Head of People & Culture

About The John R. Oishei Foundation

The John R. Oishei Foundation (“the Foundation”) is a private, place-based (working in the Buffalo-Niagara region of New York State) foundation that was established in 1941 and has approximately $315 million in investments and a budget of approximately $15 million per year. The Foundation currently has 9 staff positions and anticipates growing to 16 in the next year.

The Foundation has been a leader in supporting some of the most notable and consequential projects in the Buffalo-Niagara region such as developments on the Buffalo Niagara Medical Campus that include the University at Buffalo’s Jacobs School of Medicine and Biomedical Sciences and The John R. Oishei Children’s Hospital, for which the Foundation made a $10 million commitment. The Foundation, in partnership with the Community Foundation for Greater Buffalo and an unprecedented coalition of business, civic, and public sector leaders, also served as a key partner in an effort to bring Say Yes to Education to Buffalo, in support of the education continuum beyond grade 12, which has been a recognized gamechanger in Buffalo.

Strategic Plan & New Direction

In 2023, the Foundation set a new direction and shifted its focus to address the root causes of racial inequity to advance financial prosperity for all, starting with Black communities on Buffalo’s East side. This directional shift was informed by a robust strategic planning process, which focused on research and data on the state of the Buffalo-Niagara region. This process highlighted significant racial inequalities and demonstrated that while the region has enjoyed a revitalization in the last decade, highly segregated communities, particularly on the East Side of Buffalo, have seen only modest or no improvements in decades.

This new strategic direction shifts focus from traditional direct service support toward systems change that creates equitable opportunities for financial stability and prosperity—it goes deeper than alleviating the symptoms of disparity and inequity, committing to the challenge of addressing root causes. 

Over the past year, the Foundation has begun the process of adapting policies, aligning services, and building and sharing resources to align with the new strategy. This process of adaptation will be done with a recognition that the Foundation has much yet to learn to best support a historic and culturally rich East Side where talented, wise, resilient, and creative residents and organizations are already deep into this work. 

As the Foundation reevaluates and reconsiders how they work, they will use tools such as advocacy, networking, convening, capacity building, and investment tools, as well as grantmaking, designed to address root causes and dismantle racist systems leading to financial prosperity for all. More specifically, they have:

• Moved from five broad areas (education, healthcare, neighborhood stabilization, self-sufficiency, and arts & culture) to focus specifically on building shared financial prosperity for a racially just region;
• Narrowed their geographic focus from all of Western New York to initially focusing on and partnering with Black communities on Buffalo’s East Side; and
• Shifted from supporting direct service (symptoms) to addressing root causes and systemic barriers, because lasting change starts at the root of the problem.

The Foundation will center organizations and members of East Side communities, joining forces and co-creating solutions to build a foundation for racial equity—and a foundation for a better Buffalo—together. Additionally, the Foundation believes that these efforts will benefit the entire region by supporting the untapped potential of a vibrant community and fostering financial prosperity— ultimately driving economic growth that will strengthen all of Western New York. 

The Foundation’s new strategic plan will guide their work in the years to come. Review the complete Strategic Plan HERE. The Foundation’s Mission, Vision and Values, defined through the strategic planning process, are reflected below.

• Mission: We work with communities to change systems and build financial prosperity for a racially just, vibrant Buffalo-Niagara region.
• Vision: A thriving, prosperous community for all, where diversity is our strength.
• Values:
  1. Act against racism: We are actively countering racism and the systemic barriers faced by Black and other residents of color in our region.
  2. Build on strengths: We center colleagues’ and communities’ agency, strengths, resources, and opportunities.
  3. Be trustworthy: We build and sustain trust through transparency, accountability, and humility.
  4. Work together: We listen to collaborate and build partnerships—across sectors and across differences.
  5. Make a difference: We achieve positive impacts by investing in our own and the region’s capacity to learn, improve, and change.

The Foundation’s 2023 Annual Report – linked HERE – outlines the work done over the last year.

Organizational Redesign & The Opportunity

As part of the transition to implement the new strategic direction, the Foundation has undergone a significant organizational redesign process, to ensure the right leaders are in the right places to take the Foundation into its next chapter of impact. Specifically, the new organization structure will align the team around five core functions:

• Community Impact
• Policy & Advocacy
• People & Culture
• Finance, Operations, Impact Investment & Research
• Strategic Communications

To support this vision and moment of tremendous opportunity and transformational evolution, the Foundation is seeking a dynamic and deeply committed leader to serve as the Head of People & Culture (P&C). 

