Overview

Position Description

The Vice President, People & Culture is an instrumental figure on the Senior Management Team (SMT), playing a pivotal role in shaping the strategic direction of the People & Culture functions to support the agency’s purpose and strategy, including DEIB (diversity, equity, inclusion and belonging).

The Vice President, People & Culture is responsible for developing an effective workforce plan and recruiting strategy which allows GMHC to attract, recruit, and retain the best and the brightest diverse talent. This individual participates in business unit strategy meetings and collaborates with hiring managers to determine hiring needs to support organizational goals. The Vice President will manage, evaluate, and recommend changes to overall employee benefit plans and strategies to help continually attract and retain employees. This role oversees the day-to-day activities of the department and will work in developing, implementing, and evaluating ongoing People Operations policies, programs, functions, and activities.

This position supervises a team of staff and consultants responsible for: People Operations, Training, The Volunteer Center (which includes interns and volunteers).

Essential Job Functions

Strategic Leadership

  • Own and lead the People and Culture direction for the organization, which includes all People functional areas include operations, benefits, engagement and learning development, performance management and DEIB (diversity, equity, inclusion and belonging).
  • Champion a growth-centered culture.
  • Stay abreast of local and national labor laws, rules, regulations, and trends. 
  • Collaborate closely with executive leadership, providing insights and expertise on crucial people-related strategies, such as organizational design, succession planning, labor law compliance and transformative change management initiatives. 
  • Lead special projects and perform other related duties as assigned by CEO.

People Operations & Employee Experience

  • Build and steer operational functions including onboarding, training, and retention, ensuring a rewarding employee experience.
  • Establish clear cross-functional processes, compliance, and data entry.
  • Implement performance management systems that facilitate feedback, nurture competency development and support goal setting.
  • Use People Operations data and analytics to make department and organization-wide decisions. 
  • Serve as a key leader in promoting and maintaining GMHC’s unique culture, vision, and values.

Culture and DEIB

  • Oversee the DEIB efforts to ensure they stretch across the entire organization; from developing programs, to recruiting our workforce, and cultivating organizational relationships.
  • Lead, train, support, and implement strategies and protocols that foster a positive and inclusive work environment for everyone, ensuring that DEIB considerations remain widely reflected.

Talent Acquisition Responsibilities

  • Lead the full-lifecycle search for open positions within the agency.
  • Liaise with Hiring Managers to assess needs and locate viable candidates in a timely and cost-effective manner.
  • Post and monitor positions on various job boards specifically related to the position skills, needs and requirements.
  • Build strong relationships with Departments and Hiring Managers, ensuring the ability to influence, guide, and drive the recruiting process.
  • Continuously improve company’s interviewing and assessment process to ensure proper scope and efficiency.
  • Conduct Exempt and Non-exempt employee recruitment in compliance with federal and state regulations and Agency staffing goals.
  • Track, analyze, and report on recruitment and hiring statistics and make strategic recommendations.
  • Conduct follow-up interviews with new hires to learn how the recruitment process can be adapted or improved.
  • Effectively navigate and utilize GMHC’s web-based Recruiting and Staffing system within the HRIS.

Benefits Responsibilities

  • Oversee the People Operations team manage, develop, implement, maintain, and coordinate GMHC’s HRIS platform, ensuring completeness and accuracy of data.
  • Manage relationships with GMHC’s benefit brokers, facilitate the annual benefits renewal package, and present data to the CEO and Senior Management.
  • Coordinate GMHC’s annual Open Enrollment period, ensuring that all eligible staff are properly informed and complete the cycle within the time frame allotted.
  • Oversee the management of all employee leaves of absence, coordinating benefits, compensation and required paperwork prior to, during, and after the designated leave period.

Employee Relations

  • Partner with Management to communicate People Operations policies, procedures, programs, and laws.
  • Coordinate or conduct exit interviews for exiting staff.
  • Monitor, advise, and train managers in employee relations, performance management, and progressive discipline.
  • Determine and recommend employee relations practices necessary to establish a positive employer-employee relationship and promote a high level of employee morale and motivation.
  • Conduct investigations when employee complaints, grievances or concerns are brought forth.

Other Responsibilities

Training and Development

  • Lead the design, implementation, and measurement of the agency’s employee learning and development systems and programs.
  • Assess organizational development needs for all functional areas and departments.
  • Provide necessary education and materials to managers and employees including workshops, manuals, employee handbooks, and standardized reports. 
  • Implement and oversee tracking system to monitor agency wide core competencies compliance trainings.

The Volunteer Center

  • Oversee the Intern and Volunteer services, activities, and evaluation to ensure a welcoming and professional environment that embraces the value of learning development.
  • Partner with community and corporate groups to develop volunteer experiences that meet corporate responsibility needs while prioritizing serving the clients of the agency.

Education and Certification 

  • Minimum of a Bachelor’s degree in People Operations, Human Resources, Business, Organization Development, Psychology, or related field. Master’s degree preferred.
  • PHR or SHRM-CP certification required.
  • Nonprofit People Operations experience preferred.
  • 5-10 years of leadership experience in organizations with 100+ employees.

Special Skills and Knowledge

  • Broad knowledge and experience in employment law, compensation, organizational planning, organization development, employee relations, safety, and training and development. 
  • Excellent oral and written communication skills. 
  • Excellent interpersonal and coaching skills. 
  • Experience in the administration of benefits and compensation programs and other People & Culture programs. 
  • Evidence of the practice of a high level of integrity and confidentiality. 
  • Excellent organizational skills.
  • Familiarity with HIV/AIDS and LGBTQ issues preferred.