Who We Are
Disability:IN is the leading nonprofit resource for business disability inclusion worldwide. Our network of more than 500 corporations expands opportunities for people with disabilities across enterprises.
Empowering business to achieve disability inclusion and equality.
Building inclusive and equitable businesses for all.
Disability:IN Core Values
Everyone is welcome here because disability runs across every dimension of diversity. We reflect the community we serve, celebrating our differences and what makes us unique. We are our authentic selves.
We perform our work with the highest level of integrity, emphasizing transparency, quality, and accountability in all that we do.
Impact & Quality
Disability:IN is a catalyst for businesses globally to take positive action that expands disability inclusion and equity. We strive to write a success story worth telling and to envision an accessible world where people with disabilities can achieve their full potential.
What We Do
Disability:IN has empowered more than 500 leading multi-nationals to advance disability inclusion and equality through groundbreaking programs and initiatives such as:
- The Disability Equality Index (DEI), the leading independent, third-party resource for benchmarking corporate disability inclusion policies and programs, has grown U.S. participation from 80 companies in 2015 to 485 in 2023 and has launched in seven additional countries.
- The CEO Letter on Disability Inclusion, designed to help CEOs take action to build inclusive, accessible, and equitable workplaces through their company’s commitment to participate in the DEI has grown to nearly 200 as of February 2024.
- Working with New York State Comptroller Thomas P. DiNapoli and Oregon State Treasurer Tobias Read to inform the development of the Joint Investor Statement, in which investors call upon companies to create workplaces that are inclusive of people with disabilities. 33 institutional investors with a combined $2.8 trillion assets under management have signed.
- Boards Are IN, an initiative to engage companies, investors, regulatory bodies, stock exchanges, and corporate stewardship organizations around effective ways to increase corporate board-level disability representation.
- Inclusion Works, customized disability inclusion consulting to help corporations create an inclusive culture and develop sustainable recruitment strategies. Participating companies have increased their hiring of individuals with disabilities from 339 in 2015 to 386,000 as of 2023.
- NextGen Leaders, career coaching, mentoring, and recruiting opportunities for students and recent graduates with disabilities who apply and are accepted into the program. Since 2012,over 2,000 graduates have completed the program. This year’s class is over 400.
- Supplier Diversity, certification of disability-owned business enterprises, including service-disabled and veteran disability-owned businesses, and links them to organizations seeking to diversify their supply chains. Since the program was launched in 2010 nearly 700 businesses have been certified.
The Director of People and Culture will oversee the organization’s overall human resources and diversity, equity, and inclusion efforts. The Director will manage all HR functions, including benefits, employee relations, performance reviews, employee onboarding, and off-boarding. Additionally, the Director will ensure Disability:IN is leading on diversity, equity, and inclusion issues internally. The Director of People and Culture is a critical position that will provide guidance and leadership in driving the next phase of growth at Disability:IN, on a global scale, and develop an environment where our team can thrive.
Essential Duties and Responsibilities:
- Lead hiring process for new employees, including developing position descriptions and working hand-in-hand with the hiring manager on resume review and interview process.
- Facilitate employee onboarding, beginning with an offer, welcome, and orientation materials, payroll set-up, benefits enrollment, and completing onboarding checklist.
- Implement and continually improve Disability:IN’s onboarding and new hire process, making sure that employees feel welcomed, informed about the organization, and prepared to excel in their roles.
- Manage and oversee Professional Employer Organization (PEO) providing payroll, benefit, tax, and other services to Disability:IN, in cooperation with COO, CFO and General Counsel
- Manage accurate and timely semi-monthly payroll processing, including full and part time employees, hourly interns, third party sick pay, bonuses, and employee reimbursements.
- Work with the COO and CFO, in conjunction with PEO, on benefits administration and lead benefits enrollment for all current and new employees, including FSA and Retirement, once eligible, after probationary period.
- Work with employees and disability insurance company to ensure proper payments for those utilizing benefits.
- Work with finance team to manage FSA balances and annual FSA testing.
- Work with retirement plan processor and administrator to timely and accurately submit information for annual testing and 5500 filing.
- Prepare and submit documentation for annual workers compensation audit.
- Work with Employer of Record on hiring, paying, meeting local compliance standards (including, but not limited to, taxes) regarding global hires.
- Audit HR policies and procedures and make recommendations for ways to improve HR policies and practices.
- Maintain employee handbook for accuracy and make recommendations for updates, as needed.
- Create processes and infrastructure as the organization continues to grow both domestically and internationally, to scale internal functions.
