VP of Human Resources

We need to output HTML fragment with headings

for sections: About the role, Responsibilities, Requirements, Qualifications, Skills, Benefits, Pay, Schedule. Only include sections that have real specific content. No job title heading. No Job ID. Remove boilerplate like EEO, etc. Also remove application instructions (none). Need to preserve all substantive info. We need to parse the posting. Content: - Intro paragraph: "The Vice President of Human Resources provides strategic and operational leadership for One Hope United's enterprise human resources function. Reporting to the Executive Vice President & Chief Operating Officer, the Vice President develops and executes a comprehensive people and workforce strategy that supports OHU's mission, strategic priorities, financial sustainability, and growth. The Vice President strengthens HR systems, practices, and leadership across a multi-state, multi-site human-services organization, partnering with executive, program, and administrative leaders to improve workforce stability, manager effectiveness, employee experience, and organizational performance. The role requires an executive who can move effectively between strategy and execution while ensuring that core HR operations are reliable, compliant, scalable and data-informed." That's about the role. Could be "About the role" section. - Then "Essential Duties And Responsibilities" with subheadings: Enterprise HR Strategy & Executive Partnership, HR Operations, Compliance & Employee Relations, Talent Acquisition, Retention & Workforce Stability, Compensation, Benefits & Total Rewards, Performance, Leadership & Talent Development, HR Technology, Analytics & Workforce Planning, HR Team Leadership & Organizational Capability, Performs other related duties as assigned. Also note about list not exhaustive. We need to output a

• list for duties. Should we break into sub-sections? The instruction: Use
  • for any list of duties/requirements/benefits. So we can produce a single list of duties items, each as
  • . Could also group but not required. We'll preserve all substantive info. We need to include "First 24-Month Transformation Focus" maybe as part of responsibilities? Could be separate section? Not a standard heading; but we could include under Responsibilities as part of duties. Probably include as part of responsibilities list. "Decision Rights & Authority" also part of responsibilities. Then "Qualifications" section: Education, Experience, etc. Use
    • for list. "Required Skills" maybe under Skills section. "Compensation: $185,000" => Pay section. Benefits: list of benefits after "We Invest in You!" includes tuition assistance, vacation days, personal days, sick days, medical, dental, vision, 403b, FSA, HSA, short-term disability, agency-paid life insurance, voluntary supplemental life, voluntary legal plans, agency-paid long-term after 1 year, career ladders, professional development, promotion opportunities, free LCSW and LCPC supervision hours. Also "A Different Kind of Employer..." is marketing fluff but maybe not needed; but it's substantive? It's descriptive but could be considered boilerplate? It's not EEO; it's about organization. Might keep as part of About the role? Could be separate but not required. Probably we can include as part of About the role paragraph. We must not include EEO statement, E-Verify, etc. So drop those lines. Also drop "Note: This list of essential functions is not exhaustive. Duties and responsibilities may change at any time with or without notice." That's boilerplate? It's a note but maybe we should keep? It's a disclaimer; but it's not substantive duty. Likely drop. Also drop "Performs other related duties as assigned." That's generic but maybe keep? It's a duty but generic; but we can keep as it's part of duties list. We need to ensure we don't create sections with placeholder text. So only include sections where we have content. Thus sections: - About the role (intro paragraph + maybe the "A Different Kind of Employer" paragraph). We'll combine into

      . - Responsibilities (list of duties). We'll include all duty paragraphs broken into list items. - Qualifications (Education, Experience). We'll list items. - Skills (Required Skills). We'll list items. - Pay (Compensation: $185,000). We'll put in

      . - Benefits (list). We'll put in

      • . Schedule: not mentioned, so omit. We must not repeat job title as heading. Now craft HTML. We need to ensure proper nesting:

        About the role

        then

        ...

