Overview

The Crohn’s & Colitis Foundation is a non-profit, volunteer-fueled organization whose mission is to cure Crohn’s disease and ulcerative colitis and improve the quality of life for the children and adults affected by these diseases. Our work is dramatically accelerating the research process through our varied research initiatives; we also provide extensive educational and support resources for patients and their families, medical professionals, and the public. In addition, we lead federal and state-based advocacy campaigns to support medical research funding and improve patient access to care. The Foundation’s core values of compassion, integrity, leadership, collaboration, and inclusion inspire and drive every member of our highly performing team.

 

Position Summary:

The Head of People and Culture ensures that the Foundation’s talent acquisition, development, and retention initiatives align with our strategic plan. They lead the Foundation’s efforts to recruit, retain and develop our greatest asset, our people.

The Head of People and Culture will collaborate with senior leadership to promote a culture of high performance and continuous improvement that values a commitment to quality, collaboration, transparency, and customer service.

They will continuously assess our current people strategies, priorities, systems, and processes. Working with senior leadership, the Head of People and Culture will put in place the infrastructure needed to efficiently and regularly report progress against our goals to all our constituents.  

This role is directly responsible for HR policies and processes including employee relations, benefits, talent acquisition, DEI, analytics and reporting, onboarding, performance management, training and development. The Head of People and Culture will lead important change processes and implement HR best practices, including dashboards and metrics for organizational key results. 

This exempt position, based in our NYC office, reports to the Chief Operating Officer (COO), manages an HR team of seven and partners with leaders and departments across the Foundation. Currently the majority of our staff is expected in the office two days each week and works remotely the remaining three days.

 

Essential Functions & Responsibilities:

HR Leadership:

  • Partner with the Foundation’s leadership in developing goals, objectives, and systems focused on our People and Culture. Ensure People initiatives are aligned with the needs of the organization and support our mission and values.
  • Create a collaborative environment where leadership is encouraged to play a key role in supporting employee engagement and the overall employee experience.
  • Collaborate with other teams and external partners to collect, access, deliver and leverage key people data for data driven decision making.
  • Plan, organize, and run all HR processes and operations as leader of the HR department.
  • Recommend new approaches, policies, and procedures to ensure continual improvement in both the process and impact of People initiatives and function overall.
  • Establish credibility with all employees as an effective listener and problem solver. Act as a trusted advisor to senior leaders.
  • Implement appropriate policies and programs for effective People management including programs for employee relations, sexual harassment, employee complaints, external education, Diversity, Equity & Inclusion, and career development.
  • Ensure compliance with all federal, state, and local employment laws across the country. Serve as the internal resource on all employment laws, regulations and trends. Leverage our relationships with external employment experts as needed.
  • Stay abreast of the trends in HR practices and partner with colleagues to anticipate any impact and opportunities for the Foundation.
  • Drive DEI initiatives throughout the organization.
  • Help design and administer an organization-wide mentorship program.
  • Regularly connect with leaders and employees throughout the year via calls, as well as in-person and virtual visits to learn the organization, know its people, and provide HR support to key departments, managers, and functions.
  • Together with the COO serve as staff liaison to the National Board’s Compensation & Benefits Committee.
  • Provide additional support to CEO and Board as required.

HR Operations:

Ensure quality HR programs and services are delivered to all constituencies according to best market practice and our internal standards. Examples include:

  • Policies and procedures that have both national and local focus and are updated and communicated regularly.
  • Lead the employee benefits function including year-round administration, annual renewals, leave management, onboarding and offboarding, and retirement, working closely with our benefits broker and other providers and resources.
  • Manage the annual performance and salary review process and other core compensation programs.
  • Use existing compensation tools to attract and retain talent. Review data and market trends to make sure our knowledge is applied consistently and is updated.
  • Review HRIS platform and leverage it to maintain HR records and reports, improve current workflows, respond to employee and manager questions, develop any available employee self-service capabilities.
  • Collaborate with other teams and external partners to collect, access, deliver and leverage key people data for data driven decision making.

Team Leadership:

  • Act as a coach and mentor to HR team, creating opportunities for increased visibility, skills development, and career growth.
  • Ensure that the HR team has clear goals and deliverables aligned with the Foundation’s expectations and strategic plan goals.
  • Continuously evaluate HR team structure and competencies to ensure alignment with current and future organizational needs.
  • Be an advocate for the HR team and its work throughout the organization.
  • Communicate transparently to Foundation leaders and staff.

 

Position Competencies:

  • Analytical Thinking
  • Applied Learning
  • Collaboration
  • Communication
  • Conflict Management
  • Customer Service
  • Developing Teams
  • Empathy
  • Executive Tasks
  • Follow-up
  • Guide & Develop Staff
  • Influence
  • Innovation
  • Process Management
  • Relationship Building
  • Risk Taking
  • Strategic Focus
  • Time Management
  • Understanding Others
  • Visionary Leadership

Qualifications:

  • 10+ years of Human Resources experience including at least five (5) in leadership roles.
  • Track record of building and implementing effective processes using best-in-class change management approaches.
  • Ability to effectively communicate in writing, one-on-one and in groups to all levels of the organization.
  • Strong relationship builder across all levels of an organization as well as with external partners.
  • Strong understanding of employee relations in a multi-state environment.
  • Demonstrated ability to spot trends and create cross-organization solutions.
  • Comfortable with being hands-on and also knowing when to step back and let others step in.
  • Recent experience with talent acquisition, development and retention.
  • BA/BS Degree or equivalent combination of education and experience required.
  • SHRM Certifications helpful.

 

Note: CROHN’S & COLITIS FOUNDATION RESERVES THE RIGHT TO ADD, DELETE, CHANGE OR MODIFY THE JOB DUTIES

 

Subject to state and local law and any legally required accommodations, the Crohn’s & Colitis Foundation requires that all employees be fully vaccinated prior to the date of hire.

 

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