SOME (So Others Might Eat) provides material aid and comfort to our vulnerable neighbors in the District of Columbia, helping them to break the cycle of poverty and homelessness through programs and services that save lives, improve lives, and help to transform the lives of individuals and families, their communities, and the systems and structures that affect them. We meet immediate needs with food, clothing, and healthcare, and offer the tools one needs to live with hope, dignity, and greater independence.

Compensation:
We offer our employees a competitive compensation and benefits package that reflects our organizational culture, mission, and core values. The salary range for this position is $104,707.20 to $110,719.44 and is commensurate with experience.

Position Description: The job of Director, Employee Experience is to nurture the employee-employer relationship. The Director, Employee Experience is responsible for the strategic design and development of the SOME workplace experience and management. Responsible for enhancing the employee lifecycle experience. The Director, Employee Experience will serve as a strategic partner to the Senior and Executive Leadership team on matters involving employee experience.

The Director, Employee Experience is a strategic leader responsible for fostering a positive, engaging, and compliant workplace culture. This role oversees the full lifecycle of the employee experience, including employee relations, investigations, terminations, learning and development, staff morale initiatives, succession planning and employee engagement programs.

The Director manages the performance evaluation process, supports compensation strategy and staffing proposals, and leads modeling for merit increases and bonus approvals. This position also oversees annual employee events such as the organization-wide meeting and recognition programs, including chairing the wholeSOME Committee and Employee Recognition Program.

The Director leads engagement surveys and pulse checks, and produces data analytics on workforce trends such as turnover to inform strategic decision-making. Additionally, the role includes selecting and implementing performance and engagement tools, managing upgrades and system integrations, and preparing documentation for legal proceedings when needed.

The Director may serve on key committees including the Operations Leadership Team and others as assigned. This is a highly collaborative role requiring close partnership with HR, legal, finance, and leadership teams to ensure a high-performing, compliant, and engaged workforce.

Required: Bachelors Degree in Business Management or related field; 4+ years experience in Human Resources or related field

Preferred: Masters in Business Management (MBA) and 5 years experience in Employee Relations or Employee Engagement

Required License/Certification: SHRM-CP or PHR; Valid Driver's License

Schedule: Monday-Friday 8:00 - 4:30 pm (40 hours per week); Hybrid (1-2 days remote, after successful completion of the first 45 days)

Knowledge/Skills/Abilities:

• Must be able to work in the office up to three or four days a week. Must be able to use own transportation methods to facilitate terminations and investigations. Ensuring working in Main office and Conway Center on a self-scheduled rotation and based on need.
• Excellent data analytic skills, must be able to present through PowerPoints and visual aids
• Deep understanding of federal, state, and local employment laws and standards of practice particularly as they relate to investigations, separations, and legal proceedings.
• Conflict management, Coaching and Counseling skills. Strong skills in handling sensitive employee relations issues, mediating conflicts, and conducting impartial investigations. Must be able to balance protecting the organization while mitigating and preventing litigious matters. Ability to prepare thorough documentation and represent the organization in partnership with legal counsel when required.
• Proficient with Microsoft Office platforms also must be proficient in ADP and other HRIS systems, performance management platforms and survey tools. Able to facilitate RFPs, upgrades and integrations.
• Exceptional verbal and written communication skills for preparing documentation, presenting to stakeholders, and managing sensitive situations.
• Ability to research matters and report findings. Understanding of HR best practices related to scope of work; Familiarity with best practices in performance evaluation processes, goal setting, and continuous feedback models.
• Knowledge of techniques and frameworks for building an inclusive, engaging, and high-performing culture.
• Working knowledge of salary benchmarking, pay scales, bonus structures, and merit modeling.
• Advanced skills in analyzing workforce data, trends (e.g., turnover, engagement), and presenting insights to leadership.
• Ability to manage multiple initiatives (e.g., performance evaluations, annual events, engagement surveys) with strong attention to detail and timelines.
• Skilled in delivering training, leading meetings, and facilitating morale or engagement-related programs.
• Ability to write, interpret and execute policies as well as update employee handbook and policies
• Proven ability to lead cross-functional teams and direct reports; mentor staff; and influence organizational culture.
• Ability to influence and work cross functionally with all members of the employee workforce
• Demonstrates ability to design and act on strategic initiatives
• Must be skilled in change management. Skilled in guiding teams through organizational change, from communication planning to implementation.
• Demonstrates sound judgment and critical and strategic thinking.
• Understanding of adult learning principles, career development paths, and training design and delivery.
• Strong knowledge in designing and implementing engagement surveys, recognition programs, and pulse checks.
• Competence in coordinating organization-wide events that support culture, morale, and communication.
• Capable of handling sensitive employee information and legal matters with professionalism and confidentiality.

