Director of People and Culture

Since 2003, The Opportunity Network (OppNet) has been committed to providing students, regardless of background, with the resources and connections necessary to achieve their college and career goals. OppNet's founding Fellows program supports 1,000 New York City students each year, from the summer after tenth grade through college graduation, with a 98% graduation rate within six years. About 93% of Fellows are first-generation college students, and 91% secure meaningful employment or graduate school admission within six months of graduating. OppNet extends this impact nationally through its Career Fluency® Partnerships program, which strengthens workforce and college readiness for 100,000 students across 20 cities, and through Opportunity Ignited, which helps employers improve talent pipelines and workplace environments and has trained more than 350 staff at 22 partner firms in its first five years. The Opportunity This is a rare opportunity to lead the people function at a moment when the right leader will shape what comes next. OppNet is entering a new chapter: a new CEO is expected to join in early 2027. The Director of People and Culture will step in at a time when people leadership has immediate, visible impact, helping to welcome and integrate a new CEO, guiding staff through change, and building the practices and culture that will carry OppNet forward. Throughout this transition, OppNet remains focused on doing its core work exceptionally well, and the Director will be central to making that possible. OppNet aims to practice internally what it advocates for externally: to be the kind of workplace it hopes its young people will one day join. That commitment shows up in an asset-based approach to people leadership that starts from employees' strengths and keeps their individual needs at the center of every policy and decision. Key Responsibilities Change Management & Organizational Transition (20%) Partner with the Senior Director of Strategic Initiatives & Impact and the leadership team to plan and implement the people-related aspects of organizational change, including the onboarding and integration of the incoming CEO Develop and carry out change management plans, supporting clear, timely, and transparent communication with staff about organizational shifts Serve as a trusted resource for staff during transition, surfacing concerns, monitoring morale and engagement, and recommending responses to leadership Equip managers with the tools and coaching needed to lead their teams through change Adapt people policies, practices, and structures as organizational priorities evolve, with attention to sustainability and available resources HR Operations, Compliance & Systems (20%) Ensure compliance with all applicable federal, state, and local employment laws and regulations Oversee benefits administration and leave management, and help staff understand and make full use of OppNet's benefits Partner with Finance on payroll and manage the People and Culture budget, including cost tracking, forecasting, and annual budgeting Maintain and update the employee handbook and people policies Manage and strengthen OppNet's people systems, including the HRIS (ADP Workforce Now) and applicant tracking system In partnership with the Senior Director of Strategic Initiatives & Impact, maintain OppNet's compensation approach and recommend adjustments to ensure pay is competitive, fair, and equitable Talent, Performance & Development (20%) Manage the full employee lifecycle, including recruitment, onboarding, performance management, retention, and offboarding Lead structured, equitable hiring processes in partnership with hiring managers, aligned with the core competencies for each role Design orientation and onboarding experiences that work well for a remote and hybrid workforce Support managers in using performance management systems to create strong individual development plans, and identify professional development opportunities responsive to individual and organizational needs In time, and in partnership with leadership, spearhead the creation and implementation of a learning and development program to support professional development across the organization Conduct exit interviews and use retention and exit data to inform improvements Culture, Engagement & Team Leadership (25%) Design and administer staff engagement and culture surveys, analyze results, and create opportunities for staff and teams to process findings and set priorities Manage employee relations, ensuring staff concerns are addressed promptly, fairly, and confidentially Coach and advise managers and leaders on HR best practices and effective management Facilitate learning and dialogue around inclusion, psychological safety, and leadership accountability Supervise, coach, and develop the Senior Coordinator of People and Culture Organizational Learning, Development, and Program Reflection (15%) Participate in organization-wide learning sessions, working groups, and optional affinity groups. Shape and attend All-Hands meetings (~monthly) and State of OppNet meetings (~quarterly), and shape and attend weekly team meetings, periodic team retreats, and annual institution-wide retreats. Qualifications Eight or more years of progressive experience in HR, people operations, or organizational development, including at least three years leading an HR function managing people or comparable scope and ownership, even without the formal title A track record of guiding organizations through change, such as leadership transitions or fluctuations in resources, ideally in a mission-driven or nonprofit setting Broad HR generalist expertise and an enthusiasm for hands-on work across all areas of the function, including benefits administration, payroll, employee relations, and compliance Strong knowledge of employment law and HR compliance, including New York State and City requirements Previous experience managing workforces across multiple states of residence Exceptional interpersonal, facilitation, and conflict-resolution skills, with a demonstrated ability to build trust and influence across all levels of an organization Experience building effective talent systems, including recruitment, onboarding, professional development, and performance management A strength for developing HR processes and tools that improve efficiency, transparency, and accountability An asset-based, employee-centered approach to people leadership Experience fostering connection and belonging within a remote or distributed workforce Sound judgment, discretion, and integrity in handling sensitive and confidential information Experience with an HRIS (ADP Workforce Now preferred) Position Specifications This is a full-time, exempt position. The role is fully remote, open to candidates living in the Northeast United States, with periodic travel to New York City for retreats and key meetings. Team members can anticipate traveling no more than four times per year. OppNet employees are expected to be available during core work hours of approximately 11am to 3pm Eastern, Monday through Friday, with the ability to work with a supervisor to round out weekly full-time hours flexibly. Employees, including new hires, must be fully vaccinated against COVID-19, unless an exemption has been approved. Compensation & Benefits Medical, dental, and vision insurance, supplemented by an HRA Flexible Spending Account Paid family leave (up to 100% coverage for twelve weeks) Life insurance 403(b) retirement plan for full-time employees Generous paid time off, including four weeks of vacation, winter break, wellness time, and holidays EQUAL OPPORTUNITY STATEMENT The Opportunity Network is an Equal Opportunity Employer, and we encourage applications from those with diverse backgrounds and lived experiences that reflect the communities we serve. The Opportunity Network provides equal employment opportunities to all employees and applicants for employment and prohibits discrimination and harassment of any type without regard to race, color, religion, age, sex, national origin, disability status, genetics, protected veteran status, sexual orientation, gender identity or expression, or any other characteristic protected by federal, state or local laws. #J-18808-Ljbffr