Senior Director of People & Culture na Everence

POSITION SUMMARY

Works to shape the employee experience at Everence, ensuring that our people feel connected, supported, and inspired from day one. Develops and oversees programs that enhance onboarding, strengthen our organizational culture, foster leadership growth, and advance inclusion and engagement across the organization. Requires vision, autonomy, and a passion for cultivating a vibrant and values-driven workplace. A strategic thinker who thrives in a collaborative environment and is eager to influence the future of work at Everence.

RESPONSIBILITIES AND DUTIES

1. Onboarding & Orientation
   1. Design, implement, and continuously improve a comprehensive onboarding program to ensure consistency across departments.
   2. Coordinate and deliver engaging orientation sessions that reflect Everence's culture, values, mission, history, and products/services.   
   3. Partner with departments to create job-specific training pathways and ensure a cohesive new hire experience.
   4. Develop a mentorship program pairing new employees with cross-departmental mentors for their first six months.
2. Training & Development
   1. Launch and manage a strategic training calendar
   2. Reimagine compliance training to increase relevance, effectiveness, and employee engagement.
   3. Support exploration and potential implementation of alternatives to annual performance reviews.
3. Inclusion & Engagement Strategy
   1. Oversee the creation and implementation of a strategic plan for inclusion and engagement, with particular focus on the onboarding experience.
   2. Participate in the planning and coordination of initiatives related cultural milestones.
   3. Collaborate on communications such as articles for the Daily Vine and updates related to people and culture.
4. Leadership & Collaboration
   1. Act as a cultural champion and thought partner to HR and organizational leadership.
   2. Leverage internal and external best practices to inform Everence’s approach.
   3. Monitor engagement metrics and use data to inform and evolve programming.
   4. Provide regular updates and strategic recommendations to leadership, working autonomously with periodic check-ins for support and accountability.

QUALIFICATIONS

Education: 

Bachelor's degree in Human Resources, Organizational Development, Business, or a related field; Master’s degree preferred

Experience: 

1. 10+ years of progressive experience in HR, learning and development, or employee engagement

Skills and Abilities:

1. Demonstrated ability to design and implement organizational programs from the ground up
2. Excellent facilitation, presentation, and interpersonal communication skills
3. Strong understanding of onboarding, employee engagement, inclusion, and adult learning principles
4. Experience in mission-driven or values-based organizations
5. Familiarity with Learning Management Systems (LMS) and digital training tools
6. Prior success in developing leadership and internship programs

SUPERVISORY RESPONSIBILITIES: Yes
SCHEDULE: Full-time