POSITION OVERVIEW: People and Culture Manager (PCM) will support the investment in our people, practice, and culture as we grow and evolve. The PCM is responsible for a range of human resource duties, including recruiting/retention, employee wellness, hiring/onboarding, performance management, compliance, training and development, and all other HR operations that support the success of the organization, its strategic objectives, and ensure that we are living our values throughout the organization. Reporting to the Director of Operations (DO), the PCM will support a wide range of strategic planning and internal initiatives, including creating staffing plans, policies, and practices.


  • Have at least 3-4 years of HR generalist experience, with extensive exposure to employee relations, performance management, recruitment, training, and development
  • Willingness to embody anti-oppression and justice-centered values to advance the culture of the organization and well-being of our staff
  • A creative thinker and patient team member willing to test out new ideas
  • A consideration listener and exceptional communicator
  • Engage in critical inquiry to promote self-awareness and accountability and implement liberatory frameworks within personal and team objectives and deliverables
  • History of working with diverse populations in a mutually respectful manner, using strength and asset-based approaches


To perform this job successfully, an individual must be able to perform each essential duty and responsibility satisfactorily. Reasonable accommodations may be made to enable individuals with disabilities to perform essential functions. Other duties may need to be assigned to meet organizational needs.

Recruitment, Hiring, Onboarding, Offboarding, Succession Planning

  • Develop strategies to identify talent; conduct recruitment and hiring process for all employees, from collaborating with managers on crafting job descriptions to extending job offers
  • Manage and conduct general organizational onboarding and orientation for new employees; in collaboration with the Executive Director (ED) and Director of Operations, develop and standardize onboarding expectations, schedules, protocols, and procedures across the organization
  • Manage and conduct offboarding of staff, including exit interviews; analyze data and make recommendations to the ED and DO for continuous improvement
  • In collaboration with ED and DO, create, maintain, and update succession plans for each position and proactively identify new talent 

Professional Development/Performance Management

  • Identify and support opportunities for management and employee professional development and growth; work with ED and DO to identify personnel challenges or talent gaps and collaborate to develop solutions to address them
  • Assist in overseeing performance management activities, including ongoing feedback, documentation of performance issues, annual performance evaluations, and performance improvement plans; collaborate with the Executive Director and Director of Operations to develop and implement new performance management approaches and systems; maintain knowledge of industry trends and best practices in the workplace development and change management
  • Provide performance management guidance to supervisors
  • Identify and coordinate ongoing training for staff members, including annual trainings (i.e. workplace safety, sexual harassment, mandated reporter), skills-based training, anti-racism trainings, and other trainings as needed; in collaboration with the ED and DO, implement a management training program for supervisory staff
  • In collaboration with the DO, identify departmental training needs, and assist directors with finding appropriate training resources; ensure that training is being offered to all employees across all programs; monitor and evaluate the success of training programs, following up to ensure training objectives are met


  • Assist in managing the employee handbook and employee actions by researching, developing, writing, and updating policies, procedures, methods, and guidelines, following all applicable laws and regulations
  • Assist DO in maintaining compliance with all local, state, and federal employment-related laws and regulations; advise Executive Director and Director of Operations on necessary actions in alignment with current employment law requirements; provide guidance and training to staff as directed
  • Maintain in-depth knowledge of changing employment regulations and implement policies, procedures, and systems by participating in educational opportunities, reading professional publications, maintaining personal networks, and participating in professional organizations/committees, to support regulatory compliance and risk reduction

Culture/Employee Relations

  • Oversee employee events and appreciation activities such as the annual retreat, social events, and group activities, tracking anniversaries, birthdays, and other milestones
  • Assess and advance employee engagement and satisfaction  
  • Serve as a HR contact for all employees; proactively engage employees to sustain healthy working relationships, morale, justice-oriented organizational culture, and retention. Communicate openly and frequently, keeping staff informed on benefit resources, organizational events and other pertinent information
  • Assist in the development, communication, and administration of human resource policies and procedures
  • Support the organizational understanding of employee health, wellness, and benefits and their alignment with our values and culture
  • Continue building a justice-centered framework, analysis, and culture within Mamatoto Village’s structures and systems that support the long-term wellbeing of staff and deepen Mamatoto’s commitment to center racial and economic justice
  • Exhibit understanding, sensitivity, and responsiveness to cultural, gender, and ability differences present in the organization’s service and employee population
  • Assist in managing and resolving complex employee relations issues; where applicable, conduct effective, thorough, and objective investigations


  • Assist in the development and administration of a consistent and progressive compensation program using an economic justice framework, including salary surveys and market research to ensure Mamatoto Village is competitive within its market

Benefits and Payroll

  • Manage general HR administrative functions and provide payroll support to the Finance department; assist in the coordination of annual Open Enrollment; address employee benefits questions; and propose additional benefit options pertinent to the organization’s workforce


  • Assist ED and DO to assess staffing requirements for grants and contracts
  • Maintain knowledge of industry trends and best practices in workforce development and change management
  • Review and make recommendations to ED and DO for improvement of the organization’s policies, procedures, and practices in workforce management; propose strategies for organizational development and effective talent management
  • Forecast current and future talent needs; gain an in-depth understanding of agency priorities and translates that into workforce planning for the group; provide input on departments restructures, workforce planning, and succession planning


  • Bachelor’s degree in Human Resources, Business Administration or a related field required; advanced degree in human resources, business, public administration, or related field highly desirable; SHRM-SCP, PHR, or SPHR certification required.
  • Demonstrated leadership skills, with a minimum of two years of supervisory/personnel management experience; experience consulting and educating senior management on HR-related topics
  • Direct nonprofit experience in social justice, public health, or movement-building organizations
  • Familiarity with strategic planning, including compensation practices, data analysis, organizational diagnosis and development; deep understanding of current HR trends in compensation and performance evaluation frameworks
  • Working knowledge of District of Columbia and federal laws and regulations affecting employer practices and compliance requirements; specific knowledge of requirements for 501(c)(3) organizations preferred
  • Experience in revising or developing new HR policies and procedures to meet changing organizational needs and support the desired organizational culture
  • Resourceful and able to find creative solutions, thinking beyond current systems and approaches while recognizing the impact of decisions and actions on the entire organization
  • Understanding of best practices and experience in building inclusive and engaged workplaces; racial, economic, and healing justice; and experience supporting a multi-generation workforce
  • Ability to deal with conflict effectively and to manage difficult situations confidently and calmly; demonstrated ability to coach and counsel both executive-level management and employees
  • Excellent interpersonal and communication skills; able to partner effectively with a variety of internal and external stakeholders, including expectation setting; able to influence through listening, writing and presenting
  • Maintain a high degree of professional ethics to include confidentiality of all client, donor, volunteer, and employee information.
  • Strong project management skills; ability to effectively plan, implement and manage HR programs and functions; ability to implement, explain, and apply relevant policies, procedures, laws, and regulations
  • Desire to be part of a hardworking, collaborative, fun, and values-driven team