Vice President of People & Culture

Culture & Team Member Experience 

• Serve as a visible champion and culture driver, translating the YMCA's mission, values and leadership expectations into meaningful experiences throughout the team member lifecycle.
• Lead the YMCA's Culture Champions in partnership with the Senior Vice President and Vice President of Operations, creating a strong connection between employee voice, organizational culture and action.
• Use engagement data, employee listening and organizational insights to identify trends, strengthen connection and belonging, and influence strategies that improve the team member experience.
• Coach and influence leaders to recognize their role as culture carriers and create healthy, inclusive and high-performing teams.

Talent, Development & Organizational Readiness

• Provide strategic leadership for the YMCA's integrated talent strategy, including Y University, performance and talent reviews, individual development planning, succession planning, career pathways and leadership development.
• Partner with the CPO, Executive Leadership Team and Senior Director of Talent Management to identify leadership readiness, talent risks, critical roles and future organizational capability needs.
• Create an environment where development is an organizational expectation, connecting employee aspirations and potential with meaningful opportunities to grow, lead and advance.
• Ensure talent and development strategies produce measurable outcomes in leadership capability, internal mobility, retention and organizational readiness.
• Connect insights gathered through HR business partnership across the association to identify systemic trends, organizational risks and opportunities requiring enterprise-level action.
• Coach leaders through complex people decisions while strengthening their capability and accountability to lead teams effectively.
• Ensure HR business partnership is connected to the YMCA's broader talent strategy so workforce planning, performance, development, succession, engagement and retention are addressed as interconnected business priorities rather than independent HR processes.

Strategic HR & Workforce Partnership

• Lead and strengthen the YMCA's HR business partnership model, coaching the Senior Directors of People Operations and serving as a trusted advisor to executive and senior leaders on complex workforce, leadership, employee relations and organizational matters.
• Maintain a strong connection to YMCA operations, using workforce data and organizational insight to anticipate people needs, identify emerging risks and develop proactive solutions.
• Partner with Operations on workforce and recruitment strategy, including anticipating seasonal needs, addressing hard-to-fill positions, strengthening leader recruiting capability and identifying broader workforce trends. Day-to-day recruiting execution resides within Operations.
• Lead through organizational change with empathy, sound judgment and a clear understanding of both the team member experience and the needs of the organization.

People & Culture Leadership & Stewardship

• Serve as the CPO's primary deputy, translating People & Culture strategy into coordinated priorities and execution across People Operations, Talent Management, Benefits & HRIS and other people initiatives.
• Lead, coach and develop the People & Culture senior leadership team, creating clarity, accountability, collaboration and a shared commitment to exceptional service.
• Provide leadership oversight for employee benefits and HRIS and ensure the organization's people programs, systems and practices remain effective, compliant and responsive to organizational needs.
• Oversee the People & Culture budget with strategic guidance from the CPO, aligning investments and resources with the organization's highest people priorities.
• Represent People & Culture with executive leadership and across the association.

WORKING CONDITIONS AND PHYSICAL REQUIREMENTS: 

This position operates in a professional office and community-based environment and regularly interacts with team members, leaders, board members, vendors, and other stakeholders. The role requires use of a computer and other standard office equipment, prolonged periods of sitting or standing, and the ability to communicate and exchange information effectively. Occasional travel and flexible hours, including evenings or weekends, may be required based on organizational needs.

The YMCA of South Hampton Roads provides reasonable accommodations to qualified individuals with disabilities to enable them to perform the essential functions of the position, consistent with applicable law.

ACCOUNTABILITY: 

Accountable for achieving assigned organizational and People & Culture goals as measured through strategic priorities, cause-driven measures, operating results, team member experience, and supervisor evaluation.

Employment is contingent upon satisfactory performance and successful completion and maintenance of applicable position requirements, which may include background screening, driver's license review, CPS screening, drug and/or alcohol testing, or other screenings as required by the position or applicable law.

COMPENSATION & BENEFITS:

Starting Salary Range: $90,000 - $115,000 annually

The salary range provided reflects the YMCA of South Hampton Roads’ good-faith determination of the minimum and maximum starting salary for this position.

In addition to base compensation, the YMCA of South Hampton Roads offers a comprehensive benefits package to eligible employees, including an employer-funded retirement contribution equal to 12% of eligible compensation, health and welfare benefits, paid time off, and other YMCA benefits.