Tipping Point Community
Tipping Point finds, funds, and strengthens the most promising poverty-fighting solutions so one day everyone in the Bay Area can prosper. Since 2005, Tipping Point has invested over $350 million in the community to support organizations, advance policies, and develop new ideas to increase economic opportunity. Last year, our investments funded life-changing services in housing, early childhood, education, and employment for more than 100,000 of our neighbors across the Bay Area. Our Board covers 100% of our operating costs, so every dollar donated goes where it’s needed most. Visit www.tippingpoint.org to learn more.
Tipping Point’s core values are at the heart of everything we do and we look for individuals who share our commitments:
- We cultivate community because we know we are more powerful together.
- We practice gratitude.
- We hold ourselves accountable to achieving impact for and with the communities we serve.
- We relentlessly pursue equity because one’s background and identities should not predetermine one’s opportunities.
We are seeking a talent leader with strong emotional intelligence and people and organizational development skills to act as the Director of Talent and Culture. You will utilize your exceptional skill, interest, and expertise to provide thought-partnership, leadership, and the creation and implementation of organization-wide talent initiatives that inspire current and prospective staff, support their growth, and embody Tipping Point’s core values to build a workplace rich in diverse talents and backgrounds. You will build a culture of performance, diversity, and engagement by refining, designing and executing strategies to attract, develop, and retain great staff. In your role you will oversee all aspects of human resources to promote a healthy and high-performing workplace in compliance with legal requirements and best practices.
This position reports directly to the COO and manages a team of two Talent and Operations staff.
What will you do?
- Develop culture-related strategies and tactics to support the organization’s overarching goals, foster an inclusive work environment and strengthen culture in alignment with values and mission
- Develop strategies that ensure diversity, equity and inclusion are embraced and integrated by the organization in spirit and process
- Ensure transparency and consistency pertaining to people-related policies and practices
- Provide leadership on the organization’s DEI Working Group
STAFF AND ORGANIZATION DEVELOPMENT
- Drive the ongoing design and development of our manager and leadership development efforts focused on investing in leaders across the organization capable of inspiring teams, leading with purpose, executing with operational rigor and creating great employee experiences
- Develop, with input and data, an annual Learning Agenda for staff and coordinate trainings to help all employees to step into full responsibility for their well-being, tasks, roles and impact on the organization
- Provide Coaching to individuals as requested to support their learning and development
TALENT ACQUISITION AND RETENTION
- Work with Talent Operations Coordinator to develop and manage an exciting, employee-centered, full-cycle employment experience — attracting, hiring, retaining and offboarding – for a diverse and highly skilled staff
- Utilize a data-driven approach to identify trends and recommend proactive solutions to ensure solid talent management decision-making that incorporates an equity lens
STRATEGIC TALENT LEADERSHIP
- Provide coaching and thought partnership to Executive Team members in matters of talent strategy and organizational design
- Facilitate talent review conversations with Executive Team
- Partner with COO on facilitation of Leadership Team (supervisors/people managers) monthly meetings
- Collect and utilize quality metrics that drive priorities, measure outcomes and efficacy and enable better decision-making
HUMAN RESOURCES MANAGEMENT
- In collaboration with the COO, ensure that all HR policies, benefits, compensation, and practices reflect Tipping Point’s values
- Provide employee relations counseling, and coaching to all levels of staff with a focus on leadership development and conflict management
- Monitor trends in staff departures and develop retention strategies
- Partner with Tipping Point’s professional employment organization (PEO) to ensure that the organization remains compliant on all federal, state, and local labor laws
- Develop or revise, and implement talent systems, processes, and policies as needed
- Capture and utilize data to inform understanding, strategies, and decision-making in all work
Note: We are a dynamic organization in a rapidly changing industry. Therefore, the responsibilities associated with this position will change from time to time in accordance with Tipping Point’s needs. More specifically, the Director of Talent and Culture may be required to perform additional and/or different responsibilities from those set forth above.
In addition to our core values, Tipping Point staff exhibit four core competencies: flexibility, exceptional communication skills, ability to work well on a team, and the ability to continuously problem solve in the face of challenges.
Additionally, the Director of Talent and Culture must have:
- Strong track record of leading talent management practices with a proven commitment to integrating core values, integrity and accountability throughout all organizational and business practices; knowledge and experience in organizational design, learning and development a plus
- Proven ability to establish self as a credible and trustworthy source for employees at all levels to voice concerns and gain guidance on talent/HR issues
- The ability to value and consider the perspectives and backgrounds of all parties; a track record of effective execution of programs, practices, and policies that make the strategic connection between diversity and inclusiveness practices with organizational success
- The ability to align talent strategy, goals and objectives to overall business strategy, mission, and objectives
- Ability to act as an internal coach and consultant, providing guidance on professional growth to all levels as well as thought partnership on talent-related items to leaders
- Demonstrated ability to develop others, build effective teams, and direct work in an engaging way
Salary + Classification
Tipping Point is committed to paying competitive wages. In an effort to increase equity, because we know that salary negotiations tend to have an unfair bias, we do not participate in a salary negotiation process for any candidate. We will make our best offer, and it will be the same regardless of the candidate. The annual starting salary for the Director of Talent and Culture role is $155,000. This position meets the exemption requirements as defined by state and federal law. Exempt employees are paid on a salaried basis, and their salary is intended to constitute their entire regular compensation, regardless of the number of hours they work; therefore, exempt employees are not eligible for overtime pay.
Hybrid Work Environment
Tipping Point is committed to the safety of our staff and to facilitating connection and community with one another. While we were remote for almost two years, we are a highly in-person culture and have moved into a hybrid work environment. While managers have some discretion over the schedule, teams are generally expected to be in person Tuesday-Thursdays. All other days staff may choose to work in the office or remotely. Please note that in a constantly changing environment, Tipping Point may adjust this arrangement as it sees the need to.
Tipping Point is committed to providing our staff with a safe work environment and helping to promote the health of our community. As such, Tipping Point will require all employees to confidentially show proof of COVID-19 vaccination as a condition of employment, unless they are unable to receive the vaccine because of a medical condition or sincerely held religious belief or practice. In accordance with the Americans with Disabilities Act and Title VII, and applicable state laws, Tipping Point is prepared to make reasonable accommodations for employees who (1) cannot take the vaccine due to a medical disability or (2) seek an exemption from the vaccine based on sincerely held religious beliefs.
How to Apply
Ready to change your life? Apply now!
We are proud to be an Equal Employment Opportunity company. We do not discriminate based on race, religion, color, national origin, gender (including pregnancy, childbirth, or related medical conditions), sexual orientation, gender identity, gender expression, age, status as a protected veteran, status as an individual with a disability, or other applicable legally protected characteristics. Tipping Point will consider qualified applicants with arrest or conviction records for employment in a manner consistent with the requirements of the San Francisco Fair Chance Ordinance.
Tipping Point accepts applications on a rolling basis; if the position is still posted on our website, we are still accepting and giving equal consideration to applications.