Vice President of Human Resources

The Vice President (VP), Human Resources (HR), reports to the President & CEO and manages the Director, HR Operations and Director, Talent Management. This position will enable the organization to function at its greatest potential through the recruitment, development, management and retention of high-performing, mission-aligned team members while shaping the organizational culture to be family and employee centered as we continue to scale nationally. The VP of HR will also sit on the Senior Leadership Team and thought partner around decisions supporting the execution of our strategic priorities.

The VP of HR will own a broad range of strategic talent and organizational initiatives. This individual will serve as the organization’s resident expert and thought leader on all areas of diversity, equity and inclusion (DEI), HR operations, talent and culture among their colleagues internally.  The VP of HR will also create strategic alignment between the organization’s goals and values and the people who implement them.

About You:

The ideal candidate is a proactive and energetic leader who has worked in a hybrid work environment with significant experience improving HR operations, advancing talent strategies, and serving as a champion of diversity, equity and inclusion plans within a national multi-site non-profit organization. They will consider themselves a strategic and progressive HR leader to develop and oversee the execution of Jeremiah Program’s (JP) strategic plan as it relates to its people. 

Ultimately, the VP of HR’s success will be defined by their relentless commitment to doing the hard thing --- building a best-in-class organization that successfully balances the needs of our JP moms, JP kids, and JP staff.  

This will be achieved by their ability to operationalize a strategy that invests in the technical and adaptive challenges and strengths of the organization. They will have an inclusive understanding of, sensitivity to, and respect for diverse racial, socio-economic, ethnic, academic, religious, and cultural backgrounds and identities of JP staff. This leader will also be deeply versed in HR functions: legal compliance; employee lifecycle; and a relentless employee-centered approach to HR.

Primary Responsibilities:

Talent Management

• Build and promote an employer brand that aligns with JP values, national brand and culture.
• Oversee the design, build and implementation of a leading edge, holistic talent strategy that centers in excellence, equity and the employee experience.
• Oversee strategic solutions that support employee engagement and identify opportunities to enhance employees’ experience and effectiveness.
• Oversee the recruitment and onboarding strategy and execution
• Oversee the design and implementation of an equity-focused recruiting process
• Oversee a cross-functional team focused on the new hire experience.
• Partner with leaders across JP to establish an organizational competency model that clarifies expectations for all employees as member of the JP organization.
• Implement and oversee the design of a multi-year professional development program to maximize the impact of each team member in their roles, grow effective managers and leaders, building organizational skill sets, and improve retention
• Design career pathways with organizational leaders to make JP a place where individuals can grow in their careers and skills.
• Implement and oversee a best-in-class performance management and review process for the organization.
• Serves as key decision-maker for all employee relations issues while exercising strong judgment and discretion and partnering with other stakeholders as appropriate.
• Implement and oversee a strategic goal setting process aligned with the JPs strategic plan
• Build a culture of ongoing reflection and feedback, with a growth and continuous improvement mindset.
• Establish an industry-leading performance-based compensation model that recognizes impact and excellence as factors in pay increases.

HR Operations

• Oversee the administration, enrollment, tracking and reporting of employee benefits and time and manage corresponding external vendor relationships and performance.
• Own and update internal policies and processes, such as paid time off, leave programs and compliance policies, as needed.
• Oversee legal compliance with employment laws at a federal, state, and local level, from interpreting legislation and makes internal recommendations to drive their implementation.
• Oversee the maintenance of HR documentation, records and HRIS systems,
• Oversee the management of all employee leaves (i.e. FMLA and parental leave), worker’s compensation claims, and unemployment claims.
• Manage 3rd party vendor relationships and outsourced partners of the HR department.
• Oversee the consistent and compliant execution of contract creation and payments.
• Ensure the execution of competitive and equitable benefits, compensation, and policies.

Diversity, Equity and Inclusion

• Integrate a diversity, equity and inclusion lens in the policies, systems and fabric of JP, in partnership with leaders, staff and stakeholders across the organization.
• Manage our DEI strategy and execution by determining priorities, initiatives, and timelines and aligning DEI objectives with our talent programs and processes.
• Facilitate discussions, trainings and learning opportunities around DEI for JPs leadership team
• Ensure JP’s strategic recruiting plan attract and grow a diverse pipeline of candidates with such efforts as long-term sourcing and networking.
• Build a positive, affirming, inclusive and equitable culture that contributes to retaining diverse talent.
• Lead various analyses and examine our employee lifecycle through the lens of DEI with the goal of continuous improvement of our internal organizational practices and management.

