Vice President of People and Culture

The Carlisle Group has been retained to search for a Vice President of People & Culture. Our client was established in 1997. They are a nonprofit organization and a unique home and community-based network that provides individualized and non-traditional services and care to the highest risk individuals and families with social, emotional, mental health and behavioral challenges. This organization has been a mainstay in the Central New York Community for over 25 years. They operate out of 13 locations in 6 counties and have 600 employees. The organization’s vision is to keep families together. Their mission is to empower individuals and families.

Vice President of People & Culture Summary:

The Vice President of People and Culture is responsible for developing and executing a comprehensive human resources strategy that supports the organization’s mission and growth goals by recruiting, developing, and retaining a high performing, mission-driven workforce. This VP will ensure the organization’s human resources policies and practices are compliant with legal requirements and reflect best practice standards. This role oversees HR operations for a growing workforce (currently 600 full-time and part-time employees), serves as a strategic advisor to the Executive Leadership Team, and contributes to agency-wide decision making. This role translates agency strategy into coordinated action, ensures quality and compliance, and is accountable for outcomes, staff leadership, fiscal oversight, and mission alignment.

Core Responsibilities

• Strategic & Program Leadership.
• Decision-Making & Accountability.
• Team Leadership & Development.
• Data, Outcomes & Quality Improvement.
• Fiscal & Resource Oversight.
• Human Resources Oversight.
• Agency Collaboration.
• Community & Systems Engagement.
• Mission & Culture Stewardship.

Performance Metrics

• Achievement of position specific outcomes and KPIs.
• Meeting or exceeding quality, compliance, and service delivery standards.
• Conscientious fiscal management and budget adherence.
• Effective team leadership, high quality supervision, and professional development of direct reports.
• Cooperation and collaboration with other agency leaders.
• Positive contributions to agency-wide initiatives.
• Demonstrated commitment to the organization’s mission and values and consistent role modeling of those values.

Programs/Operational Functions Oversight

• Compliance with all federal and state labor laws, including development of clear, compliant HR policies.
• Employee relations and risk management (progressive discipline, grievances, unemployment, worker’s compensation).
• Payroll and benefits (processing, salary analysis, and total-benefit compensation strategy).
• Onboarding and professional development of staff (in conjunction with the Director of Training).
• Performance evaluation system.
• Recruitment and retention of high-quality staff.
• Employee engagement.
• Organizational culture initiatives aligned with the organization’s mission and values.
• HRIS data reporting and analysis for agency decision making.

Key Outcomes & KPIs

• Reduce vacancy rate.
• Reduce time to fill for direct line staff.
• Increase retention rate.
• Increase employee satisfaction and engagement.
• Develop a total compensation package at or above the 80th percentile of the local nonprofit market.
• Use workforce and community demographics to enhance efforts to ensure the organization’s workforce mirrors the community at all levels of the agency.
• Accuracy and compliance with HR activities (i.e., payroll, benefits, progressive discipline).

Budget/Funding Responsibilities

• Develop an agency-wide budget that reflects investment in recruitment, retention, and professional development. Adhere to approved budget.
• Manage benefit costs and lead renewal negotiations.
• Personnel cost forecasting to assist with grant budgeting.

Community & Partner Relationships

• Develop and sustain recruitment pipelines with local high schools, colleges, workforce development board, and professional organizations in each community the organization serves.
• Maintain working relationships with employment counsel and benefit brokers.
• Strong working relationship with Finance on payroll, benefits, insurance, and budget matters.

Requirements/Qualifications

• Bachelor's degree is required; Master’s degree is preferred.
• 10 years of progressive HR generalist leadership experience is required.
• 7 years of direct management/supervisory experience is required.
• Professional HR certifications preferred (SHRM-SCP, SPHR, etc.).
• Must have HR leadership experience working within a 300 employee organization or company.
• Proficient with Microsoft Office and ability to work efficiently with HRIS/ERP systems.
• Commitment to the mission and values of the organization.
• Demonstrated ability to cultivate collaborative working relationships.
• Effective in both oral and written communication.

Salary Range

$114,000-$142,000/yr.

The salary range provided is a good faith estimate representative of all potential geographic locations. The final offer will be determined based on the candidate's primary work location, experience, and specific skills. Benefits are subject to the terms of the specific plan document