The Director of People & Culture (DPC) serves as a strategic senior leader responsible for developing and implementing people-centered strategies that support the organization’s mission, values, and operational goals in serving individuals with intellectual and developmental disabilities (I/DD). The DPC leads all aspects of human resources, organizational culture, workforce development, employee engagement, compliance-related personnel practices, and talent management.

This role partners closely with all departments, senior leadership and executive leadership to cultivate a high-performing, inclusive, mission-driven workforce that supports quality outcomes for individuals receiving services under Pennsylvania Chapters 6100, 6400, and 2380 regulations.

The DPC champions a culture of accountability, collaboration, dignity, respect, and continuous improvement while ensuring compliance with applicable labor laws, regulatory requirements, and best practices in nonprofit human services.

Essential Duties & Responsibilities

Strategic Leadership

• Serve as a member of the senior leadership team and contribute to organizational strategy, planning, and decision-making.

• Develop and execute comprehensive people and culture initiatives aligned with the organization’s mission and strategic goals.

• Lead workforce planning efforts to support organizational growth, retention, succession planning, and operational stability.

• Advise leadership on organizational development, employee engagement, change management, and culture-building initiatives.

Human Resources & Talent Management

• Oversee all HR functions including recruitment, onboarding, compensation, benefits, performance management, employee relations, leave administration, and policy development.

• Develop strategies to recruit, retain, and support a qualified workforce in a competitive human services environment.

• Ensure equitable and inclusive hiring and employment practices.

• Monitor staffing trends and turnover metrics and implement retention strategies to improve workforce stability.

Compliance & Regulatory Oversight

• Ensure HR and personnel practices support compliance with Pennsylvania Chapters 6100, 6400, and 2380 regulations.

• Collaborate with program and compliance leadership to support licensing, audits, incident management, training requirements, and corrective action initiatives.

• Maintain compliance with federal, state, and local employment laws and nonprofit regulations.

• Support risk management and workplace investigations as needed.

Culture & Employee Engagement

• Foster a mission-driven, values-based organizational culture that emphasizes respect, inclusion, accountability, and person-centered practices.

• Lead employee engagement initiatives, recognition programs, wellness efforts, and diversity, equity, and inclusion strategies.

• Promote trauma-informed and culturally responsive workplace practices.

Leadership Development & Training

• Oversee employee training and professional development initiatives.

• Support leadership coaching, supervisory development, and succession planning across the organization.

• Ensure training systems align with regulatory and operational requirements for I/DD services.

Operational & Administrative Leadership

• Develop and monitor departmental budgets, goals, and performance metrics.

• Utilize HR data and analytics to support strategic decisions and organizational improvements.

• Ensure HR systems, records, and processes are efficient, confidential, and compliant.

Qualifications

Required Qualifications

• Bachelor's degree in human resources, Organizational Leadership, Business Administration, Public Administration, or related field.

• Minimum of five (5) years of management experience in human services, healthcare, nonprofit administration, or related fields.

• Demonstrated experience working within organizations serving individuals with intellectual and developmental disabilities (I/DD).

• Working knowledge of Pennsylvania Chapters 6100, 6400, and 2380 regulations.

• Strong knowledge of employment law, HR best practices, organizational development, and employee relations.

• Proven leadership, strategic planning, and team development experience.

• Excellent communication, interpersonal, and conflict-resolution skills.

Preferred Qualifications

• Master's degree in human resources, Organizational Development, Public Administration, or related fields.

• SHRM-SCP, SHRM-CP, SPHR, or comparable certification.

• Experience in nonprofit or Medicaid-funded service environments.

• Experience supporting multi-site operations and direct support professional (DSP) workforce initiatives.

Core Competencies

• Strategic Leadership

• Emotional Intelligence

• Cultural Competence

• Regulatory & Compliance Knowledge

• Employee Engagement

• Organizational Development

• Change Management

• Ethical Decision-Making

• Communication & Collaboration

• Problem-Solving & Conflict Resolution

Work Environment & Physical Requirements

• Primarily office-based with regular visits to program and service locations.

• Ability to travel locally as needed.

• Ability to sit, stand, and use office equipment for extended periods.