The Director for People is an integral member of the SoftWriters People team and will play a crucial role in shaping the organization’s culture and ensuring that SoftWriters maintains healthy employee engagement and will lead strategic and tactical projects and people operations work streams. The director will lead various HR projects focused on enhancing the employee experience while optimizing HR process workflows. The Director of People will provide leadership and coaching support to 1-2 direct reports and report to the Vice President of People.
Lead and oversee all aspects of HR operations aligned with the employee life cycle; Partners with key internal stakeholders to deploy and maintain efficient HR systems and processes that support organizational needs.
Deploy and manage change initiatives to support organizational growth and transformation.
Effectively navigates employee relations by providing timely guidance and support to people leaders and employees.
Provide leadership support and strategic direction for the full-cycle talent acquisition and new-hire onboarding process in collaboration with the TA recruiter/consultant and people leaders.
Experience leading small and large-scale projects applying effective and efficient project management methodology (i.e., agile, lean, six sigma or scrum)
Develop and implement needs-based career and learning development programs leveraging a mix of learning tools and resources; Serves as coach and facilitator to ensure growth, development, advancement, and succession.
Drive organizational excellence through implementation of effective people leadership in collaboration with Leadership Team and VP of People; Identifies and implements continuous improvement strategies to support the SoftWriters business strategy; Stays abreast of industry trends and best practices and leverages innovation and excellence within the People function.
Deploy an effective performance management process with clear communications, milestones, education and training for people leaders and individual contributors.
Maintains vendor relations for People Team vendors.
Monitors and analyzes People metrics and analytics to drive data-driven decision making.
Support and drive a healthy, safe, inclusive, equitable and highly engaged work culture.
Demonstrates a strong moral-compass, critical thinking, and a demonstrated ability to maintain confidentiality.
Drives DEI initiatives to create a welcome, supportive, and respectful employee culture.
Ensures the company complies with all federal, state, and local employment regulations.
Supports enterprise risk management.
Other duties as assigned.
Minimum Qualifications:
BA or BS in Business, Human Resources, Psychology, or related field.
5-10 years of previous experience in the Human Resources field required.
5 years’ previous experience as a HR Business Partner.
5 years' previous people leadership experience.
Preferred Qualifications:
Master’s degree preferred.
5+ years of technology industry, preferred.
Prior experience in pharmacy or healthcare industry preferred.
SHRM-CP or SHRM-SPC Certification.
Skills and Competencies:
Possesses business acumen.
Demonstrates a high level of integrity, inclusive leadership and professional maturity.
Demonstrates proficiencies with a variety of software including, MS Office Suite, Google Docs, ATS and HCM Systems.
Collaborator and relationship builder.
Demonstrates critical thinking and problem-solving.
Drives results while maintaining decision quality.
Demonstrates self-awareness and situational adaptability.
Works efficiently and optimizes work processes.
Manages ambiguity and complexity.
Equal Opportunity Employer/Protected Veterans/Individuals with Disabilities The contractor will not discharge or in any other manner discriminate against employees or applicants because they have inquired about, discussed, or disclosed their own pay or the pay of another employee or applicant. However, employees who have access to the compensation information of other employees or applicants as a part of their essential job functions cannot disclose the pay of other employees or applicants to individuals who do not otherwise have access to compensation information, unless the disclosure is (a) in response to a formal complaint or charge, (b) in furtherance of an investigation, proceeding, hearing, or action, including an investigation conducted by the employer, or (c) consistent with the contractor’s legal duty to furnish information. 41 CFR 60-1.35(c)