Expected Contributions: Employee Experience

• Provide strategic direction and management for the overall employee experience, including engagement, culture, employee relations, and recognition initiatives. Ensure a safe and confidential environment to report employee relations concerns and violations. Manage the ongoing audit of all Employee Experience documents and processes. Maintain training and contingency planning documents.
• Supervise employee relations processes, including conflict resolution, investigations, separations, and documentation to ensure compliance with applicable laws and organizational policies. Conducts investigations, devise PIP and Corrective actions in a timely manner, with a target goal of ensuring corrective actions and memos of expectations are drafted within 48 to 72 hours of request, PIPs within one week and investigations should be prioritized and finalized within 2 weeks on average depending on the depth of the case. Ensuring employee terminations are legally sound with all necessary documentation for approval.
• Supervise and direct the organization’s learning and development strategy, including training programs, leadership development, and professional growth opportunities. Ensures all learning and development programs are strategically aligned with organizational objectives and fosters a culture of learning and development; to include new hire orientation, CEUs and organizational facing learning.
• Leader and facilitator of the planning and execution of morale-building events and the annual all-staff meeting to foster a positive and inclusive workplace culture.
• Manage the performance evaluation process across the organization, including system selection, upgrades, integrations, and continuous process improvement. Ensuring all related workforce communications are timely and appropriate. Ensure timely execution of performance reviews.
• Develop and administer organization-wide employee engagement efforts, including annual surveys, pulse checks, action planning, and follow-up initiatives. Manage and measure all employee engagement initiatives. Provide guidance to managers on how to facilitate pulse checks. Responsible for implementation of Ready-in-90 employee experience initiative.
• Design and maintain organizational people metrics dashboard; report all key metrics to key stakeholders on a monthly, quarterly and annual basis.
• Support compensation planning by modeling merit pay increases, managing pay scale updates, and reviewing bonus recommendations in coordination with HR and Finance.
• Collaborate on staffing proposals and compensation changes related to promotions, reorganizations, and new positions.
• Analyze workforce metrics and provide data-driven reports and insights on trends such as turnover, engagement, and performance to senior leadership.
• Serve as Chair of the wholeSOME Committee and lead the organization’s Employee Recognition Program, ensuring meaningful and equitable recognition of staff contributions. Ensuring employee recognition events are engaging, fun, and fosters community spirit. Ensuring awards are issued timely.
• Govern the adherence to organizational policies and procedures; develop policies and procedures when necessary. Maintain updates to employee handbook every two years, with tracking needed updates in real time.
• Responsible for managing employee experience budget. Ensuring to foster stewardship, finding way to reduce cost and remain within the budget. Review reports for accuracy and report concerns to supervisor and finance for remedial action.
• Represent the organization in legal proceedings related to employee matters; prepare case files, documentation, and partner with legal counsel as needed. Responsible for administering RIF and layoff severance agreements, tracking WARN act compliance and other off-boarding duties timely and accurately.
• Participate in cross-functional committees, such as Operations Leadership Team and others as assigned, to align employee experience with organizational priorities.
• Ensure the successful implementation and optimization of employee-facing platforms i.e.. ADP, Clear Company and tools related to performance, recognition, and engagement.
• Maintain knowledge of industry best practices and legal developments in employee relations, engagement, and workforce development.
• Responsible for outcomes related to HR strategic plan such as developing sound succession plan for organization, career mapping, and collaborating with Talent Acquisition on talent pipelining.

Supervisory Expectations:

• Ensure appropriate department staffing levels in order to meet objectives; Assess, evaluate, and hire new employees as needed
• Contribute to budget development, and use sound judgement to leverage resources in accomplishing department goals; Administer budget and comply with SOME financial reporting requirements
• Contribute to strategy development and strive to improve department functions and performance; Assist in development of standards and goals as appropriate
• Submit administrative paperwork to Human Resources, Finance, Compliance, and CQI; Refer to SOME Employee Handbook or policies for guidance
• Maintain professional documentation and ensure the program is in compliance with SOME CQI standards
• Ensure compliance with all state, local, and federal laws governing the workplace and all department functions
• Schedule staff work hours, as needed, and monitor for time and attendance; Approve time cards and requests for leave
• Provide direction and guidance to staff members on department operations and procedures
• Define work requirements, assign tasks to staff members, and review work for quality and accuracy
• Provide regular feedback on performance, monitor individual performance, conduct performance evaluations, and take steps for performance improvement as needed
• Provide coaching and training for staff, assist staff with work processes and policies, and encourage opportunities for professional development

Reports to: SVP, Human Resources

Physical Demands: Must be able to lift to 25 pounds. Requires looking at a computer screen for several hours a day. May be required to sit or stand for long periods

To Apply: Go to our career page at https://www.some.org/careers/open-opportunities and click on the search icon to locate this position. Follow the instructions to complete your online application profile to be considered. No phone calls, please.

SOME, Inc. is a proactive equal-opportunity employer. We ensure that all qualified applicants are considered for employment without discrimination based on race, color, religion, sex, national origin, disability, or protected veteran status.

SOME, Inc. is deeply committed to ensuring the job application process is accessible to all users. If you require assistance or have any concerns about the accessibility of our website or the application process, please feel free to contact us at onlineaccommodations@some.org. This contact information is specifically for accommodation requests and does not pertain to application status inquiries.

To read our EEO Policy Statement, please click here. To view our notices to employees and applicants for employment, click on their corresponding link: EEOC Know Your Rights Notice and E-Verify Program Notice.