Director, People and Inclusion

Salary Range: $125,000.00 to $145,000.00, Annually

The Director of People and Inclusion plays a critical role in creating and implementing programs, processes and people practices in order to create an environment poised to deliver on the organization’s mission, vision and values. Reporting to the Chief of Staff/Managing Director, the Director will be a strategic partner to leaders and managers across the organization to address complex challenges while ensuring The Washington Center (TWC) is demonstrating actions with our values at the core. The Director will prioritize and center Justice, Equity, Diversity, and Inclusion (JEDI) practices as we implement people strategies towards a workplace culture that promotes well-being, authenticity and belonging, individual and collective talents, and care. The Director will be a knowledgeable and solutions-oriented leader who is committed to improving attraction, recruitment, and onboarding of personnel, as well as benefits management, talent development, performance management and employee relations. 

While The Washington Center is a majority remote organization, given the structure and cadence for the Director, People and Inclusion position, we strongly prefer applicants who are in the greater Washington D.C. metropolitan area.

Essential Functions

People Strategy

  • Collaborate with leadership to develop and deliver an effective people strategy that supports our wider organizational goals in the strategic plan, including assessing business needs, developing accurate and thorough job descriptions, and implementing effective recruitment strategies.
  • Conduct succession planning initiatives to increase the organization's human capital, accelerate development and retention of key talent, and achieve the organization’s strategic plan.
  • Drive employee relations policies and the overall employee experience through designing and implementing employee engagement processes and programs to promote positive relationships between staff members, their supervisors and with the organization that are captured in the employee handbook. 
  • Support supervisors and staff in addressing conflict by coaching them to use effective practices that lead to diagnosing problems and resolution; when necessary, conduct investigations.

Justice, Equity, Diversity and Inclusion (JEDI)

  • Eliminate systemic organizational marginalization and promote inclusion and anti-racist practices that will be evidenced through our structures, customs and leadership.
  • Serve as a key leader in developing organizational strategy and define objectives for creating a workplace and culture where diversity and equity is embraced and where all TWC employees have equal opportunity to reach their potential.
  • Collaborate with leadership to build and sustain a culture that fosters a sense of belonging and inclusion through innovative strategy centering justice, equity, diversity and inclusion (JEDI).

Performance Management

  • Evaluate current performance review process to design new performance processes that center our JEDI commitments and result in stronger feedback, learning, and growth for human talent.
  • Manage the annual employee performance appraisal process to identify strengths and developmental needs that feed into individual and overall organizational learning agendas.
  • Serve as the primary resource for managing the annual goal setting, quarterly check-ins and annual performance appraisal cycle and analysis. 

Learning and Development

  • Establish scalable learning and development solutions, leveraging current programs to help all staff members grow, empower managers to be better leaders, and prepare high-potential employees for management roles.
  • Collaborate with the JEDI Core Group to design and implement education and training sessions that promote the key principles of JEDI and aid in building a more inclusive workspace for our talent. 
  • Create learning and development programs that are person-centered, value-driven, and ensure equity, diversity, and inclusion.
  • Creating, sponsoring, and encouraging employee groups towards affinity.

Benefits and Compensation

  • Review and evaluate benefits to ensure TWC is offering and providing the types of benefits its employees deserve, and which align with TWC’s focus on JEDI.
  • Manage open enrollments communication to all employees and escalate any employee issues with our broker and carriers.
  • Conduct and analyze biannual external compensation studies to ensure market competitiveness and commitment to equity, advising the senior leadership as to best practices.

Other Responsibilities

  • Responsible for maintaining and maximizing the human resources information system (HRIS) as a confidential repository of employee files.
  • Monitor and ensure the organization’s compliance with federal, state, and local employment laws and regulations, and recommend best practices; review and modify policies and practices to maintain compliance. 
  • Develop and implement departmental budget.

Required Education and Experience

An equivalent combination of education, training, and experience will be considered:

  • Bachelor’s degree required
  • 10 years of progressive experience in human resources, employer relations, and talent management, at least 5 years of experience and excellence with diversity, equity, inclusion program implementation and execution

Preferred Education/Qualifications and Experience

  • Professional certification (PHR, SPHR, SHRM-CP, CCP, CBP) strongly preferred
  • Advanced degree preferred

Competencies Required to Perform the Job Successfully

  • Leads people, develops others, empowers others
  • Teamwork/collaboration
  • Self-awareness
  • Effectively executes organizational priorities
  • Strategic operational thinking
  • Change management
  • Analytical thinking/problem solving

Knowledge, Skills and Abilities

Not reflected in the competencies but are critical to the successful performance of the job. These may be representative but not all inclusive of those commonly associated with the position:

  • Knowledge of multiple human resource disciplines
  • Knowledge of federal and state employment and benefit laws
  • Knowledge and demonstrated commitment to justice, equity, diversity and inclusion practices
  • Possess excellent analytical skills, be a self-starter with good judgment and integrity 
  • Exceptional attention to detail
  • Ability to develop strong relationships at all levels of the organization and gain trust and respect 
  • Excellent coaching and counseling skills
  • Strong level of influence and negotiation skills
  • Leads with authenticity
  • Able to work independently on a broad variety of projects
  • Able to exercise effective judgment, sensitivity and confidentiality
  • Demonstrated customer-focused approach to HR service delivery 
  • Ability to influence and persuade senior management level
  • Pragmatic problem-solving skills

The Washington Center's Values

The values which guide our mission work in every regard – internally and externally:

  • Equity & Inclusion
  • Learning
  • Connection & Collaboration
  • Integrity
  • Impact

Supervisory Responsibility

This position has no supervisory responsibilities.

Equipment Used to Perform the Job 

May be representative but not all inclusive of those commonly associated with this position:

  • Cloud-based technologies
  • Standard office equipment including a computer and job-related software  

Physical Abilities 

Commonly associated with the performance of the functions of this job. Reasonable accommodation can be made to enable individuals with disabilities to perform described essential functions of this job. Physical demands are representative of the physical requirements necessary for an employee to successfully perform the essential functions of this job. 

Application Instructions

To apply to this position, please do so via our online application form

This job description no way states or implies that these are the only duties performed by the employee occupying this position.  Employees may be required to follow other job-related instructions and to perform other job-related duties as requested, subject to all applicable state and federal laws.

Certain job functions described herein may be subjected to possible modification in accordance with applicable state and federal laws. 

The Washington Center is an Equal Opportunity Employer. It is the policy of The Washington Center to provide equal employment opportunities without regard to race, color, religion, sex, national origin, age, disability, marital status, veteran status, sexual orientation, genetic information or any other protected characteristic under applicable law. Provisions in applicable laws providing for bona fide occupational qualifications, business necessity or age limitations will be adhered to by the organization where appropriate.

The Washington Center stands in solidarity with all marginalized communities. We believe communities are strengthened by the inclusion of and equity for all people. Racism, hate, and violence have no place in our society, and we condemn all such acts. We are committed to becoming an anti-racist and anti-hate organization.

We commit to continuously striving for diversity, equity and inclusion through ongoing education and self-awareness. At The Washington Center, each person brings unique and varied experiences which inform our thoughts, actions, and decision-making processes. Our mission is to create an inclusive, safe environment for our staff and our students, where everyone’s differences are celebrated, every perspective is valued, and everyone feels safe to bring forth their authentic selves.