- Facilitate employee off-boarding, including conducting exit interviews and completing the off-boarding checklist.
- Maintain employee census and contact information on an ongoing basis.
- Manage PTO requests and calendar.
- Serve as the primary contact for employee conflict resolution and confidential resource for employees with issues with manager or colleagues.
Talent Development and Performance:
- Lead year-end performance review process, including coaching managers on providing feedback to employees.
- Continue to build and evolve Disability:IN’s talent development processes including organizational core competencies, goal setting, 360-degree feedback, and coaching.
- Create and manage professional development programs, identifying and implementing training and development opportunities for individuals and teams.
Recruit Diverse Candidates:
- Build on Disability:IN’s current recruitment and hiring process to attract diverse employees at every level.
- Develop talent pipelines with agencies, sourcing organizations, LinkedIn.
- Build and maintain systems to track and communicate with candidates.
- Maintain knowledge of industry trends and employment legislation to advise management on needed actions to remain compliant.
- Help ensure that Disability:IN is an equitable and inclusive workplace where all employees feel valued and can thrive through training, coaching, and overall personal development practice.
- Create strategies to ensure that the culture goals are aligned with core values, mission, and DE&I efforts to make Disability:IN an employer of choice.
- Design and develop a measurement system to monitor the acceptance and movement of cultural issues throughout the organization.
- Spearhead efforts to increase conversations and actions around diversity, equity, and inclusion.
- Continue to develop and evolve the organization’s DE&I values.
- Institute programs that facilitate connections between employees on our fully remote team (i.e. employee newsletters, virtual gatherings, etc.)
Work Environment and Travel Requirements:
- Disability:IN is a fully remote organization; employees are expected to operate independently from a home office.
- The position will require minimal domestic travel, 1-2 trips per year.
- Occasional night and weekend work may be required for this role.
Education and Experience:
- Bachelor’s degree is required.
- SHRM-CP, SHRM-SCP, or HRCI SPHR certification is required.
- Minimum 10 years of experience in an HR management role is required.
- Experience with an international nonprofit organization preferred.
- Problem-solving mindset.
- Familiarity with HR systems and infrastructure, and helping organizations build infrastructure as the organization grows.
Salary and Benefits:
- Starting salary commensurate with experience.
- Future salary adjustments will be based on individual and organizational performance.
- Disability:IN offers generous benefits, including medical, dental, vision, disability, and life insurance, quarterly wellness stipends, a retirement plan, flex spending accounts, and unlimited paid time off.
Knowledge, Skills, and Abilities:
- Office 365, including SharePoint, OneDrive, Outlook, PowerPoint, Excel, and Word.
- Experience with PEOs and Employers of Record required.
- Effective communication, both in oral and written forms.
- Professional composure and the ability to manage complex and stressful situations.
- Strong organizational skills and the ability to manage competing priorities and deadlines.
- A people person who takes pride and pleasure in developing talent and creating engaging workplace cultures and environments for staff at all levels and from varied backgrounds.
- Thorough understanding of recruiting methods and best practices, as well as applicable policies and federal, state, and local employment laws and regulations.
- Knowledge of Equal Employment Opportunity and affirmative action requirements.
- Ability to comprehend, interpret, and apply the appropriate sections of applicable laws, guidelines, regulations, ordinances, and policies.
- An interest in, passion for, and commitment to Disability:IN’s core mission.
- Willingness to contribute observations and ideas, and deliver foresight about how to best fill gaps and solve problems.
- A personable and professional demeanor, with the ability to interact and communicate effectively with Disability:IN employees and consultants.
- Demonstrated truthfulness, integrity, reliability, and honesty with work time and commitments.
- High tolerance for ambiguity; must be flexible and comfortable with unstructured time.
- Driven, self-motivated, and willing to take initiative.
- A team player who collaborates respectfully and inclusively with others across the organization.
- Proven track record of working autonomously and independently to carry out duties, resolve issues, and use judgment, to determine when things should be escalated to leadership.
- A detailed, organized, self-starter who thrives in a fast-paced environment.
- Proven problem solver who can make clear-headed decisions while under pressure.
Reports To: Vice President, Legal Affairs and General Counsel
Director, People and Culture may be required to perform other duties as requested, directed, or assigned.
Disability:IN is an equal opportunity employer.
We celebrate diversity and are committed to creating an inclusive environment for all employees. All qualified applicants will receive consideration for employment without regard to race, color, religion, sex, sexual orientation, gender identity, national origin, disability status, protected veteran status, or any other characteristic protected by law. Persons with disabilities are strongly encouraged to apply.
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