VP, People & Culture POST NUMBER: 188477

Client: Non-Profit Organization Role: VP, People & Culture Salary: $190,000 - $215,000/annually Benefits Location: Midtown, Manhattan (4 days a week onsite) Job Description: Strategic Leadership & Org Design Work with the EVP and VPs to develop and implement a strategic HR program across national, international, and regional chapter offices. Translate organizational goals into actionable human capital strategies in alignment with executive leadership priorities. Lead org design and structural planning initiatives to ensure the organization is optimally structured to deliver on its mission. Drive workforce planning, succession planning, and long-term talent strategy across U.S. and global offices. Serve as a trusted advisor to senior leadership on all people-related matters. Drive data-informed decision-making through HR analytics and workforce metrics. Culture & Values Serve as a visible steward and role model of core values—Integrity, Trust & Transparency, One Team, Respect & Dignity, and Accountability—in all interactions and decisions. Design and lead initiatives that strengthen employee engagement, belonging, and organizational pride. Prioritize organizational health and psychological safety across all teams and geographies. Recruitment, Hiring & Onboarding Oversee the organization’s full recruitment and hiring process to attract mission-aligned talent across all levels and locations. Design and continuously improve onboarding programs that set new employees up for success and reflect organizational culture from day one. Ensure consistent hiring practices and standards across U.S. regional offices and international locations. Build talent pipelines and sourcing strategies to support organizational growth and succession needs. Employee Relations, Performance Management & Compensation Lead employee relations efforts, including conflict resolution, investigations, and disciplinary processes. Oversee performance management frameworks and ensure consistent implementation across the organization. Manage job classification structures (exempt vs. non-exempt) and ensure role clarity across all levels. Guide total rewards strategy, including pay band development, salary review processes, and bonus structures. Ensure compensation is equitable, competitive, and aligned with the organization's financial position and mission. Benefit Administration Oversee benefits evaluation, enrollment, and administration to ensure competitive and cost-effective offerings. Conduct periodic reviews of benefits offerings and make recommendations aligned with employee needs and organizational budget, ensuring benefits programs are appropriately structured for both domestic and international employees. Learning, Development & Career Growth Build and oversee robust learning and development programs that support employee growth and organizational capability. Develop and implement career progression tracks that provide clear pathways for advancement across roles and levels. Partner with leadership to identify skill gaps and design targeted development initiatives. Foster a culture of continuous learning aligned with organizational mission and core values. HR Operations, Systems & Compliance Ensure compliance with all applicable federal, state, and local employment laws and regulations across U.S. and international offices. Lead and develop a high-performing HR team, fostering a culture of continuous improvement and service excellence. Manage and evolve the HR management system (HRIS) to improve data integrity, reporting, and operational efficiency. Oversee administrative HR support functions, ensuring responsive and consistent service across all staff. Qualifications Required Commitment to the organization’s mission and values. 12-15 years of progressive HR leadership experience, with at least 5 years in a senior or executive HR role. Experience in a senior HR position within a non-profit organization. Demonstrated success leading people strategy across a multi-site or geographically distributed organization. Deep expertise across core HR disciplines: talent acquisition, total rewards, employee relations, benefits, and HR operations. Proven ability to build trust across all levels of an organization and influence without authority. Strong business acumen and experience partnering with executive and board-level leadership. Experience with HR systems audits, HRIS management, and process standardization. Collaborative team player with a positive attitude. Bachelor’s degree in Human Resources, Organizational Development, Business Administration, or a related field.