People & Culture Director

People & Culture Director

Multnomah County - N/A, OR 97206

Overview

Position Type Full Time Category Human Resources

Description

Rate of Pay : $112,200 Annually + quarterly bonus eligibility

Shift : Monday-Friday 9am-5:30pm

Eligible Benefits

• 11 Paid Holidays
• 5 Additional Paid Days: 3 Self-Care, 1 Birthday, 1 Personal Holiday
• Generous PTO policy and Sabbatical
• Employer Paid Medical, Life Insurance, Short Term Disability and Employee Assistance Program
• Voluntary Dental, Vision, FSA, Long Term Disability, Critical Illness, Accident Coverage, Hospital Indemnity and Pet Insurance
• 5% Retirement Match with no waiting period
• Quarterly & bonus program
• Annual professional development allotment
• Mileage reimbursement at federal rate for work related travel
• Inclusive workplace culture
• Bilingual wage differential

Job Summary

This full-time People & Culture Director serves as the senior leader responsible for providing strategic and operational oversight of the HR function across the organization. This role ensures that HR systems, practices, and policies effectively support organizational goals, legal compliance, workforce engagement, and a healthy, equitable, and inclusive workplace culture. The People & Culture Director provides leadership through the planning, development, implementation, and evaluation of HR strategies and people-centered initiatives that strengthen organizational performance, reduce risk, and support talent attraction, retention, development, and employee well-being. This role oversees key HR service areas including talent acquisition, compensation, benefits, culture and engagement, workforce inclusion initiatives, compliance, employee relations, leave administration, and HRIS/data systems. The People & Culture Director partners closely with organizational leadership, staff, external partners, and community stakeholders to cultivate an inclusive and mission-driven workplace culture that values belonging, accountability, collaboration, and continuous learning, while aligning HR practices with BTC's mission and strategic priorities.

Essential Job Duties and Responsibilities

Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions.

• Exercise independent HR judgment in overseeing organization-wide HR operations, guiding leaders through complex employee relations issues, high-risk personnel matters, and sensitive organizational challenges. Establish HR priorities and standards that promote consistency, legal compliance, and high-quality HR service delivery, and serve as the senior HR authority for escalated or high-impact matters, elevating issues to the CEO and/or legal team when broader organizational, legal, or strategic decisions are required.
• Ensure organizational compliance with all applicable employment laws and regulations (including FMLA, OFLA, ADA, ERISA, COBRA, EEO reporting, and Workers' Compensation).
• Maintain and update HR policies, procedures, operational manuals, and the employee handbook; conduct periodic job analyses and ensure job descriptions remain accurate and legally aligned.
• Lead annual benefits strategy, vendor negotiations, and plan design.
• Oversee compensation practices, ensuring internal equity, market competitiveness, and adherence to pay guidelines; develop and administer compensation plans and provide executive recommendations on compensation decisions.
• Strengthen recruitment, hiring, and onboarding processes to enhance engagement, retention, and workforce diversity. Partner with leadership to identify staffing needs, improve workforce planning, and develop sustainable employment lifecycle practices.
• Drive organizational culture initiatives aligned with BTC's mission and values.
• Evaluate and enhance HR systems, policies, and practices to support fair, consistent, and inclusive employment experiences across the workforce.
• Lead initiatives that strengthen organizational culture, employee engagement, and workforce inclusion through transparent communication, leadership development, and people-centered HR practices.
• Partner with leadership to assess workforce trends, employee feedback, and organizational practices to support a respectful, inclusive, and equitable workplace environment that promotes retention and organizational effectiveness.
• Provide strategic leadership by aligning departmental priorities, initiatives, and workflows with organizational goals, mission, and long-term objectives.
• Evaluate and manage organizational HR risk. Oversee complex employee-relations matters including leader coaching, conflict resolution, mediation, investigations, progressive discipline, legal consultation, and separations to ensure fairness, compliance, and organizational protection.
• Partner with executives to align workforce strategy with organizational goals.
• Oversee financial and resource stewardship in areas of oversight, ensuring responsible budget planning, operational efficiency, and sustainable decision-making.
• Identify, assess, and proactively mitigate organizational risks including financial, compliance, reputational and workforce, to promote safe, effective, and sustainable operations.
• Lead, develop, and support senior leaders through coaching, accountability and fostering inclusive and high-performing organizational culture.
• Represent the organization with professionalism in interactions with the Board, funders, regulators and community partners, strengthening strategic relationships and advancing organizational priorities.
• Champion organizational change by providing clear, transparent communication, leading teams through transitions, and ensuring cross-department collaboration and alignment in the implementation of new processes and strategic initiatives.
• Adhere to organizational policies and procedures, confidentiality regulations, and all applicable federal and state behavioral health standards.

Experience, Knowledge, Skills and Abilities

The following are the minimum levels required to successfully perform the Essential Job Duties and Responsibilities.

• Minimum 5 years of strategic HR experience, required
• SPHR or SHRM-SCP certification, strongly preferred
• Master's degree in Human Resources or related field, or Bachelor's and equivalent experience, required
• State ORCHARDS BCU background check clearance, required
• Nonprofit and/or behavioral health industry experience, strongly preferred
• Advanced knowledge of federal, state, and local employment laws, along with the ability to interpret and apply statutes, regulations, guidelines, and organizational policies to real-world workplace scenarios
• Valid driver's license, personal vehicle with active registration and liability insurance and acceptable driving record in accordance with Bridge's to Change's auto liability policy requirements, required
• Computer literacy; proficient ability with Microsoft applications including Excel and PowerPoint, required
• Strong analytical, problem-solving, and critical-thinking skills, with the ability to interpret employment laws and advise leaders on complex employee relations and compliance matters
• Demonstrated experience conducting thorough workplace investigations, preparing clear findings, mitigating risk, and guiding leadership on policy application and corrective actions
• Advanced knowledge of federal, state, and local employment laws and HR best practices, with the ability to apply them effectively to a wide range of workplace situations.
• Exceptional written and verbal communication skills, with the ability to convey complex information clearly, professionally, and appropriately for diverse audiences
• Strong coaching, conflict-resolution, and relationship-building abilities, establishing credibility with leaders and staff while supporting performance improvement and organizational change
• High level of discretion and professional judgment in handling sensitive employee information, medical data, investigations, and organizational issues
• Excellent organizational and time-management skills, with the ability to manage multiple priorities, adapt to shifting needs, and perform effectively in a fast-paced environment
• Ability to work independently on complex tasks while contributing effectively to a collaborative, service-oriented HR team and partnering cross-departmentally to support organizational goals
• Capacity to maintain accuracy and focus while completing detailed HR tasks, including documentation, compliance reporting, data entry, and leave administration
• Demonstrated success working effectively with individuals from diverse backgrounds and contributing to an inclusive, respectful, and culturally responsive workplace environment
• Ability to communicate professionally and empathetically with staff, applicants, vendors, and regulatory partners while providing high-quality customer service

Working Conditions

Environment and Physical Requirements: This position works in a hybrid environment, which may include remote work and/or work performed in a standard office setting. Occasional travel to BTC program sites or administrative locations may be required. When visiting BTC site locations, the position may encounter typical indoor and outdoor conditions, including exposure to varying weather. Work involves frequent computer use, extended periods of sitting, and routine administrative tasks. The position also involves regular interaction with staff, contractors, funders, government agencies, and other stakeholders, whether in person or through virtual platforms. The employee must be able to lift, push, pull, and move files, office supplies, and equipment up to 15 pounds. The role requires intermittent standing, walking, bending, and movement throughout the workday.

Emotional and Cognitive Demands: This role requires