1440 Multiversity
  • Human Resources
  • Scotts Valley, CA, USA
  • Full Time


About the Role

1440 Multiversity - recognized with a "Great Places to Work" designation in both 2021 and 2022 - is a philanthropic 501(c)(3) charitable organization committed to creating hope for living well. Reporting to the Managing Director, the Director of People and Culture (the "DPC") is an exempt "hands-on" leadership role that extends beyond the traditional requirements of HR administration to form strong cohesive teams, lead volunteer and community building efforts, guide recruiting efforts, and develop world-class talent. The ideal candidate will have an inherent passion for deep hospitality - a term defined as an authentic and genuine love for others. You will work among a driven team of diverse thinkers that share a similar like-hearted approach to the dedicated service and well-being of others. 1440 team members...

  • Are a like-hearted community of empowered thinkers and problem solvers;
  • Uphold high quality standards and committed to continuous improvement;
  • Feel inspired by hands-on work and laterally supporting colleagues do the same;
  • Develop a personal interest in their own personal growth and well-being;
  • Have an appreciation for the outdoors and communities in which we serve;
  • Possess a willingness to co-create a positive work culture of belonging and unity;
  • Passionately commit to the organization's charitable purposes and immersive learning experiences;
  • Collectively believe they are the most valuable resource to accomplishing our work.

As Director of People and Culture you will help innovate, deliver, and co-create memorable and educational experiences while cultivating and nurturing a positive and caring work environment for all. Paramount to your role is energizing 1440's Culture Principles and doing your part to help ensure fulfillment of the organization's mission and vision. In addition to the assigned duties below, you will ensure delivery of memorable moments emphasized by meaningful interaction with all team members and model the desired behavior expected of all 1440 team members. You will actively support and respect the direction established by senior leadership and be accountable to the performance of your job responsibilities to ensure adherence to established standards and protocol throughout campus. The DPC must display sound business acumen, authentic leadership skills, personally invest in the growth and development of others, and proactively contribute to the success of the organization's quantitative and qualitative business goals and fiduciary responsibilities.

What You Will Do:

  • Mentor others: Show initiative with a personal approach to the growth and development of all team members.
  • Uphold quality standards: Measure the effectiveness of product and service offerings to help optimize the guest experience and presenting suggestions to continuously improve our talent pool, communication, and processes.
  • Business planning and analysis: Monitor department financial forecasts and goals, display sound business acumen, and support the achievement of established organizational goals and mission objectives.
  • Labor management: Ensure ADP is being fully utilized by managers and staff for scheduling and time off tracking to help ensure payroll accuracy, improve performance efficiencies, and help maintain labor forecast accuracy.
  • Employee gratitude and recognition: 1440 values a proud workplace. Create and execute monthly staff appreciation events that recognize and reward them for positive achievements and maintain positive morale.
  • Foster employee wellness: Foster the self-care needs of the team by engaging in and promoting wellness activities and initiatives that optimize individual mental and physical health while creating a safe work environment for all.
  • Talent development: Actively participate in creating a positive pulse to the campus - use Talent+ to optimize human capital across campus. Attend shift stand-ups and visit CTM meetings to reinforce organizational values.
  • Lateral service: As a 1440 leader, support your colleagues by stepping out of our primary duties when necessary to meet business demands and the needs of others when called upon with "yes" in mind.
  • Tenants of Leadership: Fulfill the 1440 tenants of conscious leadership (see below) as a matter of your duty, and participate in all organization community, training, development, safety, and recognition initiatives.

1440 Tenets of Conscious Leadership

Live the 14 Culture Principles: The organizational culture is part of 1440's DNA, and we passionately commit to nurture and preserve IT. Always attend and participate in daily stand-up meetings to observe behavior and collectively foster open communication with staff and align to 1440's mission objectives.

Like-Heartedness: The organization's long-term success relies upon the generative energy and contributions of all 1440 team members who co-create experiences with loving hearts. We will fully support 1440's philanthropic advocacy work and the five learning pillars to inspire and enrich the world in support of our vision of creating hope for living well in and outside of the workplace.

Conversations that Matter: Foster a safe and open environment to engage in conversations that are important to you in a respectful and professional manner even if it's uncomfortable. Embrace and exude positivity, joy, hope, and optimism - No "drama triangle" negative talk or behavior - fact versus story. Have a personal conversation that matters when an issue arises by respectfully questioning the actions of others if they are inconsistent with our value principles regardless of the person(s) or circumstance(s).

