Director, People and Culture

SUMMARY

The Director of People and Culture is a key leadership role responsible for shaping and driving the organization’s people strategy. This role ensures that Re:wild fosters an inclusive, engaging, collaborative, high-performance, global workplace culture that aligns with its mission and values. The Director will oversee talent acquisition, employee engagement, professional development, performance management, and related initiatives across multiple countries in a 100% remote working environment.

This individual will collaborate closely with leadership and staff at all levels to create and implement policies, programs, and practices that enhance the employee experience, support organizational effectiveness, and drive a thriving workplace culture.

The ideal candidate will be a highly experienced human resources professional with broad knowledge about a comprehensive array of HR topics and a strong commitment to relationship-based work.

RESPONSIBILITIES

Strategic Leadership

• Develop and implement a comprehensive and global People and Culture strategy that aligns with organizational goals and values.
• Serve as a strategic advisor to the executive team on all people-related matters.
• Partner with senior leadership to drive workforce planning, succession planning, and organizational development initiatives.
• Ensure compliance with employment laws and best HR practices while fostering a people-first workplace.

Talent Acquisition & Retention

• Help to design and advise global talent acquisition strategies and processes to attract, hire, and retain top-tier talent.
• Build and maintain a strong employer brand that reflects the organization’s values and mission.
• Develop and oversee onboarding programs to enhance employee integration and engagement.

Employee Engagement & Culture Development

• Lead on internal communications to facilitate the flow of information and engagement.
• Foster a positive, inclusive, and mission-driven organizational culture.
• Lead initiatives to measure and improve employee engagement, satisfaction, and wellbeing.
• Act as a culture champion, ensuring alignment between values, behaviors, and business practices.
• Develop and implement initiatives to build a global workforce and an inclusive workplace.

Compensation and Benefits

• Develop a compensation strategy, including salary structure and employee benefits, to ensure competitiveness and alignment with organizational goals.
• Administer global payroll and benefits administration through multiple PEOs.

Performance Management & Professional Development

• Oversee performance management processes, ensuring they support growth and accountability.
• Design and implement learning and development programs that enhance leadership skills, employee competencies, and career growth opportunities.
• Provide coaching and support to managers and staff to foster professional growth.

HR Operations & Compliance

• Ensure HR policies and procedures are up to date and in compliance with applicable labor laws in a multinational setting.
• Oversee employee relations, conflict resolution, and dispute mediation in a highly distributed and multi-cultural setting, as needed.

COMPETENCIES & QUALIFICATIONS

• Bachelor’s degree in Human Resources, Organizational Development, Business Administration, or a related field. Master’s degree preferred.
• Minimum of 8 years of experience in HR leadership roles, preferably within mission-driven organizations.
• Experience with multinational HR management.
• Proven track record in talent management, culture building, and HR best practices.

SKILLS & ATTRIBUTES

• HR Expertise: Comprehensive knowledge of all aspects of HR functions, including recruitment, employee relations, compensation, and benefits.
• Leadership and Communication Skills: Ability to influence and motivate teams, build strong relationships with employees and stakeholders at all levels.
• Coaching skills: Experience in coaching and developing managers and leaders.
• Strategic Thinking: Capability to develop and implement long-term HR strategies aligned with business goals.
• Analytical Skills: Expertise in analyzing data to identify trends and inform decision-making.
• Legal Knowledge: Understanding of employment laws and regulations to ensure compliance.
• Change Management Skills: Ability to lead organizational changes and manage transitions effectively.
• Service Oriented: Desire to provide excellent customer service, work collaboratively, project a welcoming and helpful approach, and treat others with respect and consideration.
• Adaptability: Ability to work in a dynamic environment with the ability to adapt and respond to shifting priorities, deal effectively under pressure, and exercise flexibility, initiative, and good judgement.