Axis Talent Partners New York, NY, United States
Oct 20, 2017Full time
About Us: Girls Who Code is singularly focused on closing the gender gap in technology. In 2016, only 26% of the computing workforce were women, and only 5% were Black or Hispanic women. This gap has worsened over the last three decades. If the trend continues, by 2027 only 22% of women will hold positions in computing. Through our club and summer programs, Girls Who Code teaches 6th-12th grade girls essential computing skills, builds their confidence in becoming engineers, creates a clear career pathway into the field, and provides a supportive network of peers and mentors who help our girls succeed. We began 5 years ago with 20 girls in NYC and now reach 40,000 girls in all 50 states, serving as the largest pipeline of future female engineers in the country. The gender gap in technology is a challenge that can and must be solved. We will tackle it together with creativity, bravery and teamwork. Read more about our organization’s values and commitment to diversity, and watch our Founder’s TED talk on teaching girls to be brave. About the Role: The VP, People & Culture will fundamentally reimagine our talent function, and steward our culture, ensuring that Girls Who Code is an organization that lives its values, delivers on its mission, and attracts and supports a highly talented and diverse staff. The VP of People & Culture will also focus deeply on talent acquisition and retention, leveraging expertise, strategy and systems to drive an outstanding culture and retain, develop and engage team members. The position combines leadership, strategic planning, infrastructure building, execution, culture stewardship, and coaching. The VP of People & Culture is accountable for employee engagement and retention. Success will ultimately be measured by increasing employee engagement, increasing team diversity and improving retention. We are looking for seasoned talent leaders who have deep expertise in design and execution of talent acquisition and retention strategies; who excel at staff development and building the capacity of managers; who understand employment policies and best practices; who build and socialize strong organizational cultures; and who bring an equity and inclusivity lens to every facet of their work. Key Outcomes & Responsibilities: Increase employee engagement (as measured by organizational surveys), increase staff diversity so that underrepresented groups are reflected at all levels of the organization, and improve staff retention Architect a comprehensive talent acquisition and retention vision and strategic plan, which includes concrete recommendations for improvement and specific, achievable deliverables, including: A comprehensive staff development program ensuring high performing team members are engaged, retained, and have clear development opportunities and career pathways A program/process for building the management and leadership capacity of managers A sustainable system by which we recruit and retain highly talented and diverse team members Execute strategic plan through executive team members, managers, and People & Culture staff and consultants Hiring managers have tools, training and support required to effectively select and hire diverse, best-fit candidates Build, steward and socialize an organizational culture strategy, which includes a robust on and off boarding program and integrates and socializes our core values and commitment to equity Intentionally build relational trust across all levels of the organization Serve as trusted advisor and thought partner to the executive team and to CEO specifically on all matters related to People & Culture Act as the primary resource and support for all team members on all People & Culture related questions/concerns, handling any employee relations issues in accordance with our policies Lead on internal staff committees charged with ensuring that culture reflects our core values and commitment to diversity and inclusion Organization is compliant with all state and federal labor laws, IRS and Department of Labor guidelines Continuously improve employee handbook, policy and company culture documents Commitment to Diversity & Equal Opportunity: Girls Who Code is committed to building a truly diverse and inclusive organization with a focus on valuing, serving, and understanding our target constituents, while challenging all stakeholders to think inclusively for the betterment of our programs. Girls Who Code is an equal opportunity employer committed to a policy of equal treatment and opportunity in every aspect of its hiring and promotion process without regard to race, color, creed, religion, sexual orientation, partnership status, gender and/or gender identity or expression, marital, parental or familial status, national origin, ethnicity, veteran or military status, age, disability, or any other legally protected basis. Racial and ethnic minorities and men are encouraged to apply for vacant positions at all levels. GWC is not able to sponsor employment visas. To Apply: This search is being managed by Axis Talent Partners. Interested candidates should submit a resume and cover letter detailing their interest in our mission and qualifications for the position to: http://axistalentpartners.applytojob.com/apply/bdT9mmJhjK/Vice-President-Of-People-Culture-Girls-Who-Code.