        . Then

        Responsibilities

        then
        with
        • items. We need to preserve all substantive info; not invent or summarize away detail. So we need to keep the details exactly as in text, but we can rephrase? The instruction: "Preserve ALL substantive information; do NOT invent or summarize away detail." So we should keep the information but we can format as list items; we shouldn't omit any details. However we can combine sentences into list items but must not lose detail. We'll try to capture each bullet's content. Let's extract duties: Under "Enterprise HR Strategy & Executive Partnership": - Develop and lead a multi-year people and workforce strategy aligned with OHU's strategic plan, growth priorities, financial capacity and programmatic needs. - Serve as the senior HR advisor to the CEO, EVP & COO and Executive Leadership Team, providing workforce insight, sound judgment and constructive challenge. - Partner with Operations and Finance on workforce planning, organizational design, change initiatives and emerging workforce risks; provide Board-level insight when requested. Under "HR Operations, Compliance & Employee Relations": - Establish a consistent, service-oriented HR operating model across OHU programs, locations and states, with clear policies, procedures, roles and escalation pathways. - Ensure compliance and sound practices for employee relations, investigations, corrective action, accommodations, leaves, records and policy administration in partnership with Legal/Risk. - Provide HR governance for workforce data and payroll-related processes with Finance, and monitor service reliability, recurring issues and material employment risks. Under "Talent Acquisition, Retention & Workforce Stability": - Lead enterprise recruiting and workforce-stability strategies for mission-critical and difficult-to-fill positions, balancing enterprise standards with local workforce-market needs. - Use workforce data to understand turnover, vacancies and early-tenure loss, and partner with operating leaders on targeted retention strategies. - Strengthen the candidate and employee lifecycle, including recruiting, onboarding, credentialing and offboarding, while connecting staffing to service capacity and financial performance. Under "Compensation, Benefits & Total Rewards": - Develop and maintain a coherent compensation philosophy, job architecture and salary structure that support market competitiveness, internal equity and financial sustainability. - Lead compensation benchmarking and equity/compression analysis, establish pay-governance practices, and partner with Finance on salary planning and personnel-cost modeling. - Evaluate and strengthen benefits, retirement, wellbeing and related total-rewards strategies to support recruitment, retention and the employee value proposition. Under "Performance, Leadership & Talent Development": - Maintain an effective enterprise performance-management approach that supports clear expectations, feedback, development and accountability. - Strengthen supervisory and management capability, particularly where leadership practices contribute to turnover, employee-relations issues or performance concerns. - Establish talent-review, succession-planning, career-development and internal-mobility practices that strengthen leadership pipelines and long-term organizational capacity. Under "HR Technology, Analytics & Workforce Planning": - Develop an HR technology and process-improvement strategy that strengthens efficiency, employee/manager self-service, data integrity and scalability. - Establish meaningful workforce dashboards and analytics that provide executive and operating leaders with timely insight into staffing, turnover, recruiting, retention, compensation and workforce risk. - Embed workforce planning and people data into recurring operating reviews, financial planning, budgeting and enterprise decision-making. Under "HR Team Leadership & Organizational Capability": - Lead, develop and hold accountable a high-performing HR team with clear roles, service standards and performance expectations. - Regularly assess HR structure, skills, workload and capacity and recommend changes necessary to effectively serve the organization. - Manage the HR budget and external expertise while building a credible, responsive and solutions-focused HR culture. "Performs other related duties as assigned." (keep as item) "First 24-Month Transformation Focus": This is a set of expectations; we could incorporate as duties items as well. Let's extract: - Initially be expected to assess and strengthen OHU's HR operating model while establishing a sustainable foundation for long-term people strategy. - OHU's Human Resources Strategic & Operating Plan and the executive performance process will establish specific milestones, measures, and annual priorities. - Stabilize and standardize core HR operations, policies, payroll-related controls and compliance practices. - Improve recruiting, onboarding, workforce stability and retention, with attention to high-risk programs and positions. - Modernize compensation and total rewards while strengthening manager effectiveness, talent development and succession planning. - Build reliable HR analytics, workforce planning and technology-enabled processes that support operating and financial decisions. We can include these as duties as well. "Decision Rights & Authority": - Direct the work, priorities, and service standards of the Human Resources function within approved policies and budgets. - Establish HR operating procedures, require compliance with approved practices, and recommend enterprise employment and compensation policies to executive leadership. - Escalate material workforce, compliance, legal, or financial risks through established governance and engage external HR expertise within approved authority. Now Qualifications: Education: - Bachelor's degree in Human Resources, Business Administration, Organizational Development or a related field, or equivalent relevant experience. - Master's degree in Human Resources, Organizational Development, Business, or a related discipline preferred. Experience: - Minimum of 12 years of progressive HR leadership experience, including at least five years leading significant HR functions at the senior leadership or executive level. - Demonstrated leadership of both HR strategy and operations, with meaningful experience in employee relations, compensation, talent acquisition, retention, and organizational development. - Demonstrated success improving or transforming HR systems, processes, or operating models in a multi-location environment. - Experience in nonprofit human services, healthcare, behavioral health, child welfare, education, residential services, or another highly regulated workforce environment preferred. - Experience redesigning compensation structures, HR operations, or HR technology preferred. - Experience in an organization with substantial government-funded programs or significant organizational growth or transformation preferred. Skills (Required Skills): - Enterprise thinking and strategic judgment. - Operational discipline and change leadership. - Financial and data acumen, including effective use of HR technology and workforce analytics. - Strong knowledge of employment law, employee relations, and HR risk management. - Executive presence, collaborative leadership and constructive challenge. Pay: Compensation: $185,000 Benefits list: - Tuition assistance up to $2500 per year - Up to 4 weeks paid Vacation Days - Up to 6 paid Personal Days - Up to 5 paid Sick days annually - Medical, dental, vision, 403b Retirement, flexible spending accounts, health savings account, and short-term disability options - Agency-paid life insurance up to $50K based on salary - Voluntary Supplemental Life for Employee, Spouse, and Child(ren) - Voluntary Legal Plans - Agency-paid long-term after 1 year of employment - Career ladders, professional development, and promotion opportunities - Free LCSW and LCPC Supervision hours available in some locations Also "We Invest in You!" heading but we just list benefits. Now About the role paragraph: combine intro and the "A Different Kind of Employer" paragraph. Intro: "The Vice President of Human Resources provides strategic and operational leadership for One Hope United's enterprise human resources function. Reporting to the Executive Vice President & Chief Operating Officer, the Vice President develops and executes a comprehensive people and workforce strategy that supports OHU's mission, strategic priorities, financial sustainability, and growth. The Vice President strengthens HR systems, practices, and leadership across a multi-state, multi-site human-services organization, partnering with executive, program, and administrative leaders to improve workforce stability, manager effectiveness, employee experience, and organizational performance. The role requires an executive who can move effectively between strategy and execution