Vice President of Human Resources

Position: VP / Human Resources Director

Location: Kansas City, MO
Status: Full-Time, Exempt
Reports to: TBD

Position Summary

At Central Bank of Kansas City (CBKC), we are committed to strengthening our community and expanding economic opportunity. CBKC is the only Community Development Financial Institution (CDFI) bank headquartered in Kansas City. The VP/Human Resources Director plays a pivotal role in advancing that mission by cultivating a people-first culture where employees are Champions of Possibility and feel valued, supported, and empowered to make a difference.

This role serves as the Bank’s senior HR leader, responsible for establishing HR strategy, governance, and scalable programs while ensuring compliance. The position blends strategic leadership with hands-on execution to shape the employee experience, reinforce culture, and align HR initiatives with organizational growth and mission.

Key Responsibilities

Mission-Aligned HR Leadership & Culture

• Champion and reinforce the Bank’s mission, vision, values, and customer service philosophy through hiring, training, and daily interactions.
• Partner with executive leadership to align culture initiatives with strategic goals.
• Serve as a trusted advisor on culture, organizational development, and workforce strategy.
• Lead initiatives that strengthen employee engagement, recognition, and culture building.

Talent Acquisition, Workforce Planning & Organizational Strategy

• Develop and execute workforce planning strategies to support growth, succession, and operational needs.
• Evaluate organizational structure and staffing levels to attract and retain top talent.
• Design and implement recruiting strategies aligned with the Bank’s culture and mission.
• Manage full-cycle recruiting, including sourcing, interviewing, selection, and offer coordination.
• Build diverse talent pipelines reflecting the communities served.

Employee Experience, Engagement & Communication

• Develop employee engagement programs, recognition initiatives, and events that strengthen morale and teamwork.
• Coordinate employee appreciation events, community involvement efforts, and internal celebrations.
• Enhance internal communication processes to improve transparency and alignment.
• Support leadership in delivering consistent messaging on organizational priorities.

Learning, Development & Management Coaching

• Design and oversee professional development programs for employees at all levels, including growth tracks for entry-level staff.
• Provide coaching and guidance to managers on leadership, communication, performance management, and employee relations.
• Promote consistency in management practices and accountability across departments.
• Lead training initiatives that support leadership development and service excellence.

Performance Management & Employee Lifecycle

• Maintain a consistent and effective employee performance review process across the Bank.
• Partner with managers to establish meaningful goals and development plans.
• Oversee onboarding, orientation, and training programs to drive early engagement and success.
• Manage employee exit processes, including exit interviews, to identify trends and retention opportunities.

Compensation, Benefits & Recognition

• Develop and maintain competitive compensation structures and salary bands.
• Conduct market analysis and salary reviews to support recruitment and retention.
• Oversee compensation, benefits programs, and annual enrollment processes.
• Implement employee recognition programs that reward contributions and milestones.

Compliance, Policies & Risk Management

• Ensure HR policies align with employment laws, banking regulations, and CDFI expectations.
• Oversee regular review and updating of the Employee Handbook.
• Maintain accurate HR records and regulatory reporting.
• Manage compliance programs including FMLA, workers’ compensation, and risk mitigation initiatives.

HR Operations & Infrastructure

• Oversee HR systems, payroll coordination, and personnel records with accuracy and confidentiality.
• Maintain accurate and current job descriptions aligned with organizational needs.
• Continuously improve HR processes to enhance efficiency, scalability, and employee experience.

Qualifications

• Bachelor’s degree in HR Management, Business, or related field (SHRM-CP preferred)
• 5 years of progressive HR experience (banking preferred)
• Strong knowledge of employment law and HR best practices
• Demonstrated leadership, coaching, and influencing skills
• High emotional intelligence and ability to handle sensitive situations
• Strong communication and organizational skills
• Passion for mission-driven, community-focused work