• Concertación de videollamadas y reuniones presenciales para presentar y prescribir nuestro servicio de reclutamiento y headhunting. • Captación de ofertas de empleo de empresas que necesiten incorporar talento a sus equipos. • Prospección y contacto con potenciales clientes a través de herramientas como Linkedin Sales Navigator o Apollo.

Role Description EVC is in a dynamic period of growth and organizational change. We are seeking a strategic, experienced, and trusted Senior Director of People & Culture to lead the organization’s people strategy and strengthen core People & Culture operations. Partnering closely with the CEO and leadership team, this role will improve performance, accountability, employee relations, and culture, bringing structure, sound judgment, and steady leadership in a complex environment. As EVC’s senior People & Culture authority, the Senior Director of People & Culture shapes and drives strategic direction to achieve long-term organizational goals, consistently delivering results despite obstacles. The Senior Director will oversee and optimize organizational operations, drive entire organizational initiatives from start to finish with minimal oversight, and help evolve the function from primarily compliance-driven support into a credible, transparent, and trusted strategic partner able to support EVC’s mission, staff, and leadership as the organization scales in complexity, visibility, and risk. What You Will Do in Your Role - Strategic People & Culture Leadership - Shape and drive EVC’s long-term People & Culture strategic direction in alignment with organizational values and goals, consistently delivering results despite obstacles. - Serve as senior advisor to the Chief Executive Officer and leadership team on people-related strategy, risk, and decision-making. - Establish clear decision-making frameworks to reduce bottlenecks and over-centralization. - Champion diversity and inclusion at a strategic level, ensuring equitable practices and collaboration across diverse groups. - Prepare for and present to the Board of Directors as needed. - Employee Relations, Investigations & Accountability - Own employee relations strategy, including intake, triage, investigation, and resolution of workplace concerns. - Design and implement standardized investigation and corrective action protocols. - Serve as escalation point for sensitive employee matters, leadership conduct issues, and compliance risk. - Ensure bi-directional accountability across staff, managers, and leadership. - Equity, Performance & Culture - Lead the design and implementation of equitable performance management, promotion, and compensation systems. - Reduce subjectivity by establishing clear rubrics, documentation standards, and timelines. - Partner with leadership to address systemic inequities and rebuild psychological safety and trust. - Translate workplace culture assessment findings into actionable, measurable improvements. - Foster a culture of continuous improvement and resilience, leading by example in embracing feedback. - Systems, Policies & Compliance - Own People & Culture policy architecture, SOPs, and governance. - Serve as system owner for HRIS governance and data integrity. - Ensure compliance with employment law, union requirements, and internal standards. - Directly manage and mentor the People & Culture team. - Own budget for the People & Culture function. Core Competencies - Growth mindset: Demonstrated ability to take and receive feedback professionally and gracefully from peers, staff, and supervisors. - Relentlessly goal oriented: Enjoys working toward and achieving ambitious goals; willing to overcome any obstacle to meet goals with a proven track record of creating and managing comprehensive strategic goals. - Cultural competency: Able to build relationships and collaborate with colleagues, partners, and stakeholders across multiple lines of identity difference. - Remains focused on problem solving while balancing multiple priorities within a constantly evolving political environment: Demonstrated ability to stay focused on finding solutions amidst shifting priorities in the dynamic political landscape. Requirements - Progressive HR / People & Culture leadership experience at the senior or executive level. - Demonstrated success leading HR in complex, high-accountability environments (e.g., rapid change, high ER volume, labor/employee relations intensity). - Significant experience in employee relations and workplace investigations — you have handled complex issues and can stand up strong, defensible processes. - Proven ability to shape and drive strategic people initiatives org-wide with minimal oversight. - Experience leading People & Culture functions in complex or unionized environments. - Strong judgment, executive presence, and the ability to advise and influence leaders at all levels including the Board of Directors. - Proven ability to rebuild trust in low-trust organizational contexts. - Experience with budget ownership for a People & Culture function. - SHRM-SCP, SPHR, JD, or equivalent credential strongly preferred. Benefits - Flexible Paid Time Off. - 100% cost coverage of employee health benefit premiums. - Dedicated weekly “Flex Day.” - 401K with an automatic employer contribution regardless of employee contribution level. - $1,000/yr toward Professional Development. - Free virtual therapy. - Stipend for ergonomic office setups. - Generous extended medical and personal leave.

• Support employee relations matters and workplace concerns. • Conduct investigations, fact-finding, and documentation reviews. • Review policies, procedures, corrective actions, and workforce communications. • Assist with compliance reviews, audits, and organizational initiatives. • Identify potential employee relations, hiring, compliance, and operational risks. • Participate in project launches and workforce readiness planning. • Partner with recruiting teams on workforce planning and hiring initiatives. • Assist with policy development and organizational communications. • Support leadership discussions and organizational planning. • Provide recommendations and workforce-related insights. • Serve as a trusted People Operations resource across the organization.

• Support employee relations matters and workplace concerns. • Conduct investigations, fact-finding, and documentation reviews. • Review policies, procedures, corrective actions, and workforce communications. • Assist with compliance reviews, audits, and organizational initiatives. • Identify potential employee relations, hiring, compliance, and operational risks. • Participate in project launches and workforce readiness planning. • Partner with recruiting teams on workforce planning and hiring initiatives. • Assist with policy development and organizational communications. • Support leadership discussions and organizational planning. • Provide recommendations and workforce-related insights. • Serve as a trusted People Operations resource across the organization.