Winston-Salem, NC

Director, People and Culture, The Winston-Salem Foundation

The Organization

We are a nonprofit community foundation, comprised of over 1,600 funds, that assists people
and organizations with their charitable giving, provides financial aid to college students,
amplifies collective impact through our strategic initiatives, and makes grants and partnerships with
nonprofits and community groups to strengthen Forsyth County. We are the oldest foundation
in North Carolina, and we are one of the oldest community foundations in the country. Since
2018, the Foundation has been on a journey to deepen its understanding of and commitment to
racial equity as both a priority in our work in the community and as a hallmark of our
organizational culture.

Our vision:
A generous and trusting community where everyone is thriving.
Our mission: We inspire giving and link resources to action, strengthening Forsyth County—now and forever.
Our values: Inclusion – we practice and champion inclusion, honoring the strengths and experiences of all
in our community.
Accountability – we honor the intentions of our donors and partners and hold ourselves to the
highest standards of ethics, service and stewardship.
Continuous Learning – we are committed to learning and evolving with our community
and our partners.

The director, people and culture is a new position in an exciting time of growth and development
for The Winston-Salem Foundation. The position is responsible for all areas of human resources
(HR) management to cultivate an equitable, high-performance culture that currently includes 30
staff. This role leads with an emphasis on relationships, empowerment, and integrity and is
responsible for designing and sustaining an environment that is people-centered and in alignment
with the Foundation’s mission, vision, values, and strategy. The director, people and culture
manages all aspects of human resources at the organization, including but not limited to
recruiting, employee relations, organizational development, performance management, ethical
and legal compliance, compensation, and benefits. The position reports to the vice president,
strategy and culture, which will be a new position at the Foundation effective September 2022,
and has no direct reports.

The Foundation recently completed a strategic roadmap that highlights key areas of focus in the
coming years. The director, people and culture will play an integral role in working with others
to implement the plan as we work to achieve the following strategic goals outlined in the

  •  A diverse and expanded group of people dedicated to making Forsyth County stronger and
    more equitable through the pooling of time, talent, and treasure
  • Greater investments of both financial and human capital to make Forsyth County stronger
    and more equitable
  • A sustainable and equity-focused operation that enables The Winston-Salem Foundation to
    effectively leverage our assets to support our community and our operations
  •  A collaborative anti-racist workplace where all staff thrive

All staff work together to live out the Foundation’s mission, values, and equity commitment.
Each person actively participates in education sessions, work groups, and other formal and
informal opportunities to learn about, deepen, and operationalize our shared commitment
to racial equity.

Recruitment, Retention and Orientation:

  • Understand current organizational structure and job responsibilities in order to collaborate
    with managers and other key staff to design recruitment, selection and onboarding processes
    that are legally compliant and support the ongoing development of a highly diverse and
    engaged workforce
  •  Serve as key thought partner to leadership when new hires, positions and shifts in
    organizational structure are needed
  • Work collaboratively with managers and other key staff to identify processes and initiatives
    for staff to feel understood and valued, knowledgeable about benefits and resources, and
    assisted to mutually solve problems
  • Investigate and recommend retention strategies to leadership that align with the Foundation’s
    goal to sustain a high-performing culture

Compensation and Benefits:

  • Oversee worker’s compensation, disability, and time off/leave programs and ensure that
    these programs are competitive, cost-effective, and equitable
  • Work collaboratively with Foundation leadership to establish and oversee compensation and salary structure and related pay policies; monitor for competitiveness, equity, and
    effectiveness, while managing budgetary responsibility for payroll expense


  • In coordination with the vice president, strategy and culture, lead efforts to build and
    execute strategies and processes that promote a culture of belonging, accountability, positive work environment, and staff engagement
  •  Identify and implement best practices for employee engagement and satisfaction
  • Ensure legal compliance in all HR programs, policies, and procedures. Advise leadership and managers in a proactive manner of actions necessary to maintain legal compliance.
  • Identify and utilize internal and external HR data to proactively monitor trends and
    employment law, identify risks, and make recommendations for new or revised programs,
    policies, and procedures
     Collaborate with external legal counsel to ensure Fair Labor Standards Act (FLSA)
  • Oversee updates to the Employee Handbook and other human resources policies
    Employee Relations
  • Determine and recommend employee relations practices necessary to establish a positive
    employer-employee relationship and promote a high level of employee morale and
  • Develop and support employee relations and corrective action practices and procedures that
    are equitable and honor confidentiality
  • Provide support and guidance to management and other staff when complex, specialized, and sensitive questions and issues arise; administer and execute routine tasks in delicate
    circumstances as needed by providing reasonable accommodations, investigating allegations of wrongdoing, and terminations
  • Serve as a resource for all staff by providing resolution-oriented guidance when sensitive
    issues arise

Performance Management and Talent Development:

  • Lead the creation and implementation of a performance management process that aligns with the Foundation’s mission, vision and strategy
  • Provide support to managers in identifying resources and strategies for talent development
    and for advancing and retaining BIPOC (Black, Indigenous, People of Color) employees as
    well as other underrepresented groups in the workforce: including, but not limited to LGBTQ and people with disabilities
  • Serve as a thought partner in identifying cross-training and talent development opportunities
  • Diversity, Equity and Inclusion
  • From a process standpoint and with outcomes in mind, infuse knowledge and best practices
    related to racial equity in the creation and development of all HR related strategies, practices, initiatives and policies
  • Help navigate conversations related to power, privilege, and structural racism to foster
    conditions for a culture where all staff can experience a sense of belonging
    Other assignments and special projects as assigned.


  • Proven track record of broad and progressive generalist experience in human resources
  • Broad knowledge and experience in employment law, compensation, organizational
    planning, and employee relations
  • Demonstrated success collaboratively designing and implementing innovative HR programs
    and initiatives that help create and sustain a thriving and equitable workplace culture
  • Proven skillful relationship-builder and communicator with ability to gain trust and influence people across the organization
  • Expertise to engage in and facilitate important and difficult discussions about race and the
    consequences of privilege in regular day-to-day operations with the ability to manage all
  • Demonstrated experience with navigating and engaging in difficult interactions around
    deeply personal, potentially divisive conversations, while supporting others to engage
  • Demonstrated success in using strong analytical skills, problem solving skills, and conflict
    resolution/negotiation skills
  • Deep commitment to and understanding of racial equity
  • Commitment to the Foundation’s values
  • Commitment to continuous learning, creativity and experimentation
  • Experience leading diversity, equity and inclusion and change management initiatives
  • SPHR certification or equivalent preferred

The Foundation offers a hybrid schedule where staff work in person for part of the week and
have the option to work remotely on other days. Our offices are in downtown Winston-Salem.

Salary range starts at $90,000, commensurate with experience. Benefits include generous
paid time off (PTO) and holidays. Health insurance, life insurance, dental insurance, short-term
and long-term disability insurance, and parental leave begin the first of the month following 30
days of employment. Eligibility for the defined benefit retirement plan begins after one year of
service. Other optional benefits include a flexible benefit plan, supplemental insurance with
AFLAC, employee supplemental retirement plan, charitable match program and tuition and fee
The Winston-Salem Foundation is committed to building a staff that reflects the community
served by the Foundation’s mission and strategic priorities and we invite applicants that
represent our diverse community.

How To Apply

The Foundation is seeking applications for a Director, People and Culture to join our team. We will be assisted in the search by management consulting firm People Development Partners.

Applicants should review the job description and submit a cover letter and resume. Applications, nominations, and expressions of interest should be emailed to  All applications will be reviewed until the position is filled. The desired start date for the position is the fourth quarter of 2022.

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