VP, People & Culture

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.