Reporting to the Foundation’s President, Christina Orsi, the Head of People & Culture will support the Foundation in fulfilling its mission and strategy by centering racial equity, fully serving all team members, and supporting the organization in fulfilling its mission and strategy by leading the development of a strong and inclusive team and team culture. 

The People & Culture function supports racial equity by designing and implementing inclusive, equitable, and transparent HR practices. The function promotes diversity, inclusion, and belonging in the workplace; provides equitable opportunities for career advancement; offers training and development that addresses unconscious bias; and ensures fair and transparent performance evaluation processes. This function advocates for policies that support work-life balance, providing resources for employee wellbeing. In fulfilling its purpose, the P&C function will align the internal operations of the organization with its external racial equity and inclusion work.

Responsibilities of the Head of People & Culture include the following:

Employee Relations, Engagement & Performance (25%)

• Build relationships that enhance staff satisfaction, productivity, motivation, and morale, fostering a safe, open, and trusting environment.
• Ensure a collaborative, bias-free approach to employee relations, reviewing policies and practices on workplace rules and conduct.
• Resolve work-related issues and promote collaboration across differences.
• Support employees in navigating organizational change.
• Train managers on setting and assessing staff performance aligned with organizational goals.
• Implement equity-centered reward and recognition programs to drive individual and team performance.
• Design and manage an innovative “total rewards” strategy aligned with values and market trends.

Culture-Building, Values, & Wellbeing (25%)

• Engage staff to define and align the organization's culture and core values with its mission and goals.
• Lead efforts to translate values into everyday practices across the organization.
• Define and promote wellness principles that support self-care and staff well-being.
• Monitor and address gaps between stated values and lived culture; share transparent results. 

Racial Equity & Inclusion Learning and Practice (20%)

• Drive racial equity and inclusion initiatives across talent acquisition, performance management, and training.
• Collaborate with teams to develop and implement a targeted racial equity strategy with measurable outcomes.
• Review practices, derive insights, and share best practices internally and with partners.
• Create training tools to share learnings with external partners and allies.

Talent Planning, Acquisition & Retention Strategy (20%)

• Partner with leadership to identify current and future talent needs in alignment with organizational goals.
• Develop and maintain a talent bank capturing staff skills, interests, and lived experiences.
• Implement inclusive, equity-centered recruitment, selection, and onboarding processes.
• Regularly update job descriptions and org charts, ensuring title and level parity.
• Develop career pathing and training programs to enhance staff skills and performance.
• Integrate racial equity and inclusion into organization-wide training and development plans.

People & Culture Administration (5%)

• Document and measure core People & Culture processes, with a focus on equity and inclusion.
• Provide training and support to ensure effective use of processes.
• Analyze data to identify and address bias/adverse impact; provide transparent reports for decision-making.
• Continuously improve processes and explore opportunities for automation.

Community Activities/Collaboration (External) (5%)

• Cultivate relationships with external stakeholders to integrate community insights into organizational culture.
• Collaborate with external racial equity and inclusion efforts, sharing learnings and applying them internally.
• Support the development of allies through shared insights and community engagement initiatives.

Candidate Profile

While it is understood that no candidate will offer every desired skill, quality, and characteristic, the following offers a detailed, aspirational view of the ideal candidate profile: 

Expertise in Diversity, Equity, and Inclusion; Human Resources; and Organizational Development

This leader will:

• Bring comprehensive knowledge of DEI best practices; skilled in developing organizational processes and policies that enhance transparency and equity.
• Be experienced with human resources, organizational development, and change management – all centered on a commitment to racial equity.
• Be comfortable managing ambiguity and driving change, while establishing clear and consistent HR processes and ensuring compliance.
• Be skilled in streamlining processes and implementing best practices to enhance organizational efficiency and effectiveness.

