Director Of People & Culture

Overview

Location: Onsite in Pittsburgh, PA

Job Type: Full Time/Permanent

Work Authorization: No Sponsorship 

 

 

The A.C.Coy Company has an immediate need for a Director of People & Culture. The ideal candidate is a strategic, approachable, and trusted leader who is equally comfortable advising executives, coaching managers, and supporting employees. They bring deep human resources expertise, strong business acumen, the ability to provide guidance to a growing organization, and a genuine passion for building an inclusive, people-centered workplace that enables employees and the organization to thrive.

Responsibilities

Strategic Leadership & Organizational Effectiveness

• Partner with executive leadership to develop and implement people strategies that support the mission, values, and organizational goals
• Serve as a trusted advisor on workforce planning, organizational structure, succession planning, and talent development
• Assess organizational needs and recommend strategies that enhance employee engagement, performance, and effectiveness
• Lead change management initiatives and support leaders through periods of organizational growth and transition

Talent Acquisition & Employee Experience

• Oversee the full employee lifecycle, including recruitment, onboarding, performance management, career development, and offboarding
• Develop and implement strategies to attract, engage, and retain high-performing and mission-aligned talent
• Ensure a positive and inclusive employee experience that promotes belonging, collaboration, and employee well-being
• Monitor workforce trends and identify opportunities to strengthen employer brand and talent pipelines

Culture, Learning & Leadership Development

• Champion a people-centered culture that reflects values and commitment to serving diverse communities
• Design and implement learning, leadership development, and professional growth opportunities for employees and managers
• Foster leadership capability through coaching, mentorship, and management development programs
• Lead employee engagement initiatives and regularly assess organizational culture to identify opportunities for improvement
• Create consistent channels for staff to share feedback and ensure it is addressed in a timely manner

Employee Relations & Advisory Services

• Provide expert guidance and coaching to managers and organizational leaders on employee relations, performance management, conflict resolution, and sensitive personnel matters
• Promote fair, consistent, and legally compliant employment practices across the organization
• Support leaders in creating high-performing teams while maintaining a positive and respectful work environment
• Provide respectful, candid feedback to leadership when organizational practices, structures, or communication approaches may be contributing to employee or culture challenges
• Serve as an approachable resource for staff, help departments work more effectively across functions, and reduce silos that can emerge during growth or organizational change

Compliance & Risk Management

• Serve as the organization's subject matter expert on federal, state, and local employment laws and regulations
• Maintain and regularly review HR policies, procedures, and practices to ensure legal compliance and alignment with industry best practices
• Partner with leadership to identify and mitigate organizational and employment-related risks
• Ensure accurate recordkeeping, reporting, and compliance with all applicable employment requirements

Compensation, Benefits & HR Operations

• Oversee compensation planning, benefits administration, HRIS systems, and other HR operations
• Evaluate and recommend competitive and equitable compensation and benefits practices
• Manage relationships with external vendors, consultants, and service providers to ensure operational efficiency and cost-effectiveness
• Utilize data and metrics to assess workforce trends and inform strategic decision-making

Qualifications

 

Education & Experience

• Bachelor's degree in Human Resources, Organizational Development, Business Administration, or a related field required. Master's degree preferred
• Minimum of 8-10 years of progressive human resources experience, including leadership responsibility
• Experience leading HR functions in a nonprofit, mission-driven, or community-based organization strongly preferred
• SHRM-SCP, SHRM-CP, SPHR, or PHR certification preferred
• Equivalent combinations of education, certification, and relevant experience will be considered