Director of People & Culture

Children's Cancer Research Fund is a national nonprofit dedicated to ending childhood cancer. We fund transformational research with the greatest potential to bring better, safer treatments and cures to children with cancer. Our approach is unique - we fund research across the country, not just at one hospital or institution, and our funding priorities address health disparities, aggressive and relapsed cancers, and long-term health after cancer. We also help kids and families find community and amplify their stories as they navigate the difficult experience of cancer treatment and survivorship. Position Summary The Director of People & Culture is responsible for leading employee relations, total rewards, and HR compliance for the organization's approximately 45 employees. This role serves as the primary point of contact for employees and leaders, operating as a hands-on, execution-focused partner to ensure consistent, compliant, and business-aligned people practices. Reporting to the VP of Administration, who leads the organization's HR function, this role is accountable for the execution of core HR functions and leadership support, including total rewards, talent acquisition and transitions, employee engagement, and HR systems administration. The position requires a strong in-person presence, sound judgment, and operational discipline. The Director partners closely with leadership to support organizational decision-making, workforce planning, leadership effectiveness, and team performance while delivering a high-quality employee experience and maintaining organizational accountability. This position is hybrid REQUIRING, minimally, 2 days a week in the Bloomington office.

Responsibilities:

The following responsibilities are representative of the role and are not intended to be all-inclusive. Employee Relations & Leadership Support Serve as a trusted advisor to managers and employees on employee relations matters, performance management, and workplace concerns Lead and manage employee relations issues, including investigations, ensuring fair, consistent, and compliant resolution Provide coaching to leaders on performance expectations, feedback, and team effectiveness Promote a professional, accountable, and respectful workplace environment through consistent application of policies and practices Partner with organizational leaders to support workforce planning, organizational effectiveness, and people-related decision-making Participate as a member of the Extended Leadership Team, contributing to cross-functional planning, communication, and organizational initiatives Workplace Culture & Engagement Own the organization's employee engagement survey strategy, including tool administration, survey design, deployment, and communication planning Partner with leaders to develop and monitor action plans that improve engagement, retention, and team effectiveness Track engagement trends over time and proactively surface risks and opportunities to leadership Compensation & Total Rewards Support the design and ongoing management of the organization's total rewards approach, including compensation structure, benefits, and pay practices Conduct market pricing and compensation analysis to ensure roles are competitive and internally equitable Partner with leadership to plan and administer annual compensation review processes, including merit and pay adjustments Lead administration of employee benefits programs, including medical, dental, retirement, and wellness offerings Partner with brokers and vendors to manage plan performance, renewals, and cost containment strategies Evaluate benefits utilization and recommend changes to improve value and manage organizational cost Ensure total rewards programs are clearly communicated and understood by employees and managers Support development and evolution of the organization's compensation philosophy over time Talent Acquisition & Workforce Transitions Manage full-cycle recruiting, including job postings, candidate screening, interview coordination, and offer administration Partner with hiring managers to define role requirements and support consistent, high-quality hiring decisions Ensure a professional, timely, and consistent candidate experience across all stages of the hiring process Manage the offboarding process, including separation documentation, final pay coordination, and system access termination Conduct exit interviews and synthesize themes to identify retention risks and organizational improvement opportunities HR Compliance & Policy Management Ensure compliance with federal, state, and local employment laws and regulations Maintain and update HR policies, procedures, and employee handbook Provide guidance to leaders on policy interpretation and compliance requirements Proactively identify and address areas of organizational risk HR Operations Serve as the primary administrator for ADP Workforce Now, ensuring data integrity, system optimization, and accurate recordkeeping across the employee lifecycle Maintain and audit employee data, workflows, and reporting to ensure compliance and accuracy Partner with Finance and leadership to support workforce reporting, analytics, and audit readiness Minimum Qualifications 10+ years of progressive HR experience, with strong emphasis in employee relations and total rewards Experience supporting organizational leaders in workforce planning and organizational decision-making preferred Experience administering HRIS platforms and supporting compensation or total rewards processes preferred Demonstrated experience managing employee issues and advising leaders Experience managing benefits programs, vendor relationships, and cost containment strategies Proven ability to operate independently in a hands-on HR role Knowledge & Skills Strong knowledge of employment laws and HR compliance requirements Excellent judgment and decision-making in sensitive situations High level of discretion and professionalism Strong interpersonal and coaching skills with the ability to influence leaders Financial acumen related to benefits and compensation management Ability to prioritize effectively and manage competing demands Clear and direct communication style Education & Certifications Bachelor's degree in Human Resources, Business, or related field required SHRM-CP, SHRM-SCP, PHR, or SPHR preferred Work Environment & Expectations This role requires regular on-site presence (2 days per week minimum) to effectively support employees, leaders, and employee relations matters Minimal travel required Pay Range $107,000 - $140,000 Physical Demands Sitting/Standing for long periods of time Minimal lifting or bending

Benefits:

Medical, Dental, HSA, FSA, DCRA, Group Life, AD&D, LTD, STD 403(B) with 4% match Merit/Bonuses Work/Life EAP Hybrid/Remote/Flexible Work Floating Holidays (8) & Fixed Holidays (4) Vacation, Illness, Personal Time (VIP) 20 days 12 weeks paid parental leave Inclusive employee policies