Allied Media Projects is Director of People and Culture - Remote
Allied Media Projects (AMP), created approximately 20 years ago, cultivates media for liberation. Rooted in Detroit and connected globally, AMP is a network of media makers, artists, educators, and technologists working for social justice. Through its programs, AMP envisions and attempts to model a world in which we cultivate care and joy, dismantle harmful systems, and assume responsibility for creating new and liberatory ways of being.
AMP's current programs include:
The Sponsored Projects Program which provides fiscal sponsorship, training and capacity building to over 140 projects aligned with AMP's mission ;
The Allied Media Conference, a convening of AMP's vast network where participants celebrate, strategize and skillshare;
AMP Seeds which disseminates the skills, ideas and media of the AMP network to the wider world.
Human Resources @ AMP
Allied Media Projects is committed to fostering a healthy, exciting workplace environment in which talented humans combine forces to accomplish incredible things. Our HR department works to ensure that AMP and its network of fiscally sponsored projects have the multi-talented humans we need to grow and evolve our work, and that these humans are well cared for. We strive to make HR more humane, equitable, and transformative. AMP currently has 30 core organization staff and an additional 50+ staff via our fiscally sponsored projects.
AMP's Director of People and Culture closely collaborates with the AMP Co-Executive Directors and leadership to develop and implement innovative approaches that cultivate equity, engagement, integration, and shared responsibility with staff across the organization. This position provides comprehensive oversight, planning, and management of all human resources functions at AMP in a way that expresses AMP's values, and aligns with AMP vision and strategies, while attracting and retaining a diverse team. The Director of P&C will reimagine and shape the role of human resources to build a thriving and sustainable culture rooted in liberatory values.
Organizational Policy & Culture Development
Collaborate with AMP's Co-Executive Directors and senior leadership to understand the organization's vision, values, goals, and strategy.
Develop human resources strategies for AMP that help achieve its strategic mission, budgetary, and programmatic goals.
Build out and lead a department that will support AMP's future growth in Learning and Development, Talent Management, Culture, Engagement, and Leadership Development
Lead the design and implementation of activities that promote healthy organizational culture while supporting the organization's compliance and strategy needs.
Work closely with AMP's Co-Executive Directors on the development and implementation of organizational policy.
Develop and ensure that employment policies and practices promote diversity, equity, inclusion, and belonging which meet or exceed best practices in the field.
Lead and develop human resource programs including, but not limited to, compensation, benefits, and leave; disciplinary matters; disputes and investigations; performance and talent management; productivity, recognition, and morale; occupational health and safety; and training and development.
Hiring, Recruiting and Development of Staff
Identify staffing and recruiting needs; direct the development and execution of best practices for hiring, onboarding, and talent management for all staff and contracted labor.
Build and support the execution of talent planning within the organization, focusing on critical roles, and reinforcing follow-up on development plans and actions.
Create and direct policies and programs to support staff and leadership development, such as professional development requests, annual development planning, and management development programming.
Develop and implement employee engagement strategies and culture change initiatives in partnership with the Co-Executive Directors and leadership team.
Identify organizational development needs and ensure these are addressed to help our managers and teams grow.
Oversee all staff-related internal investigations in concert with legal counsel, as needed.
Review and update information systems to ensure compliance with all legal and regulatory requirements and to integrate effectively with other organizational systems.
Develop and manage a system for receiving and resolving staff concerns or grievances.
In partnership with legal counsel and the Co-Executive Directors, lead staff through effective staff relations concerning personnel policies and employment laws.
Maintain knowledge of trends, best practices, regulatory changes, and new technologies in human resources, talent management, and employment law; apply this knowledge to communicate changes in policy, practice, and resources to management.
Monitor and ensure the organization's compliance with federal, state, and local employment laws and regulations.
Stay aware of organizational trends, including analysis and reporting on HRIS metrics and employee survey data.
Receive ongoing training, mentorship, and professional development.
Stay abreast of emerging best practices in nonprofit HR management.
Fiscal Sponsorship Services
Develop and oversee HR services for the Sponsored Projects Program (SPP) in partnership with the Director of the Sponsored Projects Program.
Develop and implement HR training and resources for leadership of fiscally sponsored projects.
Lead the vision and work direction for the HR Manager and HR Coordinator, identifying and recruiting other staff needs for the department.
Facilitate professional development, training, and certification activities for HR staff.
Cultivate positive, supportive, and values-aligned team culture.
Supervise and support the Human Resources team via 1:1 meetings, professional development, accountability and evaluation processes, and adherence to the AMP Employee Handbook.
Set team meeting cadence and activities for team culture building, program visioning and planning, and learning/training.
Assess and make team structure recommendations in collaboration with the Co-Executive Directors.
Bachelor's degree in Human Resources, Business Administration, or related field required; Master's degree preferred.
At least five (5) years of human resource management experience required.
SHRM or PHR certification is highly preferred.
Nonprofit experience preferred.
Excellent verbal and written communication, supervisory and leadership, interpersonal/relationship and analytical and problem-solving skills.
Ability to think systemically and strategically.
Ability to plan and execute complex projects and meet project deadlines.
Capacity to understand the unique characteristics and needs of the organization and employees and adapt to meet these needs.
Ability to prioritize tasks and to delegate them appropriately.
Thorough knowledge of employment-related laws and regulations.
Proficiency with Google Suite, Microsoft Office Suite, or related software.
Proficiency with or the ability to quickly learn the organization's HRIS and talent management systems.
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