Qureos Mentor

Outpost Natural Foods

Director of People & Culture
 Outpost Natural Foods Cooperative is seeking a dynamic and visionary Director of People & Culture to join our leadership team. This role serves as a strategic advisor to the CEO and Directors, driving a people-first culture that supports Outpost’s mission of empowering people, building community, and advancing sustainability.
 What You’ll Do
 <ul>
<li>Lead Outpost’s people strategy and foster a culture of trust, collaboration, and inclusion.</li>
<li>Partner with leadership to align workforce planning, structure, and engagement with cooperative goals.</li>
<li>Oversee HR operations, compliance, benefits, and employee relations with fairness and integrity.</li>
<li>Support leaders and teams through change, growth, and ongoing development.</li>
<li>Lead and mentor the People & Culture team (Recruitment & Retention Specialist, HR Generalist, Payroll Specialist).</li>
</ul>
Who You Are
 <ul>
<li>A mission-driven leader with a passion for people and community.</li>
<li>Skilled in building culture, coaching leaders, and driving organizational effectiveness.</li>
<li>Knowledgeable in HR best practices, employment law, and equity-driven systems.</li>
<li>Strategic, data-informed, and experienced in balancing compliance with compassion.</li>
</ul>
Qualifications
 <ul>
<li>Bachelor’s degree in HR, Organizational Development, or related field required (advanced degree or certification preferred).</li>
<li>7–10 years of progressive HR leadership experience, with 3+ years in a director or senior management role.</li>
<li>Experience in cooperative, unionized, or mission-based organizations is a plus.</li>
</ul>
Join us in shaping the future of a values-driven organization where people and purpose come first.
 Apply at outpost.coop/careers
 
Please review full job description: 
TITLE: Director of People & Culture DEPARTMENT: Central Planning & Resource (CPR)
 
STATUS: Full-Time, Director, At-Will, Salaried REPORTS TO: Chief Executive Officer
 
JOB SUMMARY: The Director of People & Culture serves as a strategic advisor to the CEO and Leadership Team, shaping Outpost’s people strategy to foster a thriving, inclusive, and high-performing cooperative. This role is responsible for ensuring the systems, structures, and culture that support Outpost’s mission — empowering people, building community, and driving sustainability — are strong, equitable, and future-focused. This position oversees all people operations, including recruitment and retention, compensation and benefits, employee relations, policy compliance, and HR systems. The Director leads with a deep respect for cooperative values, guiding leaders and employees alike through growth, change, and collaboration.
 
WORK ENVIRONMENT: Business office environment with moderate noise including but not limited to computers, printers, paging, telephones, and human voices. Job related travel within metro Milwaukee area.
 
