Managing Director of Talent and Organizational Culture

The Position

Do you have the vision and skills to build effective teams and a work culture that reflects the compassion and shared values of the harm reduction community? We recognize that one of the keys to our success as an organization is a strong, cohesive, and inclusive team that works through shared values to achieve our mission and goal of dismantling institutional racism and workplace inequities.  

As a member of National Harm Reduction Coalition’s new executive leadership team, the Managing Director of Talent and Organizational Culture (MDTOC) is responsible for leading the vision, strategy, development, and execution of organizational effectiveness, talent, and culture management programs aimed at advancing the mission and achieving our North Star. NHRC aims to implement a replicable model of conflict resolution to be used both internally and offered to partners and community stakeholders through our capacity building services programs. 

 

The MDTOC will partner with the organization’s leadership team, staff, and key stakeholders to ensure the development and advancement of an empowered, inclusive, values-driven workplace culture, and actively plan for, address, and forecast future talent and culture needs, inclusive of change management. Overall, the MDTOC will offer timely, forward-thinking counsel on all issues related to talent and organizational culture. This includes strategies that improve the communication and collaboration between management and employees and ensuring our workforce is reflective of our communities and the divergent populations we serve.

Organization Description

The National Harm Reduction Coalition is an advocacy and capacity-building organization that promotes the health and dignity of individuals and communities who are affected by drug use and structural violence. As a national organization we advance harm reduction policy and practice through six core programs:

  1. harm reduction policy and advocacy
  2. harm reduction resources including in-person and virtual trainings, self-paced online learning modules, publications, and maps to locate syringe service and naloxone programs
  3. national and regional convenings
  4. grantmaking
  5. fiscal sponsorship
  6. technical assistance on overdose prevention education, hepatitis C prevention and treatment, syringe access expansion, and the US opioid crisis

Our programs center racial equity as guided by our North Star: the National Harm Reduction Coalition creates spaces and dialogue that help heal the harms of racialized drug policies.

Responsibilities

Organizational Effectiveness

  • Provides human capital management leadership to critical cross-team initiatives related to organizational effectiveness and change management.
  • Catalyzes organizational performance through leadership – linking strategy to structure, building transformational change approaches and facilitating complex organizational issues.
  • Leads the organization’s employee engagement and retention initiatives to increase organizational, programmatic, and individual performance - all designed to reinforce a “People First” culture.
  • Influences organizational decision-making with the use of relevant, value-added metrics. Analyzes and reports on metrics in a manner that aligns with and supports the organization's strategic and short-term and long-term business objectives. 
  • Supervise and provide thought partnership to the Interim Director of Operations around efforts to improve and align Operations and HR systems. 

 

Leadership and Talent Management

  • Oversees, develops, and executes talent acquisition and retention strategies, including directing the design and implementation of the organization-wide programs for recruitment and retention plans, candidate identification and selection methods, and diversity and inclusion strategies and measurements.
  • Develops and implements strategy and initiatives that enable all employees to engage and align to the mission, vision and strategy; helps articulate and develop new behaviors and ways of working that are required to deliver the organizational priorities.
  • Designs and implements integrated talent management solutions including, executive coaching, professional development planning, comprehensive talent reviews, succession planning, and leadership development. 
  • Builds a comprehensive diversity and inclusion strategy and builds diversity and inclusion as a capability throughout leadership and in the organization. 
  • Drive org culture transformation and employee engagement through educating and managing key stakeholders including, NHRC staff, executive leadership, Board of Directors, HR peers, and leaders in the broader harm reduction community.
  • Implement best practices, leverage analytics and digital solutions to drive strategies for retention, culture change, and other relevant factors impacting employee engagement and satisfaction.

Workplace Culture Management

  • Develops, directs and monitors strategies aimed at maintaining a healthy workplace culture including strategies, programs, and initiatives related to employee communications, engagement, and relations across and inclusive of all of the NHRC programs and offices. 
  • Proactively drives effective employee communications in partnership with the leadership team. 
  • Proactively and effectively addresses components of workplace culture that impede organizational and individual effectiveness in a manner consistent with our shared values.
  • Leads a cultural transformation with a systematic understanding of how cultural changes are embedded across all levels and departments of the organization. 
  • Identifies and recommends opportunities to improve and align supporting systems; creates and implements an integrated approach to talent and culture management. 

Qualifications

The responsibilities for this position are broad as is the agenda for cultural transformation at NHRC.  Shifting to an organizational culture that embodies shared values requires a leader who is a highly effective, influential change agent and a high impact, compassionate, emotionally intelligent professional.

  • Minimum 7-10 years of experience in Human Resources, Organizational Development, Business Administration, or other similar areas is required at a senior leadership level.
  • Ten years or more of relevant work experience with an emphasis on employee engagement, employee experience, organizational effectiveness, or other related HR disciplines.
  • Demonstrated experience in implementing or facilitating Restorative Justice as a means to prevent and de-escalate conflict. 
  • Demonstrated experience with organization-wide initiatives and ability to work effectively in an environment of change.
  • Strong analytical capabilities with experience in mining, organizing, and interpreting human capital and organization data and information to support the development and implementation of talent engagement and retention strategies.
  • Excellent interpersonal skills and a collaborative management style.
  • Must have proven ability to conceptualize, lead, implement, and monitor broad human resources related programs and initiatives in the context of broader business and organizational objectives.
  • Requires well-developed and highly effective listening, communication, presentation skills, including the ability to receive, process and present both strategic and tactical information to diverse audiences while maintaining effective, collaborative relationships with all stakeholders including members of the Board of Directors, outside organizations, vendors, business leaders, management and staff.

 

Application Deadline: January 20, 2022

Travel

Position requires light travel (less than 14 days per year)

Location

Remote [Full Time/Flexible]

Salary

 NHRC offers a competitive salary commensurate with experience in a similar position with the potential for an annual performance-based bonus. The salary range for this position is $113,300 - $150,000. New hires are typically brought into the organization at a salary between the range minimum and the salary range midpoint depending on qualifications, internal equity, and the budgeted amount for the role.