Reports to: Executive LeadershipCore Role: Responsible for optimizing people-centered activities to ensure efforts support the company’s growth and bottom lineCross Functional Role: Instills and excites the cross-functional team with support and policies around company vision, culture, and workforce.Summary:The Director of People (DoP) understands the business objectives, business strategy, and set vision and utilizes that knowledge to provide strategic guidance to internal executive leadership regarding company culture specifically focusing on succession planning, talent management, change management, organizational and performance management, training and development, and compensation. The DoP works to ensure the company core values are reinforced with every initiative and communication. The role serves as the company’s culture advocate and brand builder to help attract and retain the best and brightest talent to the organization. This includes oversight into the employee experience while also providing an exciting, candidate-centric recruiting experience too. The DoP seeks out data-informed insights and research to develop people focused strategies and policies. The DoP also oversees the holistic roll out and execution across the agency. The role embodies a dynamic business strategic thinker who will work closely with leadership and executive management to provide people related internal support. The DoP informs and reports business and team performance to the executive team.Key Responsibilities:-Strategic guidance-Human resource management-Employee experience-Benefits and accounting team management-Strategy & shaping of policy-Process documentation and mapping-Reporting and analysis

8-Bit Education provides S.T.E.M. classes to children across DFW. Offering everything from game design to robotics. Serves as a trusted advisor to the CEO as he develops and implements 8-Bit’s strategic plan.Key Responsibilities:-Successfully implemented a high-level strategic planning meeting, which included all executive management members, focused on identifying and aligning company programs with organizational goals-Primary contributor in the design and implementation of business plan and organizational goals moving forward-Subject matter on a variety of strategic planning efforts; mentored executive managers on customer-driven strategic planning-Served as a resource when the company navigated a fully remote learning experience for the first time during the COVID pandemic-Review outcomes and metrics created for evaluating impact and regularly measuring its performance and effectiveness using those metrics-Partner with the CEO and other executive members to ensure resolutions are carried out-Serve on committees or task forces and taking on special assignments-Ensure 8-Bit’s commitment to a diverse organization and staff that reflects the communities it serves

The role was responsible for aligning business objectives with employees and management in designated business units. The position formulated partnerships across the HR function to deliver value-added service to management and employees that reflected the business objectives of the organization. Maintained an effective level of business literacy about the business unit's financial position, its midrange plans, its culture and its competition.Key Responsibilities:-Conducted weekly meetings with respective business units-Consulted with line management, providing HR guidance when appropriate-Analyzed trends and metrics in partnership with the HR group to develop solutions, programs and policies-Managed and resolved complex employee relations issues. Conducted effective, thorough and objective investigations-Maintained in-depth knowledge of legal requirements related to day-to-day management of employees, reduced legal risks and ensured regulatory compliance. Partnered with the legal department as needed/required-Provided day-to-day performance management guidance to line management (e.g., coaching, counseling, career development, disciplinary actions)-Worked closely with management and employees to improve work relationships, build morale, and increase productivity and retention-Provided HR policy guidance and interpretation-Developed contract terms for new hires, promotions and transfers-Assisted international employees with expatriate assignments and related HR matters-Provided guidance and input on business unit restructures, workforce planning and succession planning-Identified training needs for business units and individual executive coaching needs-Participated in evaluation and monitoring of training programs to ensure success. Followed up to ensure training objectives were met-Performed other related duties as needed