Title: Director, People and Culture
Location: Hillsborough, N.J. (minimum three days a week in person)
Reports to: Chief People and Culture Officer
Status: Full time, exempt
How to apply: Please send cover letter and résumé as one PDF to DDFHR@pbrsearch.com with title format “Last Name First Name – Letter Resume.”
The Doris Duke Foundation (DDF) supports the well-being of people and the planet for a more creative, equitable and sustainable future. We operate five national grantmaking programs—in the performing arts, the environment, medical research, child and family well-being, and mutual understanding between communities—as well as Duke Farms and Shangri La, two centers that serve the public directly. DDF’s activities are guided by the will of Doris Duke, who endowed the foundation with financial assets that currently total above $2 billion.
Reporting to the chief people and culture officer, the director of people and culture, designs, implements and directs a best-in-class function that helps to drive the mission, values and strategic priorities of the foundation. They work collaboratively with people and culture partners in other entities to ensure that appropriate people and culture policies and practices are in place and will support the development of an equitable and fulfilling workplace that fosters collaboration and empowerment for all staff. They build and leverage strong relationships as a trusted adviser and strategic thought partner to the chief people and culture officer, colleagues and other organizational leaders. The director of people and culture also provides strategic human resources expertise and best practice talent solutions and promotes and reinforces the organization’s high-performance culture.
- Learning and Development: Steward a culture of excellence and high performance through opportunities for professional learning and growth. Create and implement methods to collect, analyze and maintain data that measure outcomes and inform targeted interventions and talent management initiatives for the foundation. Assess organizational needs; use a data-driven focus to set priorities for workforce and organizational development aligned to strategic initiatives. Proactively identify new leaders and build opportunities for growth and promotion. Focus on enabling the workforce to elevate performance and achieve improvements prioritized to organizational concerns.
- Diversity, Equity and Inclusion: Assist with the creation and implementation of organizational strategies, policies and processes that reinforce diversity, equity and inclusion in the workplace. Align talent actions with the organization’s commitment to diversity, equity and inclusion. Promote a culture of belonging, empowerment and engagement aimed at building a “One Org” mindset.
- Engagement: Assess and advance employee engagement and satisfaction. Design, lead and develop employee engagement strategies. Work with talent manager to facilitate effective execution of onboarding and offboarding processes in different departments and levels of the foundation.
- Leadership/Team Management: Manage and help lead the people and culture and talent managers, including their work to effectively and efficiently execute the strategies and processes for talent acquisition, compensation and benefits. Ensure that they have clarity about the goals of their roles; provide guidance and support to help them develop and succeed. Set high standards for professionalism, work product and collegiality, and hold them accountable for maintaining them.
- Workforce Planning: Collaborate with organizational leadership to create and implement resource planning models to identify competency, knowledge and talent gaps and develop specific programs to fill those gaps. Collect, effectively and accurately analyze, and maintain data to promote targeted workforce development. Develop, initiate and maintain effective programs for workforce retention, promotion and succession planning.
- Employee Relations: Serve as HR contact for all employees; proactively engage employees to improve working relationships, build morale and increase productivity and retention; communicate openly and frequently, keeping staff informed. Manage and resolve complex employee relations issues; where applicable, conduct effective, thorough and objective investigations. Address any potential workplace issues of harassment and discrimination.
- Policy Development: Conduct research and consistently develop and equitably implement people and culture policies and procedures. In partnership with the chief people and culture officer and other leaders, analyze and report on key performance indicators and trends related to workforce talent in the foundation; use these findings to develop strategies and solutions to priority issues. Ensure that policies and practices are aligned, uniform and equitably implemented across the foundation, including required knowledge, training and policy adherence necessary to support legal, statutory, compliance and other enterprise requirements.
- Committee Support: Facilitate, participate and support staff-led committee meetings as assigned by the chief people and culture officer to help drive DDF’s mission and values.
- Other duties as assigned by the chief people and culture officer.
- Bachelor's degree with demonstrated success of broad organizational development experience across a range of competencies in talent, performance, people, culture management, or equivalent combination of education and experience.
- Knowledge of laws, regulations and better practices affecting HR practices.
- Proven commitment to excellence.
- Excellent analytical skills and high attention to detail and accuracy.
- Exceptional interpersonal and relationship skills. Propensity for active engagement with staff at all levels. Ability to quickly establish and build trusted working relationships with management, staff and vendors; maintain confidences and inspire trust.
- Outstanding coaching, consultative and influencing skills; demonstrated issue resolution skills.
- Ability to listen and learn from diverse perspectives; ability to work collaboratively with others and effectively in teams.
- Ability to take initiative, from idea inception to driving results.
- Strong organization and project management skills.
- Ability to manage multiple assignments simultaneously; strong time management proficiency.
- Strong interpersonal, oral and written communication skills.
- Proficiency in Microsoft Excel, Outlook and PowerPoint.
- Proficiency with people data and analytics as well as talent management systems.
The successful candidate should be:
- Highly motivated by the opportunity to drive impact.
- Energized by helping to define, drive and support the new employer/employee contract and the ways in which DDF can support its people to respond to this dynamic and evolving landscape.
- Profoundly committed to diversity, equity and inclusion as a cornerstone value of effective organizations.
- Strategic, disciplined and ethical.
- Organized, flexible, intelligent and pragmatic.
- Collaborative and a consensus builder.
- Report to the chief people and culture officer and work closely with all staff responsible for executing the people and culture function at the foundation.
- Collaborate with staff responsible for overseeing the legal and compliance, finance and information technology capabilities of DDF.
- Work closely with the deputy executive directors at both Duke Farms and Shangri La, the two centers of the DDF, who have responsibilities for personnel-related matters.
COMPENSATION AND BENEFITS
- Anticipated salary range is $160,000-$200,000, and the final offer will depend on experience.
- Industry-leading benefits.
HOW TO APPLY
Please send cover letter and résumé as one PDF to DDFHR@pbrsearch.com with title format “Last Name First Name – Letter Resume.”
The following values underpin everything we do in pursuit of our mission across the Doris Duke Foundation:
Integrity: We must be honest and ethical in all that we undertake. As a private foundation, we are accountable to the many stakeholders affected by our work.
Excellence: We will insist on the highest standards of performance in fulfilling our mission, will ground our work in best practices and will make decisions based on the best available information.
Openness and Imagination: We will be a listening and learning organization that is responsive to ideas and opinions from a variety of sources. We value imagination and creativity, the ability to think in new ways about the work we do and how we do it.
Collaboration: We value a collaborative and supportive environment in which to advance our mission and objectives. Creating a working environment that promotes trust, honesty and respect within our organization is as important as earning the trust and respect of our colleagues and peers in the fields in which we work.
Diversity, Equity, and Inclusion: We believe in the essential value that a diverse set of perspectives, experiences and abilities brings to the table. Our commitment to the values of diversity, equity, inclusion, and social justice is an ongoing, active engagement reflected in our funding areas, grantees, museums, centers, board and staff. At the core of our work is a dedication to serving and learning from organizations and individuals addressing inequities and working toward a more just, healthy and inclusive society. (Learn more about our commitment to diversity, equity and inclusion, and how we incorporate this value into our work.)
The Doris Duke Foundation is committed to inclusive hiring and dedicated to diversity in its work and workplace culture. We provide equal opportunity for employees and applicants in all aspects of the employment relationship, without regard to race, color, national origin, sex, sexual orientation, gender identity or expression, citizenship, marital status, military or veteran status, disability, age, religion or any other classification protected by law; and we strongly encourage candidates of all identities, experiences, orientations and communities to apply.