At The Marine Mammal Center, we are guided and inspired by a shared vision of a healthy ocean for marine mammals and humans alike. The Marine Mammal Center advances global conservation through marine mammal rescue and rehabilitation, scientific research, and education.
We rescue and rehabilitate sick and injured marine mammals at our state-of-the-art veterinary facilities by engaging a dedicated workforce and a supportive community. We learn from the patients in our care and contribute to scientific understanding of the changing health of our ocean, taking action to address ocean threats and save endangered species. We lead as a teaching hospital by training veterinary professionals locally and internationally, and inspiring future ocean stewards through innovative school and public education programs.
ABOUT THE ORGANIZATION
The Marine Mammal Center is the largest facility of its kind in the world. Founded in 1975, the Center has grown into an internationally renowned and state-of-the art marine mammal hospital, research center and educational organization. Each year, the Center treats 600 – 800 sick, injured and orphaned marine mammals, with the goal of rehabilitation and release. Its professional staff collaborates with over 30 different scientific, educational, federal, state and non-profit organizations from around the world.
Marine mammal scientists and veterinarians from across the globe visit the Center and shadow its staff and volunteers to learn from the hundreds of animals treated each year, and from its acclaimed veterinary, scientific, and research staff. By collaborating with leading scientists and researchers to learn from the patients in their care, the Center expands and advances science to increase understanding of the health of the ocean and highlights implications for human health.
In addition to its work within the scientific community, the Center’s formal and informal education programs reach 100,000 children and adults ever year. Ultimately, the Center’s work inspires action and fosters stewardship toward the care of our environment.
Overlooking the ocean in the Marin Headlands, in Sausalito, CA, the Center operates three field stations in its 600-mile rescue range on the California coastline from San Luis Obispo through Mendocino County. With the addition of a facility in Kona, Hawaii, the Center’s rescue range has increased to include the entire Hawaiian archipelago. With an annual operating budget of just over $9M, 70+ staff depending on the time of year, and 1,200 actively engaged volunteers, the Center operates 24 hours per day, 365 days per year.
The People and Culture Director plays a critical leadership role at the Marine Mammal Center as it is responsible for supporting and enabling a vast and diverse group of individuals in their efforts to bring the organization’s mission to life. The idea of a People and Culture Team is relatively new at The Marine Mammal Center and marks an evolution from our traditional human resources approach to one that is focused on increasingly evolving the culture to fully support the needs of every person using a warm, friendly, people-centric approach.
As a member of the Management Team, the People and Culture Director will work closely with other department leaders to create long term strategies to address the needs of the organization and reinforce a culture of trust, respect, compassion, diversity, celebration and learning in a community comprised of 70+ staff and more than 1,200 volunteers. This role will also provide executive coaching and counseling to Management Team peers to ensure that team members are effective, collaborative and consistently taking actions that are in line with the TMMC credo which describes our culture and our shared behavioral expectations (see addendum).
To be successful in this role, the People and Culture Director must:
- Fully understand the mission, the work, the values, and the credo of the organization
- Design, develop, implement, and evaluate the processes, policies and other work products that are responsibilities of the role
- Always act and communicate in a manner that demonstrates a deep understanding of the organization and fulfill duties in a way that is strategic, in alignment with the credo, and informed by policy.
The People and Culture Director has two direct reports, the Volunteer Engagement Manager and the Staff Resources Manager (this latter position is currently open and this is a working title), with two Volunteer Coordinators supporting the Volunteer Engagement Manager. This role reports directly to the Executive Director.
PRIMARY RESPONSIBILITIES + DUTIES
- Engage members of the Management Team to facilitate cross-department collaboration that ensures that people strategies and solutions are consistent and positively support the Center’s evolving strategy and operations
- Lead, coach and develop a team of 4 to have an overwhelmingly positive impact across the organization in their implementation of programs that attract and welcome staff and volunteers into their roles with the Center, and as they partner in the management of these individuals throughout the span of their tenure with the organization
- Encourage and support open and honest communication across the organization; partner with the Management Team to create regular venues and forums for cross-functional collaboration and candid conversations
- Support the implementation of the Volunteer Engagement Strategic Plan.
- Provide a confidential, safe and empathetic resource to both staff and volunteers
- Lead the organization’s efforts to encourage and support work-life balance
- Serve as liaison to Compensation and Human Resources Committee of the Board of Directors
- Be the voice of the organization in selecting, managing, and working with vendors and/or staff, to address recruitment, benefits management, compensation review, and other functions.
- Review and approve position descriptions in consultation with managers and ensure they are updated regularly so that the organization has the right structure, roles and competencies to achieve its objectives
- Hire the right people for the right roles at the right time (working with an outsourced vendor and/or staff, as appropriate). Create, guide and participate in the interview process to support hiring managers in their efforts to recruit the best fit for each open role. For volunteer recruitment, coordinate efforts with program staff to provide administrative systems to increase efficiency
- Partner with managers to create a framework for onboarding new staff and volunteers that both shares and strengthens our culture
- Provide solutions, tools and process to enable effective performance management, including meaningful feedback, reward/recognition systems, and a fair and appropriate distribution of merit funds;
- Create a system for training managers on key policies and; support managers in coaching and counseling their team members including how to effectively address sensitive matters and difficult situations.
- Partner with managers to create and implement a framework for professional development opportunities
- Represent people and culture interests in the IIPP and Safety Committee; be mindful of the health and safety responsibilities of both TMMC and the people who work and volunteer here; partner with the LSSF Director to ensure the workforce is properly trained and compliant with these responsibilities.
- In partnership with managers and volunteer engagement staff, facilitate appropriate transitions (department transfers, promotions, resignations, involuntary terminations)
- Work with the Executive Director and Chief Financial Officer to analyze and report on key workforce metrics, and to manage employment relations risk
- Develop, recommend and implement personnel policies and procedures; Partner with volunteer engagement staff to develop volunteer policies, procedures and standards of volunteer service
- Ensure that all people policies and procedures are fully compliant with legal requirements and are informed by current best practices.
- Oversee or help guide and optimize workforce related database systems, records and relevant areas of the organization’s website
- Create a simple and easily accessible system to manage and publish organizational charts, staff photos, directories and seating charts
- Manage departmental budget
KNOWLEDGE + ABILITIES
- Superior people skills; strong intuition and the ability to get to the root cause of issues to offer simple, helpful ways to move forward
- Demonstrated ability to provide strategic, behavioral coaching and support at all levels
- Highly productive and adept at skipping from tactical to strategic focus and back again
- Ability to quickly assess what’s working/not working and put simple processes in place to solve problems and root out confusion/uncertainty
- Strong people and team leadership skills; ability to provide thoughtful feedback and encourage a culture of continuous learning and improvement
- Demonstrated success in a team-managed work environment; ability to negotiate, lead across divisions and motivate team members
- Superior inter-personal, oral and written communication skills
- Ability to work some evenings and weekends as well as to travel occasionally to meet the needs of a workforce that operates 24/7 in multiple locations
QUALIFICATIONS + EXPERIENCE
- 8-10 years of experience in a Human Resources leadership role, in a workplace environment preferably including both volunteer and employee workforce members
- Experience, training, credentials or other demonstration of HR knowledge and employment law
- Experienced trainer, able to instruct the workforce on a variety of topics relevant to their employment and/or service to TMMC and to prepare and equip others to become effective trainers (“train the trainer”)
- Non-profit sector experience strongly preferred
- Bachelor’s degree
LOCATION: Sausalito, CA
HOURS: full time, exempt
REPORTS TO: Executive Director
TO APPLY: Please submit your cover letter and resume BY APRIL 28, 2017