Vice President, People

Performance Achievement & Results (10%)

• Builds trusting, strong and collaborative relationships with the People Strategy & Performance team and the broader Strategy & Innovation Group, the Operations Group, other senior leaders, as well as staff at all levels across the Association to advance critical priorities
• Works with the People Strategy & Performance team (part of the Strategy & Innovation Group), to provide direction for recruiting, hiring, onboarding, and leadership development by providing feedback, coaching, mentoring, and employee development opportunities
• Holds team accountable for achieving at high levels to meet strategic goals and objectives
• Models inclusive leadership behaviors and embraces all dimensions of diversity – building strong teams that apply their diverse skills and perspectives to our mission
• Responsible for hiring, coaching, and managing all direct reports and ensuring alignment with association people practices for all positions within their organizational structure
• Conducts Cycle Check-ins and the Annual Check-In with direct reports to ensure progress with OKRs, provide ongoing coaching and feedback, and discuss development opportunities
• Implements a goal-based leadership approach (OKR methodology) and ensures the development department is actively working towards supporting organizational level objectives and key results

Strategic Leadership & Talent Management (25%) 

• Along with the Chief Strategy & Innovation Officer (CSIO), develops OKRs and strategies related to talent management and DEIB to meet organizational strategic imperatives
• Designs and delivers transformative strategies, programs, and initiatives resulting in effective talent acquisition, onboarding, engagement, performance, and a welcoming culture that elevates diverse talent and experience
• Crafts and consistently implements an effective communication strategy, proactively outlining the vision of the people and equity initiatives across the organization
• Designs and drives innovative and transformative talent management and equity initiatives
• Develops and implements comprehensive and competitive employee attraction, recruitment, retention, and management programs
• Evolves and formalizes HR processes with a keen focus on DEIB, talent acquisition, talent management, and total rewards
• Provides leadership and consulting support to executives and senior leadership on matters of reinforcing culture, equity, diversity, inclusion, and belonging
• Proactively partners with senior and executive leaders to identify future business needs and designs and implements talent solutions
• Assesses current performance management, talent management, career management, and succession planning practices to determine strengths and improvement areas, designs and implements system-wide solutions
• Develops and implements a talent management process that includes a review of talent by the executive team with a focus on critical roles, related succession planning, and assessing high potential talent
• Designs and delivers management enablement programs and initiatives that ensure we have the necessary capabilities at all levels of management and leadership
• Develops standardized frameworks and systems to equip people managers with the skills, knowledge, and abilities to lead high functioning teams
• Partners with the Senior Director of OED & IT to design learning and development programs that align with organizational core competencies and career pathways

Diversity, Equity, Inclusion, and Belonging (20%)

• Partners with the senior leadership and executive teams to drive forward DEIB initiatives to ensure the Association promotes and cultivates a diverse, equitable, and inclusive work environment
• In partnership with the CSIO, leads the implementation of the organization’s DEIB strategy and ensures that it is embedded in all People Strategy & Performance programs and processes, and across the Association
• Executes the YMCA of Austin’s people and DEIB strategy in support of organizational priorities and culture
• Functions as a strategic partner and business advisor to executive and senior leaders regarding key organizational and management issues with a commitment to diversity, equity, inclusion, and belonging

Operations, Systems, & Process Improvement (15%)

• Manages and selects technology-based systems that meet the Association’s talent acquisition, talent management, compliance, benefits administration, and payroll business needs
• Refines and/or builds key HR infrastructure, processes, policies, systems, and procedures to improve the overall operations and effectiveness
• Benchmarks, assesses, enhances, and streamlines existing practices and collects and applies data for ongoing process improvement in all aspects related to the employee lifecycle
• Establishes and implements compliant employee personnel files and recordkeeping practices
• Partners with Finance on the oversight of the HRIS to ensure accuracy and legal compliance
• Partners with the Senior Director, People Strategy & Performance to lead and resolve complex and sensitive employee relations issues related to employee matters such as employee complaints, and harassment allegations. May conduct investigations and facilitate the resolution of complaints.
• Ensures compliance with employment laws, legislation, and Association policies. Maintains knowledge of trends, best practices, regulatory changes, and new technologies in HR, talent management, and DEIB
• Ensures timely and accurate submission of data requested by the EEOC, YMCA of the USA, Department of Labor, etc.

Employee Brand & Talent Acquisition (10%)

• Works with other senior leaders across the organization as a key business partner to develop strategies that will enable the Association to hire and retain top talent, and ensures equitable hiring
• Partners with senior leaders in Operations, Marketing, and Programs to build a strong employment brand; clearly defining and promoting the YMCA of Austin’s unique employee value proposition
• Stays abreast of emerging workplace trends to attract and retain talent
• Oversees the development and implementation of a comprehensive and competitive talent attraction and recruitment program to meet the people needs of the Association

Employee Development, Engagement, and Rewards (10%)

• Creates insights from data to inform processes and improvements to drive a culture consistent with the YMCA of Austin’s values
• Leads the design and process for gathering employment and feedback through the annual engagement survey, pulse surveys, new hire/onboarding surveys, and exit surveys, analyzing results with executive and senior leadership and ensuring coordinated support to develop and monitor improvement strategies
• Working with the Senior Director of People Strategy & Performance, develops and implements rewards and recognition systems and processes
• Partners with the Senior Director of OED & IT to determine association-wide employee development needs and implements effective methods to educate and cultivate the capacity for enhanced organizational performance
• Continually assesses the competitiveness of all people programs and practices against the relevant comparable companies, industries, and markets

Data & Analytics (10%)

• Establishes an infrastructure and approach for effective data collection, analysis, and reporting for the People Strategy & Performance and DEIB functions
• Drives implementation and adoption of people analytics to support thoughtful, data-driven people decisions
• Designs use of metrics and analytics to assess current processes – identifying areas for improvement and implementing solutions
• Ensures that talent and DEIB outcomes are effectively analyzed, reported, and actioned, in line with the overall Association strategy

Other duties as assigned

• Represent the YMCA of Austin locally, regionally, and nationally, both inside and outside the organization.

The organization has reviewed this job description to ensure that essential functions and basic duties have been included. It is not intended to be construed as an exhaustive list of all functions, responsibilities, skills, and abilities. Additional functions and requirements may be assigned by supervisors as deemed appropriate.

The YMCA of Austin provides equal employment opportunities (EEO) to all employees and applicants for employment without regard to race, color, religion, gender, sexual orientation, national origin, age, disability, marital status, amnesty, or status as a covered veteran in accordance with applicable federal, state and local laws. YMCA of Austin complies with applicable state and local laws governing non-discrimination in employment in every location in which we have employees. This policy applies to all terms and conditions of employment, including, but not limited to, hiring, placement, promotion, termination, layoff, recall, transfer, leaves of absence, compensation, and training.