Vice President of People & Culture

Recruitment and Retention:

• Set and execute a comprehensive talent acquisition strategy that strengthens candidate pipelines, reduces time-to-fill, and supports mission-critical staffing across the association.
• Partner with department and program leaders to develop workforce plans, staffing models, and hiring forecasts aligned to strategic priorities, seasonality, and funding realities.
• Lead retention and engagement strategies that strengthen culture, improve employee experience, increase performance—using feedback loops, manager capability-building, and targeted interventions.

Strategic HR Leadership:

• Serve as a trusted advisor to senior leaders on organization design, performance, change management, and people decisions—ensuring alignment between strategy, structure, and culture.
• Establish and continuously improve HR governance, policies, and practices that promote consistency, equity, inclusion, and operational excellence across the association.
• Define key people metrics and dashboards (e.g., turnover, engagement, time-to-fill, internal mobility), evaluate program effectiveness, and drive continuous improvement using data and best practices.
• Provide executive leadership for total rewards, ensuring compensation and benefits support attraction, retention, internal equity, compliance, and fiscal sustainability.
• Lead market benchmarking and pay/benefits analysis to inform a clear compensation philosophy and recommendations to leadership, balancing competitiveness with mission and budget.
• Partner with Finance and executive leadership to plan and manage people-related budgets, projecting cost impacts and supporting responsible resource allocation.
• Design and evolve recognition and incentive approaches that reinforce desired behaviors, support performance expectations, and strengthen engagement.
• Provide strategic oversight of HR systems (e.g., payroll, benefits, learning, and volunteer systems), ensuring data integrity, user adoption, process efficiency, and actionable reporting.

HR Committee Management:

• Lead and facilitate HR Board committee meetings, ensuring strong governance, clear decision-making, and alignment of people priorities with the association’s strategic plan.
• Partner with HR Board committee members to anticipate emerging people risks and opportunities and to shape practical, mission-aligned solutions.
• Prepare and present board-ready reporting and recommendations on workforce metrics, culture trends, compliance, and key initiatives to senior leadership and the Board of Directors.

Compliance and Risk Management:

• Own the association’s employment compliance strategy—providing guidance on federal, state, and local laws and regulations, including but not limited to EEO, ADA, FMLA, and FLSA.
• Oversee HR investigations and employee relations matters with consistent standards, sound documentation, and equitable outcomes in accordance with policy and legal requirements.
• Proactively identify and mitigate people-related risks through policy design, manager training, audits, and continuous improvement of practices.
• Lead employee relations practices that strengthen accountability, fairness, and a respectful workplace—guiding grievance and corrective action processes with consistency and care.
• Provide leadership and oversight of people-related risk areas, including required certifications, background checks, youth protection standards, youth protection standards and training compliance (e.g., Praesidium), ensuring consistent implementation across the association.

Employee Learning and Development Training:

• Build an enterprise learning and development strategy by partnering with leaders to assess capability needs and deliver training that improves leadership effectiveness and frontline performance.
• Implement and sustain succession planning processes that identify critical roles, develop internal bench strength, and support continuity of leadership.
• Champion a culture of continuous learning by embedding development into manager routines, onboarding, and performance expectations at all levels.
• Ensure required organizational training and certifications supporting risk management and compliance are implemented, tracked, and maintained across all departments.