Director of People

The Director of People at Bloom will oversee various aspects of the HR team, including talent acquisition, onboarding, employee engagement, performance management, and learning and development. This role is crucial for aligning the people strategy with organizational goals and fostering an inclusive workplace culture.

Candidates should possess substantial experience as a Director-level HR leader (or equivalent), ideally in agency or consultancy settings. A comprehensive understanding of HR processes, solid leadership skills, and a commitment to diversity, equity, inclusion, and accessibility (DEIA) are essential to excel in this position.

The Director of People plays an instrumental role in leading Bloom's DEIA roadmap, ensuring that diversity principles are embedded within the company culture and recruitment strategies. This position is pivotal in creating equitable pathways for advancement across the organization.

Bloom fosters a remote-friendly work environment that emphasizes strong team collaboration and open communication. The team values in-person meetups for research, strategy sessions, and team bonding, all while prioritizing maintaining a diverse and inclusive cultural landscape.

As a full-time salaried employee, the Director of People at Bloom enjoys a comprehensive benefits package including medical, dental, vision, life insurance, generous PTO, and stipends for technology and professional development, along with competitive salary adjustments.

It's vital to highlight specific strategies you've employed to manage and engage teams remotely, such as leveraging technology for communication and collaboration, and maintaining team morale through regular check-ins and social activities.

Discuss your methods for assessing organizational hiring needs, implementing diverse recruitment channels, and ensuring the entire talent acquisition process aligns with the company’s DEIA goals.

Provide examples of programs you've designed or facilitated, focusing on how they enhanced morale, promoted inclusion, or directly addressed employee feedback for a better work environment.

Explain your proactive approach to staying informed about relevant laws, conducting regular audits of HR policies, and delivering necessary training to staff members to uphold compliance across the organization.

Talk about your experience creating diverse talent pipelines, promoting inclusive hiring practices, and implementing training programs to raise awareness and drive unconscious bias training within the organization.

Share a situation where you navigated a sensitive personnel challenge, detailing your approach to conflict resolution and the strategies you implemented to ensure a fair and constructive outcome.

Discuss your experience using HR analytics tools and metrics to evaluate the impact of HR programs on employee satisfaction, retention rates, and overall organizational effectiveness.

Emphasize the importance of collaborating with executives to ensure their vision aligns with people initiatives, and how you would engage leaders in promoting and embodying the organizational culture.

Highlight the importance of establishing open communication channels for feedback, regularly reviewing and addressing employee concerns, and making policy adjustments based on insights gained.

Illustrate your past work related to DEIA frameworks, specific programs you have implemented, and how you intend to drive the DEIA goals at Bloom while measuring progress towards those goals.