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
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
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
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
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