Senior Director, People

ESSENTIAL DUTIES AND RESPONSIBILITIES

• Owns the development of the People function, as a trusted business partner, in alignment with business needs and objectives with focus on exploring opportunities to add value to the org’s People function.
• Implements People Operations strategies that reflect our culture, advance DEIB initiatives, and are fair and equitable, including talent acquisition, hiring, onboarding/offboarding, compensation, benefits, talent management, career development, performance management, health and safety, retention, succession planning, employee relations, and compliance.
• Takes a consultative approach to partnering with the Terawatt Leadership Team and Managers to provide advice and counsel, support decisions, and guide management and employee actions by communicating and enforcing Terawatt’s values.
• Work with the Terawatt Leadership Team to motivate a collective effort in building a culture that reflects the Company’s mission and values and helps employees understand the importance of their contributions.
• Support the organization in honing shared values, attitudes, and practices that contribute to a strong social and psychological environment, guiding the org’s cultural expectations, experiences, and philosophy.
• Keep a pulse on the health of the culture by gathering information to uncover the needs, perspectives, and talents of employees with diverse backgrounds and optimize org performance by effectively aligning individuals’ unique talents, interests, and abilities with the most relevant roles and responsibilities.
• Collaboratively identify development opportunities that include a variety of learning methods (e.g., formal learning, learning from others, and learning from experience), defining measures of successful skill and knowledge acquisition.
• Provide opportunities and secure resources needed to support Leadership and Manager training.
• Support Terawatt leaders in supporting employees and making them feel valued and included in coaching and development discussions and by helping staff build skills to excel, maintaining self-esteem, and empathizing.
• Seek information and opinions about current staff performance as well as long-term development needs, link performance improvement and skill development to relevant org, team, and personal goals, and in partnership with Management diagnose gaps in knowledge, experience, skills, and behavior that underlie current and future performance.
• Guides management and employee actions by researching, developing, writing, and updating policies, processes and guidelines that communicate and and enforce organizational values.
• Drives a culture of continuous feedback by upleveling managers on coaching and providing timely, meaningful performance feedback.
• In partnership with the Terawatt management team, maintain a competitive and equitable compensation strategy, plan, and practices.
• Maintains employee benefits programs, assesses benefit needs and trends, recommends benefit programs to Leadership, and communicates benefit programs with employees.
• In partnership with Legal, ensures legal compliance to federal, state, and local requirements across the People function.
• Responsible for implementing, auditing, and maintaining People software systems to manage core HR programs (ie payroll, benefits, performance management, talent acquisition).
• Develops action plans and measures results to anticipated outcomes for People initiatives and programs.
• Experiments with new ways to seize People opportunities, resulting in unique/differentiated solutions.
• Updates job knowledge by participating in conferences and educational opportunities, reading professional publications, maintaining personal networks, and participating in professional organizations.

SUCCESS CRITERIA

• Building Organizational Talent - Establishes systems and processes to attract, develop, engage, and retain top talent; creates an inclusive and welcoming work environment that fosters diversity where people can realize their full potential, thus allowing the organization to meet current and future business challenges.
• Strategic Direction - Contributes and commits to action on long-term direction with strong point of view and understanding of resources, operational/organizational values, and emerging budgetary, technological, and regulatory conditions.
• Strategic Influence - Creates and executes influence strategies that gain commitment to one’s ideas and persuade key stakeholders to take action that will advance shared interests and business goals.
• Operational Decision Making - Secures and compares information from multiple sources to identify business issues; commits to an action after weighing alternative solutions against important decision criteria.
• Leadership Presence - Demonstrates a poised, credible, and confident demeanor that reassures others and conveys an image that is consistent with the org’s vision and values.

QUALIFICATIONS

• Knowledge, Skills, and Abilities
• In-depth knowledge of labor law and best practices, as well as recent changes and trends in employment practices.
• Strong leadership skills and the ability to demonstrate and lead on values, initiatives, and culture of the organization.
• Operational decision making that involves the appropriate individuals and development of appropriate plan of action from multi-disciplinary perspectives.
• Ability to see the “big picture” without loss of attention to detail.
• Ability to prioritize competing demands and ensure the org is spending time on what’s most important.


• Required Education and Experience 
• Bachelor’s degree or equivalent in Human Resources, Organizational Development, Labor Relations, or Business
• 7+ years of progressive leadership experience in People Operations
• 5+ years of supervisory experience
• Any combination of education, training, and experience that demonstrates the ability to perform role’s duties




• Preferred Education and Experience
• Master’s degree or equivalent in Human Resources, Organizational Development, Labor Relations, or Business
• 10+ years of human resource experience and/or specialized training in employment law, compensation, organizational planning, organization development, employee relations, safety, training, and preventive labor relations
• Professional certification
• Active affiliation with appropriate HR networks and organizations and ongoing community involvement
• Possess ongoing affiliations with leaders in successful companies and organizations that practice effective People Operations Management

WORK ENVIRONMENT

• Terawatt Infrastructure is headquartered in San Francisco, CA. The Senior Director, People is based in San Francisco. This role operates in a typical business environment routinely using a computer and its voice or video call capabilities. 

EMPLOYMENT PRACTICES

• At Terawatt Infrastructure, we value diversity and always treat all employees and job applicants based on merit, qualifications, competence, and talent. We do not discriminate on the basis of or traits historically associated with race; color, religion, religious creed, national origin, ancestry, citizenship, physical or mental disability, medical condition, genetic information, marital status, sex, gender, gender identity, gender expression, age, sexual orientation, veteran and/or military status), domestic violence victim status, political affiliation, and any other status protected by state or federal law.