Chicago Artists Coalition helps people connect with opportunities including calls for artists, jobs, grants, and art advising
People and Culture Director
- Partner with the Executive Director, Artistic Director, and General Manager to plan and execute People and Culture strategy as it relates to organizational culture, staffing, recruitment, and retention.
- Build and nurture a culture of collaboration and open communication.
- Review and propose any necessary changes to People and Culture policies and procedures.
- Analyze and present People and Culture data quantitatively and qualitatively.
- Administer People and Culture programs including, but not limited to disciplinary matters, disputes and investigations, performance and talent management, orientation/on-boarding; productivity, recognition and morale, and training.
- Establish best practices for hiring and talent management and guide team leaders through the hiring practice. Participate in candidate screening and interview processes, as needed.
- Develop and manage programs for staff recruitment and retention that supports institutional goals for anti-racism, equity, inclusion, and accessibility.
- Ensure staff productively participate in performance management.
- Conduct annual analysis of staff demographics and advise leadership on progress towards goals in anti-racism, equity, inclusion and accessibility.
- Develop training initiatives designed to foster the success and retention of staff and enhance company culture.
ANTI-RACISM, EQUITY, INCLUSION, AND ACCESSIBILITY
- Partner with leadership to apply cross-departmental strategies which deepen Lookingglass’ commitment to anti-racism, equity, inclusion, and accessibility and to becoming a holistic anti-racist organization, as reflected in Anti-Racism, Equity, and Inclusion Statement – Lookingglass Theatre Company. (https://lookingglasstheatre.org/aeistatement/).
- Serve on Lookingglass’s Anti-racism, Equity and Inclusion accountability committee, which includes representatives from staff leadership, Board of Directors, Ensemble and staff.
- Recruit facilitators and assemble resources for on-going anti-racism training.
- Support and shepherd staff affinity and learning spaces.
- Review, edit, and maintain employee resources including annual review of Employee Handbook.
- Serve as a direct point of contact for employees in connection with staff complaints, reasonable accommodation requests, and other staff-related matters.
- Oversee employee disciplinary meetings and investigations and partner with staff leadership, Board leadership and legal counsel, as necessary.
- Confer with pro-bono employment counsel on employment-related personnel issues,
- Serve on staff Health and Safety / COVID compliance committee.
- In partnership with General Manager,
- Administer payroll, benefits, leave, and workers’ comp administration.
- Monitor the organization’s compliance with federal, state, and local employment laws and regulations and propose any necessary modifications to maintain compliance.
- Advise leadership on the implications and potential risks related to key human resource issues and important strategic decisions.
- Coordinate and implement policies and initiatives to support the organization’s human resource compliance needs.
Successful candidates will have
- Experience implementing human resource practices on an organizational scale with joy and care.
- Experience advocating for and activating inclusion, equity, and access in a professional setting.
- Outstanding communication and project management skills with particular attention to detail.
- An empathetic and flexible approach to negotiation and problem-solving.
- Sensitivity and discretion when addressing personnel matters.
- Ability to hold the big and small picture simultaneously.
- Understanding of learning practices and application in staff development.
- Knowledge of employment-related laws and regulations.
- Comfort with adopting a growth mindset within a nonprofit setting.