Director of People & Culture

The key responsibilities of the Director of People & Culture at Endless OS Foundation include developing and executing a people strategy that ensures alignment and unity across teams, implementing frameworks for shared values and decision-making, coaching leaders through change, and fostering a feedback-rich culture. This role is pivotal in shaping the organization's culture and aligning it with strategic goals while overseeing daily operations.

Candidates for the Director of People & Culture at Endless OS Foundation should possess senior-level experience in People & Culture, Organizational Development, or HR, ideally within a creative or mission-led organization. A proven track record of aligning culture with strategy and leading teams through change is essential, along with expertise in coaching, learning and development, and creating human-centered people practices.

Creating a feedback-rich environment is crucial for the Director of People & Culture at Endless OS Foundation. It involves fostering psychological safety, encouraging continuous learning, and ensuring that team members feel valued and heard. This culture contributes to higher employee engagement, better performance, and an overall healthier workplace.

The Director of People & Culture plays a critical role in fulfilling the mission of Endless OS Foundation by ensuring that the organization’s culture reflects its values and strategic objectives. This role supports the development of the games-making community and device access programs, aligning people practices with the goal of empowering learners to thrive in a digital world.

The Director of People & Culture position at Endless OS Foundation offers numerous benefits, including a leadership role with significant impact, a flexible remote work environment, the opportunity to work with passionate collaborators, and the chance to innovate in the intersection of games and education. Additionally, competitive salaries and comprehensive health benefits are part of the package.

When answering this question, share specific examples where you successfully developed a people strategy that aligned with organizational goals. Discuss your approach to gathering input from team members, the framework you used, and the positive outcomes for the organization.

To answer this question, emphasize the importance of psychological safety and open communication. Describe initiatives you have implemented, such as regular feedback sessions or training programs, and how they led to improved team dynamics and performance.

Discuss your coaching approach, emphasizing the importance of active listening and tailored guidance. Provide an example of a specific change initiative you led, the coaching techniques used, and the outcomes achieved.

Explain your strategy for embedding values into hiring, onboarding, and performance practices. Share a specific instance where you effectively integrated values into the organizational culture and the results that followed.

Be honest about the challenges you've encountered but end on a positive note. Discuss how you addressed issues such as resistance to change or misalignment in team dynamics and what you learned from the experiences.

Outline key performance indicators (KPIs) you track to measure success, such as employee engagement scores or turnover rates. Provide an example of an initiative you evaluated and the improvements seen as a result.

Highlight your commitment to inclusivity and specific tactics for cultivating a diverse workplace, such as targeting diverse talent pools or implementing Employee Resource Groups (ERGs). Illustrate your points with examples from your previous roles.

Discuss your conflict resolution approach, emphasizing the importance of mediation and open dialogue. Share a specific conflict you resolved and how it improved team relations and collaboration.

Describe your comprehensive approach to employee wellness, incorporating mental health support, work-life balance initiatives, and preventive measures. Mention successful programs you've implemented in past roles.

Share details about a specific leadership development program, focusing on its objectives, implementation steps, and outcomes. Explain how the program enhanced leadership skills and contributed positively to the organization.