Job Title:Vice President- Human Resources

Reports To:Chief Human Resource Officer

Location: 305 7^th Avenue New York N.Y., NY 10001

Hours: 35/hours Exempt.

Annual Salary Range: 147k-$160k

Position Summary

The Vice President of Human Resources partners with the CHRO to lead the strategy and execution of HR operations, with a strong emphasis on Compensation, HRIS, and data integrity. This role is responsible for ensuring accurate and compliant compensation/benefits processing, optimizing HR systems, and maintaining reliable employee data to support organizational decision-making.

The VP provides oversight of HRIS administration, system integrations, reporting, and process improvements, while also managing related functions such as benefits, compensation, talent acquisition, onboarding, and compliance. This leader leverages data and technology to strengthen workflows, enhance reporting capabilities, and improve overall employee experience.

With a focus on continuous improvement, this role ensures HR systems and processes are efficient, scalable, and aligned with the organization’s mission and commitment to equity and trauma-informed practice.

Key Responsibilities

Leadership & Strategy

• Partner with the CHRO to develop and implement strategic HR initiatives aligned with organizational priorities.
• Provide leadership and oversight to HR leadership teams.
• Drive organizational change initiatives and support leaders through transitions.
• Ensure alignment of HR strategies with diversity, equity, and inclusion (DEI) goals.

HR Operations & Systems

• Design and oversee compensation structures, salary administration, and equity audits.
• Develop competitive benefits programs aligned with organizational strategy.
• Provide guidance on compensation decisions for hiring and promotions.
• Lead the annual benefits renewal and open enrollment process with data analysis, cost modeling, contribution strategy modeling, and employee communication content
• Partner with HR technology and Payroll teams to ensure data integrity across compensation and benefits systems; flag discrepancies and lead resolution
• Set goals and standards for expected performance of payroll staff and develop improvement plans when applicable.
• Manages third party vendor relationships and interfaces (i.e. ADP, Workforce Now, Clear Company; etc)
• Support all system upgrades of payroll-related modules; ensure integrity of all payroll-related data.
• Supports HRIS/Benefits on all projects impacting payroll data.
• Evaluate new technologies and process improvements to enhance efficiency.

Performance Management & Development

• Design and implement performance management systems
• Support leadership development and succession planning initiatives.
• Develop staff engagement surveys and analyze results to improve retention.
• Collaborate on onboarding and career development frameworks.

Talent Acquisition & Workforce Planning

• Set strategic direction for recruitment and talent acquisition functions.
• Develop workforce planning strategies to meet current and future staffing needs.
• Develop and implement employee retention strategies to improve workforce stability.
• Provide leadership, coaching, and accountability for recruitment staff.
• Monitor recruitment metrics including time-to-fill, cost-per-hire, and pipeline effectiveness.

Employee Relations & Compliance

• Ensure compliance with federal, state, and local employment laws and regulations.
• Maintain and update HR policies, procedures, and Employee Handbook.
• Promote a safe, respectful, and inclusive workplace culture.

Leadership Core Competencies

• Strategic thinking with the ability to align HR initiatives with organizational goals.
• Data-driven decision-making and analytical capability.
• Commitment to equity, inclusion, and trauma-informed practices.
• Strong relationship-building and stakeholder engagement skills.
• Emotional intelligence, self-awareness, and professionalism.
• Ability to lead change and navigate complex organizational dynamics.
• Collaborative leadership style that promotes shared decision-making.

Qualifications

• Bachelor’s Degree required.
• Master’s degree preferred in Human Resources, Business Administration, or related field.
• 8–10 years of progressive Senior HR leadership experience across multiple functional areas.
• Minimum of 3-5 years managing talent acquisition and onboarding teams
• 5-7 recent years & direct experience navigating; implementing HR Systems specifically ADP Workforce now required . Experience in Recruitment ATS; Clear Company preferred.
• Demonstrated success implementing HR strategies and large-scale initiatives.
• Advanced project management and organizational skills.
• Excellent communication, interpersonal, and leadership abilities.
• Ability to manage multiple priorities in a fast-paced environment.
• Advanced Microsoft Office skills, particularly Excel.
• Experience in the nonprofit or social services sector strongly preferred.