Vice President of Human Resources

Overview Position Overview: This is a pivotal moment to join TPAC as Vice President of Human Resources. As the organization prepares for transformational growth with the development of a new East Bank campus, the VP of Human Resources is being reimagined from a traditional administrative function into a strategic architect of organizational design. This leader will serve as the organization’s most important champion of culture, talent, and human capital by guiding TPAC’s staff through this period of exciting and complex evolution. The VP of Human Resources reports to the Managing Director and works in close partnership with the President & CEO, CFO, and senior leadership team. This is a full-time, exempt position requiring three days per week in the downtown Nashville office with up to two days of remote work. Responsibilities Strategic HR Leadership & Organizational Design — 20% of Time Primary architect of a future-ready organizational structure as TPAC scales toward its new East Bank campus. Partner with senior leadership to evaluate and design departmental frameworks and workforce models that support a larger, more complex multi-venue campus. Lead a cross-departmental initiative to document and standardize institutional knowledge, translating legacy operations into formal, scalable Standard Operating Procedures (SOPs). Develop and maintain a robust succession planning program to strengthen leadership continuity and institutional stability. Serve as a strategic advisor to the President & CEO, Managing Director, CFO, and department directors on all matters of personnel, organizational structure, and people strategy. Facilitate organizational clarity, accountability, and communication across a complex hierarchy that includes administrative, production, education, and front-of-house staff. Stay current on workforce trends, future-of-work research, and best practices in nonprofit arts administration. Employee Relations & Culture — 45% of Time Serve as a transparent, approachable, and trusted leader; actively steward TPAC’s distinctive organizational culture and strengthen trust between staff and leadership. Coach and develop vice presidents, directors and managers in interpersonal leadership skills, conflict resolution, and effective communication. Design and facilitate staff engagement initiatives and social connection opportunities. Lead or oversee organizational culture studies and ensure findings are acted upon with transparency and accountability. Champion work-life balance for staff with intention, particularly for technical operations teams who navigate the unique rigors of intensive show schedules. Ensure equity, diversity, inclusion, and belonging (EDIB) as a core organizational priority, cultivating a culture of radical transparency and mutual respect while ensuring staff composition authentically reflects the community TPAC serves. Talent Strategy, Development & Workforce Pipeline — 20% of Time Design and implement structured formal mentorship and internal leadership development programs. Develop annual training programs encompassing compliance, technical skills, harassment prevention, and leadership development in partnership with the Talent Relations Manager. Proactively build workforce pipelines for specialized, mission-critical positions. Oversee and improve recruitment, onboarding, and new hire orientation processes to set staff up for success from day one. Strengthen internal promotion pathways and support professional development across all departments. Build an HR-specific knowledge hub or learning site on the TPAC intranet to support ongoing staff development and growth. Manage and mentor HR department team (two full-time staff members), providing clear direction and opportunities for professional growth within the team. Compensation, Benefits & Compliance — 10% of Time Develop and maintain the annual HR budget with fiscal responsibility and strategic intentionality. Oversee and administer TPAC’s comprehensive benefits programs, including health, dental, vision, retirement, short-term and long-term disability, and supplemental offerings. Conduct a comprehensive evaluation of benefits to enhance the well-being of all team members. Conduct and maintain regular salary analysis to ensure TPAC remains competitive in the market. Ensure organization-wide compliance with ADA, EEO, FLSA, FMLA, OSHA, and all applicable employment law and regulation. Develop, interpret, and enforce company policies and practices; maintain the TPAC HR Manual and communicate all updates clearly to staff. Work alongside the Director of Payroll, Benefits & HRIS to oversee biweekly payroll processing and benefit plan administration. HR Operations & Data — 5% of Time Serve as TPAC’s internal champion for leveraging data and organizational efficiency. Audit and optimize administrative workflows with automation and AI-driven solutions for routine inquiries, data entry, and reporting to enhance operational efficiency. Leverage ADP Workforce Now and other HRIS tools for workforce planning, EDIB data tracking, and organizational analytics. Oversee and maintain accurate human capital records and HR documentation in compliance with applicable regulations. Participate in Finance and Human Capital board committee as an HR representative. Establish key HR metrics and dashboards. Identify and implement opportunities for HR process improvement and operational efficiency across the full employee lifecycle. Qualifications Required Bachelor’s degree in Human Resources, Organizational Development, Business Administration, or a related field. Minimum of 6 years of experience in a senior HR leadership role. Proven experience managing HR for a multi-faceted and complex organization. Strong knowledge of employment law and compliance requirements. Experience developing and administering benefits programs and conducting compensation analysis. Excellent written, verbal, and interpersonal communication skills. Passion for the mission and cultural life of the performing arts. Preferred Master’s degree (MBA, MA in Human Resources Management, or Organizational Development). Senior professional designation: SHRM-SCP or SPHR. Prior experience within a performing arts center, museum, major entertainment venue, or similar multi-department arts organization. Nonprofit organization experience. Experience supporting organizational design and planning for large-scale facility or campus transitions. Proficiency with HRIS platforms; experience with ADP Workforce Now. Familiarity with the Nashville nonprofit or arts community. Experience building workforce pipelines for technical or specialized roles. Compensation & Benefits Tennessee Performing Arts Center offers a competitive salary commensurate with experience, along with a comprehensive benefits package: Medical, Dental, and Vision Insurance Short-Term Disability (STD) and Long-Term Disability (LTD) Paid Sick Leave (accrue up to 90 days), Paid Vacation (accrue up to 30 days), and 3 Paid Personal Days per year 401(k) Retirement Plan with a tiered employer matching contribution: 100% match on the first 3% of eligible compensation and 50% match on the next 2% of eligible compensation (contributions between 4% and 5%) Hybrid work schedule: 3 days in the Nashville office, up to 2 days remote Complimentary and discounted tickets to TPAC performances #J-18808-Ljbffr City of Gallatin