A Confident Leader and Skilled Communicator

This leader will:

• Be a skilled communicator and listener, with the ability to synthesize and deliver a message with confidence and clarity, fostering trust and understanding within the Foundation and the broader community.
• Demonstrate expertise in facilitating challenging conversations around topics like race and equity, creating safe spaces for open dialogue and learning.
• Be skilled at developing strong, supportive relationships across a small, close-knit team, fostering a trust-based, supportive, and collaborative culture.
• Have the confidence and ability to serve as an internal executive coach and mentor, helping to shift the Foundation’s culture and practices in alignment with its values and goals.
• Be an approachable leader, able to serve as a relatable and dynamic face of the Foundation, translating internal work into external impact and community engagement. 

A Highly Collaborative Culture and Community-Builder

This leader will:

• Be energized by the opportunity to work closely with the Community Impact team to ensure the organization's work is deeply aligned with the needs and aspirations of the community.
• Naturally build authentic relationships with the Board of Directors, internal team members, and external partners, fostering trust and collaboration.
• Naturally foster unity within the team and across different organizational functions.
• Possess a strong ability to relate to the community, balancing internal organizational needs with the lived experiences and perspectives of the constituents the Foundation serves. 

A Strategic and Entrepreneurial Leader

This leader will:

• Be energized by the opportunity to step into a newly created role at a time of significant organizational change, with an opportunity for tremendous impact.
• Be a “builder”; willing to get their hands dirty while also providing high-level leadership and vision.
• Have an entrepreneurial mindset, with an ability to innovate and push boundaries to improve organizational practices.
• Bring a growth mindset, continually looking for opportunities to improve and evolve the organization's practices and approach.
• Be resilient in the face of challenges, with an ability to handle criticism and find a path forward. 

A Commitment to Buffalo and Racial Equity

This leader will:

• Fundamentally believe in the Foundation’s mission and vision, with a demonstrated commitment to racial equity.
• Promote and protect the Oishei Foundation brand and reputation. 
• Bring a strong commitment to the greater Buffalo area, If lacking direct experience in the region, the candidate’s ability to embrace and be embraced by the community, particularly Buffalo’s East Side communities, must be unequivocal.
• Be energized by the opportunity to play a key role in advancing the Foundation in a way that reflects its values and produces wide-sweeping results.
• Be an individual of unquestioned integrity, ethics, and values — someone who can be trusted without reservation.

Location: The successful candidate must be based in or willing to relocate to Buffalo, New York, and will be expected to be in the Foundation’s office at least 3 days per week. The candidate may need to be in the office or community more than 3 days a week, dependent on their specific tasks and responsibilities.

Compensation & Benefits: Salary for the role is anticipated to range from $150,000-180,000, commensurate with experience. A comprehensive benefits package includes 401(k) (7% match), and health, dental, and vision insurance (100% individual coverage by employer). The Foundation provides a very generous benefits package to ensure the whole wellness of the team. 

Of note, one of the functions of the Head of People & Culture position will be to evaluate the Foundation’s total compensation and budget for wellness/employee development, and advise on how it can best achieve the Foundation’s goals of employee wellness, equity, growth, and performance.

Note: The actual title of the role may evolve as the organizational evolution progresses. The Head of People & Culture will lead the process of evaluating and determining titles for the organization, to ensure alignment with the Foundation’s vision and values.

Interview Process

Our goal is to lead a thorough search process, during which both candidates and the client cangain a robust understanding of each other. To that end, candidates can expect the following steps in the interview process:

• Candidates express interest: Candidates can express interest by completing a ‘Talent Profile’ on the Koya site.
• Initial Screening:Koya Partners will review all expressions of interest. For those who look to be a potential fit with the role, the process will include:
  • Introductory phone call with Koya Partners to learn more about you and your background and a deeper discussion about the Foundation and the role.
  • Zoom interview with Koya to confirm interest and alignment. Following this meeting, specific candidate materials may be requested.
• First Round Interviews: Selected candidates will participate in virtual interviews (45–60 minutes) via Zoom with members of the Search Committee. It is anticipated that 5–6 candidates will advance to this phase.
• Second Round Interviews: Finalists—typically three—will engage in more in-depth interviews, which may be conducted either virtually or in person. These interviews will focus on role-specific scenarios and deeper discussions about their approach to leadership and collaboration.
• Final Selection:The Search Committee, with input from Koya Partners, will conduct reference checks and deliberate to provide recommendations on candidate selection to the hiring manager, Christina Orsi, President, Oishei Foundation.
  • Background and other checks will follow before offers are extended.