Culture

• Serves as a culture visionary and champion, setting and modeling a culture of high equity & high excellence.
• Design new initiatives with a specific focus towards promoting and sustaining culture for remote-based employees and teams and building our culture as “one JP”.
• Maximize impact of existing organizational culture programs, such as staff appreciation initiatives and celebrating the contributions, milestones and life events of our team.

• The ideal candidate brings at least fifteen (15) years of experience working in a People & Culture/HR function, with a plus being at five (5) at an executive level in a national multi-site non-profit with a budget of 25M or more.
• Experience building and promoting culture in a hybrid work environment
• Senior Professional in Human Resources (SPHR) or SHRM Senior Certified Professional (SHRM-SCP) certification.
• Experience managing diversity, equity, and inclusion initiatives, bringing a deep commitment to advancing these values.
• Experience working with organizational leaders to set a vision around organizational culture, talent and engagement activities.
• Experience in the people operations and human resources functions, including experience with HRIS systems, employee lifecycle management, legal compliance, organizational policy development, and benefits management.
• Demonstrated success in managing transitions during organizational change.
• Knowledge of latest trends in talent strategy to support employee development and engagement.
• Knowledge of HR standards, laws, and best practices to ensure organizational compliance.
• Proficient using Microsoft Suite (Outlook, PowerPoint, Excel, Word) and UKG experience preferred.
• Ability to travel up to six times a year for two-three-day trips.

Leadership Competencies:

• Strategic thinking: Thinks about the long-term organizational strategy and how to align and implement it. Comes up with useful new strategic insights.
• Drive for results: Focuses on continually measuring and improving performance. Shows drive and determination to meet short- and long-term goals. 
• Judgment and decision making: The ability to thoughtfully use information to make decisions, even in uncertain circumstances, while balancing the interests of multiple parties.
• Developing others: Involves a genuine intent to foster the long-term learning or development of others. The focus is on the development aspect rather than training. Takes accountability and invests time and effort to develop individuals and teams.
• Building organizational capability: Ensures that the right people and processes are in place to produce and maintain excellent business results. This requires building a solid and credible organization, taking each turnover opportunity to “raise the bar” on performance level a group.
• Enterprise perspective: Maintains a cross-boundary, rather than functional perspective, and acts on the belief that solutions, problem solving, and planning are more effective when appropriate collaboration occurs across the organization.
• Long-term focus: The ability to create opportunities or prevent problems in the future by acting now to address future issues.
• Engaging communication: The ability to communicate the vision, strategy and values of the organization to all constituencies in a way that is meaningful to them. It is the ability to help large groups make meaning of complex ideas and ambiguous situations by painting a compelling picture.
• Diversity, Equity, Inclusion Competency: Champion RPA’s DEI Guiding Principles across the organization. Respects, seeks to understand and values individual differences. Identifies and addresses barriers to inclusion on the personal, institutional and process levels. Establishes analysis on issues related to equity, specifically an understanding of inequities on a systematic, institutional, and interpersonal level. Ability to understand, be sensitive to, appreciate and respond to cultural differences and the interactions resulting from them.
• Employment Law: maintain up-to-date knowledge of US labor laws to ensure the organization demonstrates a commitment to fair employment practices.
• Experience Building and Managing High Performance Teams: Demonstrated ability to identify, attract, and develop talent by matching individual capabilities with organization needs. Foster a culture of real-time feedback and serve as a coach to the team.
• Business Acumen: Smart, direct, high-energy executive, focused on enabling strategic decision making. Ability to “think strategically, act tactically” and operate effectively on both levels.
• Track record of strategizing, executing and leading in a growth environment to deliver DEI and Talent solutions.

Salaries for people entering this role typically fall between $170,610 to $206,800 and are commensurate with relevant experience and qualifications and in alignment with internal equity. Additionally, we offer medical, dental, vision, and supplemental benefits as well as retirement plans and a generous vacation package. 

Visit our Careers Site, https://secure6.saashr.com/ta/6189893.careers?ShowJob=503751956 to apply.