Current Opportunities

Overview:
The Museum of Contemporary Art (MOCA) in Los Angeles is seeking a skilled, smart and adept leader to join our team as Director of People & Culture. The Director will partner with the Director of the Museum and the Senior Leadership Team to enable and support a fair and equitable culture through envisioning and ensuring the highest quality of human resources and payroll programs and services. The Director of People & Culture is responsible for providing HR leadership for approximately 150 exempt and non-exempt employees in a variety of functions. This position serves as thought partner to management to help ensure that that our human resources programs and initiatives are effective, efficient, and aligned to overall organizational vision. The Director will ensure that the museum operates in compliance with all federal, state, and local employment laws. The Director of People & Culture manages all aspects of HR including but not limited to talent acquisition and retention; employee relations; compensation; negotiation of and adherence to union contract; benefits administration; payroll; employee training and development; professional development and performance management; and development of museum policies, systems, and procedures. A key function of this role will be to support the museum’s diversity, equity, inclusion, and accessibility (DEI&A) initiatives.

The ideal candidate for this role should possess a high work ethic, excellent communication skills, knowledge of union and labor regulations, payroll and HR practices, strategic thinking abilities, strong organizational skills, and excellent interpersonal skills.

Essential Functions:
• Responsible for maintaining a highly engaged culture, motivating employees, and fostering an environment with high levels of teamwork, accountability, and communication
• Design, direct, and manage a company-wide process of policy, procedure and organization development that addresses issues such as key employee retention, superior workforce development and succession planning
• Integrate DEI&A concepts with Human Resources strategies, practices and processes at every stage of the employee lifecycle (i.e., employee engagement, retention, learning and development)
• Design and implement strategies, including ongoing education and training programs, to build the capacity of staff to work effectively, respectfully, and equitably across race, ethnicity, sexual orientation, gender, gender orientation and expression and other social identities and diversity segments
• Coordinate recruiting and selection efforts for all museum positions; conduct organizational and departmental staffing analyses; create and revise job descriptions; guide department heads/managers in the recruiting process; conduct new hire onboarding including orientation and benefit set up, perform background investigations; ensure I-9 compliance; conduct exit interviews
• Manage staff wellness and performance reviews; work closely with management to advise, counsel, and provide coaching and resolution to address employees’ performance
• Develop a performance recognition and reward program for all employees
• Provide advice and consultation for all employees on policy interpretation, performance coaching, conflict resolution and career development
• Establish the company wage and salary structure with the CFO; rely on competitive market research to establish pay practices that help to recruit and retain superior staff
• Respond to complaints and high-risk or sensitive employee relations issues; perform grievance and conflict resolution; ensure fair and consistent enforcement of policies and practices; investigate employee workplace situations including claims of harassment, discrimination, and policy violations
• Represent management in union contract negotiations and other business; oversee the administration and interpretation of union contract
• Propose, revise, review, and manage HR annual departmental budget
• Process or supervise processing biweekly payroll for all staff and ensure all wage and hour compliance; manage HRIS database; compile reports and analyze HR metrics to support budgets, forecasts, and provide data for management review
• In collaboration with benefits broker, administer group benefits plan, including but not limited to medical, dental, vision, life, and disability insurance programs, health savings accounts, COBRA, and other voluntary insurance with the benefits administration software; administer FMLA/CFRA and other leaves of absence; negotiate annual premium and plan renewals; manage annual open enrollment; process enrollments and terminations; process benefit billing and account reconciliation; work with benefits broker to ensure compliance in reporting procedures, ACA and 1094/1095
• Serve as 401(k) plan administrator and coordinate the annual retirement plan audit
• Develop and lead the retirement plan committee
• Manage workers’ compensation process; liaise with employee and claims adjustors; monitor open cases through the closure and Form DWC-1
• Work closely with the CFO on audits, budget development, annual compliance and tax reports, and other items
• Safeguard confidential employment records and health data; respond to all requests for verification of employment; proactively manage HR systems to ensure data integrity
• Ensure compliance with all federal, state, and local employment laws; develop and implement employment policies and procedures to ensure equity and legal compliance
• Update employee handbook as needed to ensure compliance with current law; represent museum at unemployment hearings
• Keep the leadership and community up to date with changes in compliance, regulations and policies as applicable

Requirements:
• At least 8 years of human resources experience in a leadership capacity with excellent communication skills
• Strong interpersonal skills; demonstrated experience and comfort managing difficult situations and a wide range of workplace situations and behaviors
• Prior experience with integrating DEI&A concepts
• Successful track record of driving organizational change, building trust among staff at all levels, and fostering a positive workplace culture through emotional intelligence and driving employee engagement
• Demonstrated knowledge of sound employment practices, and strong knowledge of California, Federal, and local employment laws including but not limited to EEO/AA, DOL, ADA, FMLA, WC, FLSA, Title VII, etc.
• Experience with organizational structure and restructuring; knowledge of workforce operating efficiencies
• Experience with processing payroll and benefits administration
• Experience with seasonal employees and management of temporary and part-time staff
• Strong problem solving, analytical, and organizational skills with proven follow-up and follow-through skills
• Successful track record of developing and implementing diversity and inclusion programs as well as creating and delivering internal training programs
• Ability to successfully work in a fast-paced environment and handle highly sensitive issues while balancing employee advocacy, management demands, and museum objectives; demonstrated ability to proactively manage and resolve complex and sensitive human resource issues
• Bachelor’s degree in human resources, industrial relations, business management, or a related field, Master’s degree preferred
• PHR/SPHR or SHRM-CP/SCP certification preferred
• Experience in museums, other cultural or non-profit organizations, and/or the arts is advantageous

The Museum of Contemporary Art is an equal opportunity employer. We will extend equal opportunity to all individuals without regard to race, religion, creed, color, national origin, ancestry, disability, medical condition, genetic information, marital status, sex (including pregnancy, childbirth, breastfeeding and related medical conditions), gender, gender identity, gender expression, age, sexual orientation, military status, veteran status or any other status protected under applicable federal, state or local laws. Our policy reflects and affirms the Museum of Contemporary Art’s commitment to the principles of fair employment and the elimination of all discriminatory practices.

To Apply:
Please submit your resume and cover letter to hr@moca.org with the subject line "Director of People & Culture".

Research shows that women and individuals from underrepresented backgrounds often apply to jobs only if they meet 100% of the qualifications. We recognize that it is highly unlikely that an applicant meets 100% of the qualifications for a given role. Therefore, if much of this job description describes you, then you are highly encouraged to apply for this role.