Director of People and Culture

Title: Director of People and Culture
Reports to: CEO
Location: Children’s Institute, downtown Portland, Primarily CI Office, or Remote Work
based on Office Open/Closed Status
Type: Full-time/exempt
Salary: $122,500, based on Children’s Institute compensation plan.

Closing: Applications must be received by 5 p.m. on October 11, 2023.

To Apply: Please email resume and cover letter to with “Director of People and Culture” in the subject line.

Persons of color and members of other underrepresented groups are strongly encouraged to apply. Please contact CFO/COO, Carole Shellhart, at with any accommodation requests.

At Children’s Institute (CI), our mission is to shift systems toward justice for families so that all
children in Oregon, prenatal to grade five, have access to opportunity. We advocate for and
secure public investments in early childhood programs and services and work directly with
school communities to improve the learning experience for children.
We are keenly focused on children who experience barriers to opportunity due to race,
poverty, disability, language, and geographic location. And we strive to connect research, lived
experience, and community voice as we work to ensure that more children succeed in
kindergarten, meet third grade benchmarks, and thrive in their early childhood experiences.
CI prioritizes an integrated, team-based work approach and a flexible, collegial work
environment grounded in our values of honor, equity, learning, connectedness, and
The Director of People and Culture (DPC) will have a demonstrated personal and professional
commitment to advancing racial and economic justice. In collaboration with team members,
they will have the skills to support and promote a culture of belonging within the organization.

The DPC works closely with the CEO of Children’s Institute to lead the development and
implementation of proactive diversity, equity, and inclusion initiatives which will support CI’s 3-year
strategic plan. The DPC also leads in building a welcoming and inclusive culture at CI while developing
and maintaining equity-focused human resources functions. The DPC is a vital member of the
leadership team who will drive and shape a culture of belonging by embedding diversity, equity, and
inclusion strategy internally.
The DPC will also enact innovative practices that bolster internal effectiveness, such as space for staff
feedback and guidance. This position requires effective communication, partnership, and
collaboration skills across all teams within the organization and must possess the ability to model
behaviors that exemplify organizationally held core values to achieve mission and vision.
Reporting to the CEO, they have previous experience, current learning and understanding of
diversity, equity, and inclusion, and the ability to manage human resources systems to effectively
establish and promote a culture of belonging and well-being for all staff. This leadership position will
be an important member of CI staff, charged with supporting the development, design, and on-going
implementation of an equitable and inclusive approach to CI’s talent life cycle.
The DPC is a true “HR department of one,” so this role is responsible for all HR systems, including
generating forms and letters, project management of recruiting and hiring, and other tactical HR

The DPC works closely with the CEO and COO and is a key member of the leadership team
working cross-departmentally to ensure equity alignment throughout CI.
• Provide management and partnership with external trainers or contractors.
• Partnerships across all CI departments.
• Convene the Equity, Diversity, Justice, and Inclusion (EDJI) Team using a shared leadership
• Manage staff feedback and experience process and act as liaison for staff to board
communications and/or grievances.

Diversity, Equity, and Inclusion (60%)
• Convene the EDJI Team with a focus on implementing staff-level DEI training and
execution of annual equity plans.
• Provide strategic leadership on the implementation of diversity, racial equity, and
inclusion initiatives.
• Facilitate and/or manage DEI training along with CEO for staff and board meetings to
deepen shared understanding across the organization.
• Co-develop, alongside the Leadership Team, effective change management strategies
and ensure successful implementation.
• Evaluate organizational effectiveness and mentor employees and managers on an
individual, team, and/or organization-wide basis.
• Design and implement Employee Resource Groups (ERG) as needed to operate within CI in
support of a culture of belonging and strengthen organizational effectiveness.
• Enhance departmental and cross team performance with training for best practices for
meetings, retreats, and building internal capacity for external work.

Human Resources, Operations, Employee Relations (40%)
• Develop and manage all HR tactical duties, such as project management of recruiting and
hiring, generating forms and letters.
• Design and manage human resources talent lifecycle including hiring, onboarding, employee
benefits, staff evaluations, professional development, and separations.
• Recommend and develop HR systems, such as HRIS and other tools, to make improvements
where needed.
• Support building a culture of belonging through ongoing evaluation and revision of CI’s
internal policies and practices with growth toward diversity, equity, and inclusion best
• Ensure legal compliance to human resources behaviors, practices, and policies. Source and
manage all employee benefits including compensation plans and salary structures to work
toward pay equity.
• In partnership with managers, develop professional development and mentorship for staff
inclusive of succession planning.

Additional Responsibilities
• Collaborate across CI programs as needed.
• Participation in professional development and continuous learning.
• Other duties as assigned.

Any satisfactory combination of experience and education that ensures the ability of an individual
to perform the duties and responsibilities of this position may substitute for the stated
qualifications. Knowledge and experience in the following areas are preferred:
• Bachelor’s degree.
• Five or more years of experience identifying and addressing racial or ethnic barriers
through use of an equity lens, data, and/or other approaches.
• Human resources certification preferred.
• Three or more years of experience in human resources, with use of an equity lens.
• Mission-driven individual with nonprofit experience that is committed to the success of
children statewide.
• Previous experience working with early childhood through advocacy, health, and/or
education, a plus.
• Familiarity with the impacts of racism and intersectional oppressions in the nonprofit
sector through lived experience, education, or professional experience.
• Excellent interpersonal skills.
• Experience training groups and facilitating conversations about racism, classism, and
intersectional oppressions in diverse groups.
• Thorough knowledge of HR best practices, employment law, and practices.
• Proactive self-starter who is flexible, motivated, and able to take initiative.
• Experience in developing and composing reports and policies, training agendas, and
other written materials as needed.
• Demonstrated ability to maintain confidentiality.
• Team player with the ability to collaborate effectively with others.

• Employer fully paid employee medical/dental coverage; employer pays 25% of
dependent coverage
• Employer fully paid long-term disability coverage
• Employer fully paid life insurance, accidental death, and employee assistance plan
• 401(k) Retirement Savings Plan with qualified match and contribution
• 125 Flexible Benefits Plan
• Generous paid time off, sick leave, and holidays

Children’s Institute is an equal opportunity employer. It is the policy of CI to provide equal
employment opportunity in accordance with applicable law to all qualified individuals without regard
to race, color, creed, religion, age, gender, gender identity, sexual orientation, marital status, military
status, political opinion, national origin, familial status, mental and physical ability, source of income,
or any other status protected by federal, state, or local law in all personnel actions. Personnel actions
include recruitment, selection, promotion, compensation, training, and termination. Relations
between employees shall be based on mutual respect, and regard for the effectiveness and wellbeing of the organization.

Consistent with applicable disability law, Children’s Institute will provide reasonable
accommodations to assist qualified applicants or employees with disabilities to participate in the job
application process, to perform the essential function of a job, and to enjoy the same benefits and
privileges of employment applicable to similarly situated employees without disabilities, provided the
accommodation would not impose an “undue hardship” on the operation of CI

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