Vice President of Human Resources

Role Overview

The Vice President of Human Resources (HR) provides strategic leadership and guidance to the agency, executive level and HR operations. The Vice President is responsible for setting, enforcing, and evaluating human resources policies, procedures, and best practices, while building workforce engagement.

Areas of Accountability

This position is directly accountable for the following key areas:

Strategic HR Leadership

• Aligns HR initiatives with business objectives (workforce planning, talent acquisition).
• Partners with executive leadership to drive agency’s change management, and workforce planning.
• Anticipates workforce needs and oversee systems for recruitment, retention, and talent development.

· Provides guidance and leadership to the human resource management team; assists with resolution of human resource, compensation, and benefits questions, and concerns.

Talent Management & Workforce Development

• Expertise in recruitment, development, performance, and retention strategies.

· Creates processes for promotions, compensation, and succession planning.

· Strengthens recruitment pipelines and reduces turnover through targeted retention strategies.

· Lead workforce planning, succession planning, and leadership development initiatives.

Culture, Engagement & Communication

· Perform as a trusted advisor for employees and leaders.

· Communicates with clarity, consistency, and transparency across all levels of the agency.

· Builds positive employee experience supported with respect, accountability, and agency values.

Compliance, Risk Mitigation & Ethics

• Ensures full compliance with federal and state employment laws, accreditation standards, and internal policies.
• Leads investigations with neutrality, discretion, and accuracy.
• Identifies organizational risks early and implements corrective action plans.

Legal & Compliance

· Influences decision‑making through data, insight, and strong business acumen.

· Represents HR with confidence and credibility.

· Expert knowledge of labor laws, risk mitigation, policy development.

· Ensure compliance with federal and state employment laws, accreditation standards, and internal policies.

· Identifies organizational risks early and implements corrective action plans.

Education, Licensure/Certification:

• Bachelor’s degree in human resources, Business Administration, or related field required.
• Master’s degree in HR, Business, Organizational Development, or related field preferred.
• HR certifications (SHRM‑SCP, SPHR) preferred.

Experience, Skills/Abilities Related

Requirements

• 10–15+ years of progressive HR leadership experience, including senior‑level oversight.
• Experience in healthcare, nonprofit, or similarly regulated environments preferred.
• Proven ability to partner with executive leadership and influence organizational strategy.

Key Behaviors & Qualities:

· Ethical, resilient, and culturally aware.

· Proactive, solution-oriented, and detail-focused.

· Strategic thinking

· Discipline and follow-through

· Talent management and leadership development

· Ability to build trust

· Excellent verbal and written communication skills.

· Excellent interpersonal and conflict resolution skills.

· Excellent organizational skills and attention to detail.

· Strong analytical and critical thinking skills.

· Strong supervisory and leadership skills.

Continuing Education and Training

Requirements

· Maintain current license/certification, if applicable

· Completion of funder specific training