Vice President of Human Resources

Major Duties and Responsibilities

• Serves as a member of the executive leadership team and contributes to agency-wide planning, decision-making, organizational development, and change management.
• Provides strategic guidance to the CEO, CFO, COO, CIO, executive leadership, and management team on workforce planning, employee relations, compensation, retention, compliance, organizational structure, and HR risk management.
• Develops and implements human resources strategies that support the agency’s mission, operational goals, regulatory requirements, and long-term sustainability.
• Partners with executive leadership to assess workforce needs related to agency growth, program development, restructuring, succession planning, and service delivery demands.
• Serves as a consultative partner to supervisors and leadership regarding documentation, performance management, policy interpretation, and consistent application of agency standards.
• Ensures employee relations matters are addressed in a timely, objective, well-documented, and legally compliant manner.
• Supports supervisors in strengthening accountability, communication, documentation, and effective management practices.
• Identifies employee relations trends and recommends proactive strategies to reduce risk and improve supervisory effectiveness.
• Ensures appropriate confidentiality, professionalism, and discretion in all HR-related matters.
• Ensures HR practices comply with applicable federal, state, and local employment laws and regulations.
• Oversees the development, review, revision, and implementation of agency employment policies, procedures, and HR-related practices.
• Ensures consistent interpretation and application of agency policies across programs, departments, and worksites.
• Partners with legal counsel, executive leadership, and other stakeholders as needed regarding employment-related matters.
• Provides leadership regarding labor relations, collective bargaining agreement administration, grievance processes, and management consultation, as applicable.
• Leads the development and ongoing evaluation of the agency’s compensation philosophy, pay practices, benefits strategy, and market competitiveness.
• Balances employee retention, internal equity, fiscal responsibility, regulatory compliance, and nonprofit budget considerations in compensation and benefits planning.
• Promotes a mission-driven, trauma-informed, inclusive, accountable, and engaged workplace culture.
• Supports initiatives that strengthen diversity, equity, inclusion, and belonging efforts, employee engagement, psychological and physical safety, retention, leadership effectiveness, and alignment with the agency’s mission and values.
• Provides leadership in addressing workplace culture concerns, communication patterns, morale issues, and organizational change.
• Uses employee feedback, exit interview data, engagement trends, and workforce metrics to recommend improvements to the employee experience.
• Establishes and monitors HR metrics related to turnover, vacancy rates, time-to-fill, retention, recruitment trends, exit interview themes, employee relations trends, training compliance, leave and accommodation trends, workers’ compensation, overtime, benefits participation, performance management completion, and other workforce indicators.
• Provides regular workforce data and analysis to executive leadership to support planning, decision-making, and operational improvement.
• Identifies trends and risk areas and recommends strategies to improve workforce stability, compliance, employee engagement, and HR service delivery.
• Leads continuous improvement efforts within the HR department to strengthen consistency, responsiveness, accountability, and efficiency.

Skills/Competencies

• Strong knowledge of HR principles, employment law, employee relations, compensation, benefits, recruitment, retention, performance management, and HR compliance.
• Excellent judgment, discretion, professionalism, and ability to manage sensitive and confidential information related to employees, agency operations, benefits, compensation, and other sensitive matters.
• Strong leadership, supervisory, coaching, and consultative skills.
• Ability to build trust and credibility with executive leadership, supervisors, employees, external partners, vendors, and regulatory entities.
• Strong conflict resolution, workplace investigation, problem-solving, and decision-making skills.
• Ability to interpret, apply, and communicate agency policies, employment laws, benefit information, regulations, and HR procedures consistently and objectively.
• Excellent interpersonal, verbal, and written communication skills.
• Strong organizational skills with the ability to manage multiple priorities, meet deadlines, and respond effectively in a fast-paced human service environment.
• Ability to use HR data and metrics to identify trends, assess risk, evaluate workforce needs, and recommend practical solutions.
• Demonstrated commitment to diversity, equity, inclusion, employee engagement, and a respectful workplace culture.
• Knowledge of employee benefit programs, vendor relationships, open enrollment processes, and employee communication related to benefits.
• Working knowledge of ADP or similar HRIS/payroll systems, including employee records, payroll-related processes, benefits administration, reporting, and system functionality.
• Ability to participate effectively in committees, meetings, audits, projects, benefits-related initiatives, and agency planning activities.
• Proficiency with Microsoft Office, ADP platform, and other related technology systems.

Education and Experience Requirements

• Bachelor’s degree in Human Resources, Business Administration, Public Administration, Organizational Leadership, or related field required.
• Master’s degree preferred.
• SHRM-SCP, SHRM-CP, SPHR, or PHR certification strongly preferred.
• Minimum of five (5) years of progressive human resources experience required, including at least three (3) years in a senior HR leadership role preferred.
• Experience in nonprofit, healthcare, behavioral health, human services, or another regulated service environment preferred.
• Demonstrated experience leading HR strategy, employee relations, compliance, compensation, benefits, recruitment, retention, and HR operations in a complex organization.
• Experience with HR analytics, compensation benchmarking, HRIS optimization, and workforce planning preferred.