One Team, One Mission: Build trusted relationships with co-workers assist across departmental lines. think beyond the sole needs of your department with yes in mind. High quality is the everyday standard, organizational evolution is constant, and our performance and processes can always be improved.

Engage in Mirror Work: Look in the mirror to become more self-aware with true reflection, truth, and clarity. Be a selfless, humble and vulnerable leader. Show up in a way that consistently demonstrates a mindful and conscious approach to deep hospitality. See the world through the lens of others to build trust. own your actions without making excuses or shifting blame - "mirror, mirror on the wall..."

Open Communication: Build genuinely authentic relationships through respectful communication. Direction should be clear and generally consistent. Politics should be minimal and a professional demeanor is always encouraged. Treat people equitably, listen to contrary perspectives in reverence to others, and display proper decorum while respecting the capabilities of one another.

Belonging & Unity: Our staff is 1440's most important resource, so we will respect the diversity and unique differences among us without passing judgement. Cultivate your personal perspective and pivot from problem to possibility mindset. Develop a deeper compassion and understanding of needs of others and offer the possibility of alternative solutions that create mutual benefit.

Business Acumen: Maintain current knowledge of and fulfill your job responsibilities. be accountable for your actions and remain committed to helping 1440 achieve its financial goals and mission objectives.

Co-Creation: We are all co-creators of 1440 and will contribute meaningful, creative, and innovative ways to advance the 1440 mission. I will adapt to change and remain open to applying new approaches. We must all do our part to protect 1440's non-profit status by aligning charitable efforts to the five learning pillars in full support of our vision inside and outside the workplace.

Job Requirements

Basic Qualifications & Responsibilities

  • Champion the 1440 vision, mission, and culture platform in both professional and personal settings.
  • Support initiatives, goals and general direction provided by the Managing Director and the Board of Directors.
  • Responsible for, but not limited to, all staff relations, salary administration, compliance requirements (anti-harassment training, skills certification, food safety, alcohol service training, work permits, internships, visa programs, etc.), recruiting, benefits administration, development efforts, workplace wellness, new hire orientation, staff morale, training and development programs, record keeping, staff reward and recognition programs, staff-based committees, annual gala, and community building programs to name a few.
  • Ensure all organizational, divisional, and departmental goals are met in compliance with 1440 business values.
  • Ensure Employee Handbook policy compliance - reinforce standards and procedures via on-going training, certification compliance and upholding all required local, state, and federal laws/mandates.
  • Ensure the selection, hiring, training, and management of all staff meet the required standards established so all leaders develop the talents of each team member to optimize their abilities, unique strengths, personal growth, development, and performance efficiency.
  • Exemplify a "deep hospitality" leadership mindset that creates a positive atmosphere for guest relations centered by a work environment that brings out the best in all team members.
  • Meets with staff and leaders to offer feedback on opportunities to improve communication, workplace conditions, and execution of services to continuously co-create better experiences for staff and guests.
  • Acts as the culture role model for the team - sets a good example by practicing lateral service excellence and creating a positive and trusted work environment for all team members and guests.
  • Attends meetings to understand the needs of various teams - communicates findings to senior leaders.

Conducting Human Resource Activities

  • Position the organization as a preferred employer of choice known for its vibrant work culture, community involvement and high level of employee engagement with a proactive approach and gracious attitude.
  • Ensure all staff (existing and new) possess the appropriate skills to meet the business needs of the operation.
  • Develop, implement, and maintain a consistent onboarding program among department managers so new staff members are educated with the governing 1440 Culture Principles, work standards; and training certification.
  • Manage staffing needs and complete appropriate paperwork with urgency for all open positions and task force.
  • Administers annual performance appraisal process and benefits enrollment campuswide.
  • Ensure disciplinary documents comply with legal standards and operating procedures (SOPs and LSOPs).
  • Possess a thorough understanding of and compliance with federal and state laws and maintain all related and necessary files regarding wages and hours, workers compensation and other laws as applicable.
  • Keep management advised of changes to all laws and educate for compliance. Anticipate opportunities before they arise - especially those that may affect employees or pose legal challenges for the organization.
  • Ensure manager monitor staff for symptomatic signs of illness and follow established health and safety guidelines. Be the point of contact when symptomatic illnesses are identified to provide direction related to current health and safety guidelines and action steps.
  • Ensure managers post staff schedules in ADP to meet established deadlines and audits records to ensure staff ADP records are accurately maintained. Retrain and counsel all as necessary to maintain compliance.
  • Solicits employee feedback, utilizes an "open door" policy and reviews employee satisfaction results to identify and address employee concerns with emotional intelligence assuring all staff are treated fairly and equitably.
  • Proactively track compliance with the 90-day performance evaluation of all new employees - exempt and non-exempt positions. Facilitate conversations with management to determine continued employment status based on merit achievement or exercise at-will rights.
  • Ensure staff eligibility accuracy for benefits for insurance programs, PTO, sick accruals, 401K, vaccinations, etc.

