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Vice President of Talent & Culture

Washington, DC

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ABOUT THE ORGANIZATION

Nonprofit HR is conducting a search for a Vice President, Talent & Culture for one of its esteemed nonprofit clients based in Washington, DC. This organization represents a recognized brand and tradition as one of the nation’s largest youth development organizations, empowering millions of young people throughout the United States. The organization’s mission is advanced through its staff of over 150 staff and an operating budget of approximately $40 million.

POSITION SUMMARY

The Vice President of Talent & Culture serves as a key member of the organization’s executive leadership team and is responsible for leading the vision, strategy, development and execution of organizational effectiveness, talent and culture management programs aimed at advancing the mission and enhancing business results.

The Vice President will partner with the organization’s leadership team and key stakeholders to ensure the development and advancement of an empowered, values-driven workplace culture, and actively plan for, address, and forecast future talent and culture needs inclusive of change management.

Overall, the Vice President will offer timely, forward-thinking counsel on all issues related to the organization’s use of talent and culture in support of its mission to prepare young people to make a positive impact in their communities and the world.

ESSENTIAL DUTIES/RESPONSIBILITIES

Organizational Effectiveness

• Provides human capital management leadership to critical and organization-wide initiatives related to business process redesign and change management.

• Catalyzes organizational performance through leadership – linking strategy to structure, building transformational change approaches and facilitating complex organizational issues.
• Collaborates with peers across the organization to develop and integrate workforce planning and analysis, talent acquisition, learning and development, performance management, professional development, succession planning and rewards.
• Leads the organization’s employee engagement and retention initiatives to increase organizational, programmatic and individual performance.
• Identifies and recommends opportunities to improve and align supporting systems; creates and implements an integrated approach to talent and culture management.

• Influences organizational decision-making with the use relevant, value-added metrics and Analyzes and reports on same in a manner that aligns with and supports the organization’s strategic and short- and long-term business objectives.

Leadership and Talent Management

• Oversees, develops, and executes talent acquisition and retention strategies and plans, including directing the design and implementation of the organization-wide employment programs for recruitment and retention strategies, candidate identification and selection methods, and diversity and inclusion strategies and measurements.
• Designs and implements integrated talent management solutions including, executive coaching, individual development planning, talent reviews, succession planning, and leadership development.
• Advances existing talent development strategies and initiatives in a manner ensures/tracks the quality of assessment, dialogue and follow-up across all levels of the organization.
• Builds a comprehensive diversity and inclusion strategy and builds diversity and inclusion as a capability throughout leadership and in the organization.
• Guides and monitors progress of high potential employees and identifies positions that provide quality developmental opportunities; fosters a culture that integrates succession planning across the organization.
• Leads and develops results-driven performance management tools and processes that integrate with the organization’s values and core competencies.
• Oversees, develops, and implements a progressive total rewards program balancing organizational resources with the need to maintain the organization’s competitive position in the marketplace.

Workplace Culture Management

• Develops, directs and monitors strategies aimed at maintaining a healthy workplace culture including strategies, programs and initiatives related to employee communications, engagement and relations across and inclusive of all of the organization’s programs and offices. Proactively drives effective employee communications in partnership with the leadership team.
• Proactively and effectively addresses components of workplace culture that impede organizational and individual effectiveness in a manner consistent with the organization’s values.
• Fosters a culture of accountability, trust, recognition and results among staff at all levels consistent with the short and long-term objectives of the organization.

Other Human Capital Management Responsibilities

• Advises the leadership team on the full range of human capital management and effectively implements strategies/action steps for new or improved programs, policies, and processes to affect defined organizational outcomes and mitigate risk.
• Ensures compliance with all applicable Federal, State, and local employment laws including, but not limited to EEO, ADA, FMLA, FLSA, ERISA, OSHA,PPACA, workers’ compensation, etc.
• Leads efforts to streamline human capital management workflows, data collection and analysis, communications and reporting to increase the efficiency of the function.
• Guides the design, implementation and testing of all human capital related technology in order to achieve improvements in established goals and outcomes. Directs the execution of standard and customized data analysis and reports useful to senior management.

• Provides active, intentional leadership to the human capital management staff; provides timely positive and constructive feedback; monitors the accomplishment of team and individual goals and objectives; fosters an environment of continuous learning consistent with the needs of the organization, team and the individual staff member.
• Performs other duties as required.

KEY QUALIFICATIONS

The mandate for this position is broad as is the agenda for business transformation at the organization.  Moving to a high-performing, results-driven organization requires a leader who is a highly effective, influential change agent and a high impact, emotionally-intelligent professional.

Other key qualifications required include:

• A bachelor’s degree in Human Resources or Business Management; master’s degree in business/organizational development and SPHR certification is strongly preferred.
• A minimum of 15 years of human capital management experience of which at least 10 years has been spent in a significant senior management role, preferably with a national organization.
• Experience must include demonstrated ability to provide strategic human resources leadership across the organization to management and staff at all levels as well as guidance to executives in support of the organization’s mission. Demonstration of critical thinking and analytical skills are essential.
• Demonstrated, advanced knowledge of leading and proven human resources/human capital management principles and practices including those pertaining to talent management, organizational development, diversity and inclusion, performance management, labor relations, employee communications, with demonstrated knowledge of applicable laws and regulations governing these areas;
• A proven track-record of advancing a corporate culture and successfully leading significant change management initiatives
• Must have proven ability to conceptualize, lead, implement and monitor broad human resources related programs and initiatives in the context of broader business/organizational objectives.
• Requires well-developed and highly effective listening, communication, presentation and persuasive skills, including the ability to receive, process and present both strategic and tactical information to diverse audiences while maintaining effective, collaborative relationships with all stakeholders including members of the Board of Directors, outside organizations, vendors, business leaders, management and staff.
• Must demonstrate the ability to balance accountability with emotional intelligence when interacting with staff at all levels; must demonstrate sensitivity with staff representing all areas of diversity, including race, ethnicity, ability, age, sexual orientation and religious beliefs/faith practices.
• Demonstrated computer proficiency is a must including experience using MS Office applications and HRIS.

This opportunity offers a market-competitive rewards package, dynamic work environment, and the opportunity to influence both leaders and staff.

TO APPLY

Interested candidates should apply with a letter of interest and resume via email to:

[email protected]

Vice President, Talent & Culture Search

c/o Nonprofit HR

1400 Eye Street, NW, Suite 500

Washington, DC 20005

[NOTE: THIS SEARCH IS NOW CLOSED]