SUMMARY OF JOB:

The Vice President, Talent and Culture provides strategic leadership for the talent and culture needs of a complex and growing non-profit organization. As a member of the Executive Leadership Team, this position is responsible for all aspects of management and planning for Human Resources; Diversity, Equity, Inclusion and Belonging (DEIB); and Training & Development departments to assist CORA Services in achieving its strategic goals and optimizing its operations.

ESSENTIAL DUTIES AND RESPONSIBILITIES:

Agency Leadership

• Uphold the mission, vision, and values of CORA Services, which includes valuing all individuals, supporting the individual’s potential for growth, and enhancing a pragmatic service system approach.
• Develop and implement plans and practices that align with agency goals, mission and values. Contribute to overall agency strategy and vision in partnership with senior staff.
• Partner with CEO, Executive Vice President (EVP) and other senior staff to pursue opportunities to launch, expand and strengthen programs/services, and provide leadership on the personnel aspects of such initiatives.
• Provide for all staff a strong day-to-day leadership presence, bridging individual department operations and supporting an open-door policy among all staff.
• Establish management practices that support positive relationships and promote a high level of staff morale, motivation and collaboration.
• Develop, maintain and model productive relationships with CORA colleagues that are rooted in teamwork and mutual respect, always looking for and valuing another’s competence and expertise.
• Maintain open lines of communication, keeping the EVP informed of all critical issues.

Talent and Culture Leadership

• Cast vision for, further develop, and lead talent departments (Human Resources, DEIB, Training & Development) to provide high-quality, responsive support to service divisions. Promote coordination, streamlined communication and information sharing to ensure efficient operations.
• Lead, supervise and empower direct reports in their day-to-day management of their functions.
• Establish goals for each department, in alignment with the strategic plan.
• Ensure the Human Resources department delivers a positive employee experience from recruitment through offboarding. Guide HR Managers in coaching supervisors on management best practices and navigating employee relations matters.
• Develop and oversee implementation of talent acquisition and management strategy to secure and retain a diverse, talented and mission-focused workforce.
• Manage a strong, competitive and equitable compensation and benefits program; develop and execute a communication plan that provides value and transparency to staff and managers.
• Provide leadership in the design, implementation and utilization of the Human Capital Management (HCM) system to ensure process efficiency and data integrity.
• Direct the agency’s organizational culture and development work to promote employee engagement, satisfaction, and belonging. Cultivate the mission and values within the organization.
• Provide strategic direction for all diversity, equity, inclusion, and belonging (DEIB) efforts, in partnership with the Director, DEIB.
• Expand staff training and development program, in partnership with the Associate Director, Training and Development and senior staff, to meet the requirements of funding sources and credentialing bodies, as well as provide opportunities for overall learning and skill development.
• Serve as a strategic partner and advisor for senior leaders for talent and culture matters including more complex/sensitive personnel issues.
• Lead all aspects of personnel policy development, communication, and implementation. Ensure compliance with all applicable federal, state, and local laws and regulations and funding agency requirements.
• Conduct investigations into matters such as allegations of harassment, discrimination and violations of personnel policies, consulting legal counsel as needed.
• Prepare and manage annual operating budgets for talent departments in collaboration with the EVP and CFO.
• Remain current on trends, developments and best practices in related fields. Lead talent departments in incorporating best practices.
• Communicate with the Board of Directors as directed by the CEO to keep them abreast of talent and culture trends.
• Partner with the Finance department to complete the annual 403(b) audit.
• Perform other duties as assigned by the EVP, as needed.

EDUCATIONAL REQUIREMENTS:

• Bachelor’s degree required; advanced degree in Human Resources Management or related area preferred.
• SHRM – CP or SHRM – SCP, HRCI certification desired

EXPERIENCE/KNOWLEDGE/SKILLS:

• 7-10 years of human resources experience, including 5 years in a management role.
• Passion and commitment to do this work in a mission-driven organization.
• Proven ability to manage staff and develop a team approach.
• Demonstrated expertise in planning and implementing successful talent initiatives (ex: recruitment, retention, rewards).
• Commitment to and experience with promoting DEIB in the workplace.
• Exceptional interpersonal and oral and written communication skills.
• Strong analytical, strategic thinking, problem solving, and organizational skills.
• Ability to cast, communicate and execute vision.
• Knowledge of current and emerging laws and regulations for related fields.
• Demonstrated ability to maintain high confidentiality and deal with sensitive issues in a tactful and professional manner.
• Ability to establish and maintain effective working relationships with staff at all levels of the agency, as well as vendors, regulatory bodies, and personnel from other agencies.
• Proficient knowledge of Microsoft Office.