About this role
Overview
Location: Onsite in Pittsburgh, PA
Job Type: Full Time/Permanent
Work Authorization: No Sponsorship
The A.C.Coy Company has an immediate need for a Director of People & Culture. The ideal candidate is a strategic, approachable, and trusted leader who is equally comfortable advising executives, coaching managers, and supporting employees. They bring deep human resources expertise, strong business acumen, the ability to provide guidance to a growing organization, and a genuine passion for building an inclusive, people-centered workplace that enables employees and the organization to thrive.
Responsibilities
Strategic Leadership & Organizational Effectiveness
- Partner with executive leadership to develop and implement people strategies that support the mission, values, and organizational goals
- Serve as a trusted advisor on workforce planning, organizational structure, succession planning, and talent development
- Assess organizational needs and recommend strategies that enhance employee engagement, performance, and effectiveness
- Lead change management initiatives and support leaders through periods of organizational growth and transition
Talent Acquisition & Employee Experience
- Oversee the full employee lifecycle, including recruitment, onboarding, performance management, career development, and offboarding
- Develop and implement strategies to attract, engage, and retain high-performing and mission-aligned talent
- Ensure a positive and inclusive employee experience that promotes belonging, collaboration, and employee well-being
- Monitor workforce trends and identify opportunities to strengthen employer brand and talent pipelines
Culture, Learning & Leadership Development
- Champion a people-centered culture that reflects values and commitment to serving diverse communities
- Design and implement learning, leadership development, and professional growth opportunities for employees and managers
- Foster leadership capability through coaching, mentorship, and management development programs
- Lead employee engagement initiatives and regularly assess organizational culture to identify opportunities for improvement
- Create consistent channels for staff to share feedback and ensure it is addressed in a timely manner
Employee Relations & Advisory Services
- Provide expert guidance and coaching to managers and organizational leaders on employee relations, performance management, conflict resolution, and sensitive personnel matters
- Promote fair, consistent, and legally compliant employment practices across the organization
- Support leaders in creating high-performing teams while maintaining a positive and respectful work environment
- Provide respectful, candid feedback to leadership when organizational practices, structures, or communication approaches may be contributing to employee or culture challenges
- Serve as an approachable resource for staff, help departments work more effectively across functions, and reduce silos that can emerge during growth or organizational change
Compliance & Risk Management
- Serve as the organization's subject matter expert on federal, state, and local employment laws and regulations
- Maintain and regularly review HR policies, procedures, and practices to ensure legal compliance and alignment with industry best practices
- Partner with leadership to identify and mitigate organizational and employment-related risks
- Ensure accurate recordkeeping, reporting, and compliance with all applicable employment requirements
Compensation, Benefits & HR Operations
- Oversee compensation planning, benefits administration, HRIS systems, and other HR operations
- Evaluate and recommend competitive and equitable compensation and benefits practices
- Manage relationships with external vendors, consultants, and service providers to ensure operational efficiency and cost-effectiveness
- Utilize data and metrics to assess workforce trends and inform strategic decision-making
Qualifications
Education & Experience
- Bachelor's degree in Human Resources, Organizational Development, Business Administration, or a related field required. Master's degree preferred
- Minimum of 8-10 years of progressive human resources experience, including leadership responsibility
- Experience leading HR functions in a nonprofit, mission-driven, or community-based organization strongly preferred
- SHRM-SCP, SHRM-CP, SPHR, or PHR certification preferred
- Equivalent combinations of education, certification, and relevant experience will be considered