POSITION: VP of Human Resources
EXEMPT / NON-UNION
DEPARTMENT: Human Resources
SALARY: $150,000 to $160,000

SUMMARY DESCRIPTION OF POSITION
The Vice President, Human Resources is responsible for leading and executing all HR functions for a nonprofit organization with approximately 140 employees. This role serves as an HR generalist, leading an HR team that manages the full spectrum of human resources activities including recruitment and on-boarding, employee relations, compliance, benefits administration, performance management, training and development, and HR policy development. The position reports to the Chief Operating Officer and acts as a strategic partner to leadership, driving internal learning and engagement initiatives, while ensuring a positive and compliant workplace culture.

PRINCIPAL DUTIES

Compliance and Governance

• Monitor compliance with federal, state, and local employment laws and ensure policies reflect best practices, inclusivity, and organizational values.
• Reviews and advises, in consultation with COO, all personnel actions taken to assure compliance with rules and regulations, policies and procedures, and applicable laws.
• Oversee vendor and benefits partner relationships, ensuring high-quality, employee-centered service.
• Supervise and assist in the coordination of all labor relations activities, including collective bargaining, development of Federation proposals, contract administration, and grievance processing; may represent the Federation in dispute resolution procedures.
• Develop and oversee HR budget.

People Operations & Talent Strategy

• Supervise the HR team, including benefits, recruitment, talent development, people systems, and employee life cycle management.
• Establish equitable, consistent hiring, on-boarding, and off-boarding practices that support organizational growth and retention.
• Advise staff in the development of job descriptions.
• Responsible for designing and executing onboarding programs.
• Design and manage compensation strategies (base pay, benefits, salary structure, and recognition programs), ensuring transparency, competitiveness, and equity.
• Drive organizational culture initiatives that foster a positive, inclusive work environment.

Strategic Leadership & Culture Stewardship

• Serve as a trusted advisor to the executive leadership team and department managers, helping shape organizational culture, structure, and long-term talent strategies.
• Work with COO to design and implement initiatives that enhance employee engagement, retention, and overall workplace experience.

Learning, Development & Employee Experience

• Develop and manage learning and leadership development programs that build people leadership competencies and empower staff at all levels.
• Manage the design and implementation of staff engagement strategies, survey analyses, and feedback forums to continuously improve workplace culture.
• Oversee recognition programs that celebrate excellence, innovation, collaboration, and contributions across the organization.

ADDITIONAL DUTIES
Other duties may be assigned as needed including assisting with the Campaign.

EDUCATION & EXPERIENCE REQUIRED FOR POSITION

• Bachelor’s degree in Human Resources, Organizational Management, Business or Public Administration, or related field; advanced degree or HR certification required.
• Minimum of 10 years of HR experience, with at least 5 years in a generalist or leadership role in organizations of comparable scale and complexity; nonprofit experience strongly preferred but not required.
• Comprehensive knowledge of employment law, benefits administration, and HR best practices required; experience designing and implementing compensation strategy preferred.
• Proven experience in culture building, change management, and talent strategy.
• Experience designing and implementing onboarding programs.
• Strong interpersonal, communication, and organizational skills.
• Demonstrates a strong teamwork mindset and willingness to support the team on tasks and projects.
• Ability to handle sensitive and confidential information with discretion.
• Thorough knowledge of labor relations, including collective bargaining.
• Proficiency with HRIS and payroll systems.