ESSENTIAL DUTIES AND RESPONSIBILITIES: 
Leadership & Strategy
 1. Serve as a member of the Central Planning & Resource (CPR) team, contributing to enterprise-wide strategic planning and decision-making.
 2. Partner with the CEO and Directors to align organizational structure, workforce planning, and culture with business strategy.
 3. Champion Outpost’s cooperative principles in all people decisions, ensuring transparency, inclusion, and integrity.
 4. Use data and insights to drive strategic initiatives in employee engagement, retention, and performance.
 5. Advise the CEO and CPR team on workforce trends, risks, and opportunities affecting the co-op’s long-term sustainability.
 People Operations & Compliance
 1. Oversee all HR policies, procedures, and compliance with employment laws and cooperative values.
 2. Oversee HR administration, HRIS and recordkeeping.
 3. Ensure consistent and legally sound employee relations practices that balance fairness, accountability, and compassion.
 4. Maintain up-to-date and equitable employee handbooks, job descriptions, and performance management systems.
 5. Lead investigations of sensitive employee issues with confidentiality, neutrality, and professionalism.
 6. Consult with management on the handling of performance issues. Ensure thorough and legally sound performance management practices.
 7. Conduct periodic audits of HR policies and procedures to ensure compliance and continuous improvements.
 Recruitment, Retention & Workforce Planning
 1. Oversee talent acquisition strategies that attract diverse, mission-driven candidates.
 2. Partner with the Recruitment & Retention Specialist to build proactive pipelines for key roles.
 3. Ensure fair, consistent and legally sound screening, interviewing and hiring practices.
 4. Monitor recruitment metrics, turnover and workforce demographics to inform long-term planning.
 5. Partner with Director of Organizational & Leadership Development to ensure onboarding programs promote early connection to Outpost’s culture and values.
 Compensation & Benefits
 1. Oversee compensation strategy, pay structure reviews and market benchmarking.
 2. Ensure payroll accuracy and timeliness.
 3. Manage benefit programs, open enrollment and benefit related record keeping and compliance requirements.
 4. Evaluate services, coverage and options available through benefit providers to provide a competitive benefit package.
 Labor Relations
 1. Serve as a key leader in maintaining collaborative and constructive labor-management relations that reflect Outpost’s cooperative values.
 2. Partner with the CEO and Director of Store Operations to ensure consistent and fair application of the collective bargaining agreement (CBA) across all departments.
 3. Advise and coach managers on contract interpretation, grievance handling, and conflict resolution.
 4. Lead or participate as a core member of the management negotiation team during union contract negotiations.
 5. Collaborate with union representatives to proactively address workplace concerns, minimize disputes, and foster mutual trust.
 6. Monitor workplace practices to ensure adherence to both legal requirements and the spirit of the CBA, balancing accountability and respect for employees’ and employer’s rights.
 Culture & Employee Experience
 1. Build a culture of trust, collaboration, and belonging across all Outpost locations.
 2. Ensure HR practices reflect and reinforce Outpost’s commitment to equity, access, and respect for all.
 3. Partner with the Director of Organizational & Leadership Development to align people & culture systems with DEIB and leadership development goals.
 4. Drive initiatives that strengthen employee engagement, recognition, and well-being.
 5. Support leaders in creating inclusive, healthy, and high-performing teams.
 Workplace Safety & Compliance
 1. Partner with Operations on safety and compliance programs to ensure a safe and secure work environment at all locations.
 2. Support continuous improvement in safety training, communication, and accountability across departments.
 3. Partner with the Director of Store Operations and Assistant Managers to maintain timely and accurate reporting of workplace incidents, investigations, and corrective actions.
 4. Oversee the filing and management of worker’s compensation claims, ensuring timely communication with employees, insurers, and state agencies.
 5. Ensure compliance with OSHA and other workplace safety requirements.
 Team Leadership
 1. Lead, mentor, and develop the People & Culture team, including the HR Generalist, Payroll Specialist, and Recruitment & Retention Specialist.
 2. Establish performance goals and growth pathways for department staff.
 3. Foster collaboration, accountability, and professional development within the team.
 Planning & Budgeting
 1. Develop and manage the annual People & Culture budget.
 2. Partner with the CEO and Director of Finance on forecasting, compensation planning, and benefit renewals.
 3. Identify technology and process improvements that increase efficiency and employee satisfaction.
 All Directors
 1. Maintain a high standard of performance and uphold Outpost’s Leadership Commitment.
 2. Abide by all Co-op policies and procedures as outlined in the Employee Handbook and other company documents.
 3. Perform all other duties as assigned by CEO.
 
KNOWLEDGE, SKILLS, ABILITIES: 
<ul>
<li>Proven ability to build trust and credibility across all levels of an organization.</li>
<li>Strong knowledge of employment law, HR best practices, and cooperative or mission-based organizational structures.</li>
<li>Demonstrated success leading strategic HR initiatives that improved culture, engagement, and retention.</li>
<li>Excellent interpersonal, facilitation, and coaching skills.</li>
<li>Experience managing payroll, benefits, and HR systems with accuracy and integrity.</li>
<li>Data-driven mindset with the ability to interpret metrics and communicate insights clearly.</li>
<li>Highly organized, decisive, and adept at balancing multiple priorities in a dynamic environment.</li>
<li>Commitment to diversity, equity, inclusion, and belonging as core organizational values.</li>
</ul>
Education & Experience: 
<ul>
<li>Bachelor’s degree in Human Resources, Organizational Development, or related field required; advanced degree or HR certification (PHR/SPHR/SHRM-CP/SHRM-SCP) preferred.</li>
<li>Minimum of 7–10 years of progressive HR leadership experience, including at least 3 years in a management or director-level role.</li>
<li>Experience in a cooperative, unionized, or mission-driven organization strongly preferred.</li>
</ul>
ESSENTIAL REQUIREMENTS: 
<ul>
<li>Regular, predictable attendance</li>
<li>Effective communication skills in English</li>
<li>Ability to read and comprehend instructions</li>
<li>Standing, walking, bending, sitting, reaching</li>
<li>Using hands or fingers to handle or feel</li>
<li>Specific vision ability: close vision and adjust focus</li>
<li>Ability to lift up to 20 lbs.</li>
</ul>
IMPORTANT DISCLAIMER NOTICE: 
The job duties, elements, responsibilities, skills, functions, experience, educational factors, requirements and conditions listed in this job description are representative only and not exhaustive of the tasks that the employee may be required to perform. The employer reserves the right to revise this job description at any time and require employees to perform other tasks as circumstances or conditions of its business, competitive considerations or a work environment change.
 
_________________________________________________ ___________________________
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Director of People and Culture

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Outpost Natural Foods

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Director of People and Culture