Director of Human Resources

Who We Are

Founded in 1926, the Colonial Williamsburg Foundation is a private, not-for-profit educational, historic, and cultural institution that owns and operates one of the largest and best-known museum complexes in the world. Our mission is “that the future may learn from the past” through preserving and restoring 18th-century Williamsburg, Virginia’s colonial capital. We engage, inform, and inspire people to learn about this historic capital, the events that occurred here, and the diverse peoples who helped shape a new nation.

Today, Colonial Williamsburg is the largest living history museum in the U.S. The Historic Area is the 301-acre restored colonial capital with 89 original buildings and 525 buildings reconstructed to how they appeared in the 18th century through extensive archaeological, architectural, and documentary research. The Historic Area is staffed by highly trained, historically dressed interpreters and expert tradespeople who bring the 18th century to life. The Foundation also owns and operates two world-class museums, the DeWitt Wallace Decorative Arts Museum, and the Abby Aldrich Rockefeller Folk Art Museum, The Bob and Marion Wilson Teacher Institute, and a renowned research library, the John D Rockefeller Jr Library.

Additionally, Colonial Williamsburg is home to five world class accommodations at the Williamsburg Inn, Williamsburg Lodge Autograph Collection, the Griffin Hotel, the Williamsburg Woodlands Hotels and Suites and the unique Colonial Houses in the Historical Area. Visitors may also indulge in food and drink at our many on site restaurants and taverns that blend a historically inspired dining experience with today’s evolved tastes. Each year over 5 million people visit Williamsburg and another 20 million engage with us digitally.

About the Position

The Director of Human Resources leads the Talent Acquisition, Learning & Development, and Employee Relations functions, ensuring a cohesive strategy that supports the organization’s mission and values. This role is responsible for attracting and retaining talent aligned with our poses, fostering a strong employer brand, and championing a culture of engagement, inclusion, and growth.

As a strategic leader, the Director will oversee employee relations and onboarding in both union and non-union environments and drive initiatives that support employee development and career progression. This position plays a critical role in building a high-performance culture by aligning HR Business Partners and HR Centers of Excellence to deliver exceptional service to employees and leadership.

Reporting to the Vice President of Human Resources, the Director collaborates closely with senior leaders and managers to integrate HR strategies with business objectives, helping ensure our workforce is well-equipped to drive the CW mission and achieve our goals.

Essential Functions:

1. Manage the design and implementation of effective employee learning and development programs to promote skill enhancement and career growth. Lead initiatives aimed at boosting employee morale, satisfaction, and engagement.
2.  Establish and drive leadership development initiatives that equip current and emerging leaders with the skills, mindset, and tools needed to inspire teams and drive organizational success.
3.  Collaborate with the CW and HR Leadership Teams to ensure alignment between Learning & Development programs and CW’s mission, company culture, and strategic goals.
4.  Ensure support for organizational projects and lead change management initiatives.
5.  Directly lead recruitment efforts, ensuring a seamless process to attract, hire, and onboard top talent.
6. Collaborate with organizational leaders and HR Business Partners to meet staffing needs and support the creation of a high-performing, diverse workforce.
7. Enhance CW’s brand by positioning the company as an employer of choice, using targeted recruitment marketing and engagement initiatives.
8. Oversee the performance evaluation system, ensuring regular assessment of employee performance.
9. Manage organizational activities for goal setting, performance scoring, and train leaders on appropriate performance feedback.
10. Manage employee relations, conflict resolution, disciplinary actions, grievances, and terminations in both union and non-union environments.
11. Conduct exit interviews to gather insights for continuous improvement.
12. Coordinate with the Sr Manager, Employee Relations to ensure excellence in HR service.
13. Guide managers on handling performance issues in alignment with company policies.
14. Collaborate with the VP of Human Resources and organizational stakeholders to develop and complete projects to enhance HR Services, organizational culture, and support the mission.
15. Conduct periodic reviews of tools and services within Employee Relations, Recruitment, and Learning & Development to ensure optimal function and savings.
16. Other duties as provided.

Required and Preferred Education and Experience:

Required:
• Bachelor’s degree in Human Resources Management, Human Resource Development, Organizational Development, Business Administration or a closely related field.
• Minimum 8-10 years’ experience providing support for employee relations, learning & development, and recruitment.
• Minimum 6 years’ experience managing and leading HR staff and programs in large, complex and multidisciplinary organizations.
• Minimum 3 years’ experience in providing HR support in a union environment.

Preferred:
• SHRM-SCP or SPHR certification. 
• Experience working in the not-for-profit industry. 

Qualifications: 

• Broad HR knowledge and expertise in strategic, collaborative, and consultative services, coupled with technical expertise in key areas.
• Extensive employee relations and labor relations experience and knowledge of employee law.
• Knowledge of current human resources practices and developments in each of the human resources functional areas supervised.
• Strong communication, organizational, and people skills.
• Must have the ability to lead, manage, and relate to all levels of the organization.
• Proficient with MS Office Word, Excel, and PowerPoint, and Talent Acquisition and Learning Management systems. 
• Ability to process and present information to diverse audiences while maintaining effective, collaborative relationships with all stakeholders, including members of the Board of Directors, outside organizations, vendors, management, and staff.
• Demonstrated success in team building, project planning, and project management.