Quality Assurance

  • Recommend, guide, and hold Hospitality Committee members and managers accountable for require leadership duties that reinforce the work culture - participating in reward and recognition programs, ensuring shift line-ups, attending required training, participating in CTM meetings, performing community service, and so on.
  • Be proactive with direct recruiting efforts and employment activities. Establish timelines with managers. Guide the selection process by managing the initial talent assessment, fit guide interview and other communication.
  • Responsible for accuracy and consistency of all data, systems, records, and forms - employee data and payroll, FAQs, writing job descriptions, maintain uniform record keeping and filing methods, updating policy in a timely manner, conducting investigations with discretion, writing reports and compliance to employee handbook.
  • Ultimate oversight of performance assessment process and reviews that include salary reviews, wage adjustments, merit increases, and other initiatives as assigned by the Managing Director.
  • Follow-up on feedback received from CTM meetings and in other settings by sharing information with Managing Director to strategize on areas of improvement.
  • Respond to and prepare reports for government inquiries, complaints, and filings such as EEOC, DFEH, EEO and OSHA - investigate and respond to unemployment claims and filings for state disability and paid leave benefits.
  • Maintain confidentiality and safely secure all organizational and individual personal records.
  • Update the employee handbook as laws change and communicate changes to staff - time is of the essence.

Financial

  • Assist in the preparation of monthly forecasts, P&L critiques, annual budgets, and capital expenditure projects.
  • Controls and analyzes direct expenses via direct expense worksheets to meet monthly forecast targets.
  • Monitor annual HR department budget throughout the year, reporting reasons for all variances of actual versus budget and recommending and implementing appropriate actions.
  • Attend all financial (and other) meetings that impact the financial statement - labor, expense forecast, P&L, etc.
  • Collaborate with regulatory agencies to ensure a smoothly functioning, legally compliant organization.
  • Any need for occasional offsite work or business-related travel is at the discretion of senior management and therefore must be pre-approved in writing with no self-discretion. This is not a remote role.

Health & Safety

  • Support the General Manager of Operations enforcement of daily, weekly, and monthly "zone" inspections and walk-throughs to ensure a clean and safe work environment for our employees and facilities for our guests.
  • Be aware of and comply with safe working Health and Safety practices as applicable around campus - this will include your awareness of any hazards specific to the workplace.
  • Report any defects in the building, or equipment according to campus procedure.
  • Reinforce the urgency of immediately reporting any accidents/injuries in accordance with established procedures.
  • Attend six monthly Statutory Fire, Health & Safety training and be fully conversant with and abide by all rules concerning Fire, Health & Safety.

Be fully conversant with:

  • OSHA Regulations
  • Risk Assessments by department
  • Hotel Fire & Bomb Procedures

Confidentiality

While working for the company there will be access to a wide variety of confidential information concerning the company, guests, and staff members. It is vital that all such information remains confidential and may not be disclosed to anyone outside the company, guests, or among staff members unless otherwise permitted in writing by the Managing Director.

AAP/EEO Statement:

1440 Multiversity provides equal employment opportunities (EEO) to all employees and applicants for employment without regard to race, color, religion, sex, national origin, age, disability, or genetics. In addition to federal law requirements, 1440 Multiversity complies with applicable state and local laws governing nondiscrimination in employment in every location in which the company has facilities. This policy applies to all terms and conditions of employment, including recruiting, hiring, placement, promotion, termination, layoff, recall, transfer, leaves of absence, compensation, and training.

1440 Multiversity expressly prohibits any form of workplace harassment based on race, color, religion, gender, sexual orientation, gender identity or expression, national origin, age, genetic information, disability, or veteran status. Improper interference with the ability of 1440 Multiversity's employees to perform their job duties may result in discipline up to and including discharge. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions.

1440 Multiversity
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