Provides strategic and operational oversight for all departmental functions including staffing resource allocation and performance management.

3. Oversees fiscal planning budgeting and resource management for all People Department initiatives.

4. Authorizes expenditures contracts and agreements within approved budgets and policies.

5. Provides direction and guidance to the People staff leading and coaching team members to ensure a high functioning team.

Physical Demands
This role is primarily sedentary and involves prolonged periods of sitting and extensive use of a computer and other digital devices. Employees may be required to engage in repetitive motions such as typing and mouse use. Occasional movement may be necessary to access office supplies or equipment within a home or remote workspace. This requires a reliable internet connection and a suitable home office setup including standard equipment such as a computer monitor keyboard mouse and headset. Ergonomic considerations are encouraged to promote comfort and reduce physical strain during extended work hours.