AVP, HRBP

Title of Position: AVP, HRBPs -- [Hybrid]


FLSA Status: Exempt

Department: People & Culture (PC)

Reports to: EVP, Chief People & Culture Officer

Positions reporting on this position: Four Human Resources Business Partners (HRBP)

Salary: $165k - $185k

Purpose of the Opportunity:

Win is a leader and the largest provider of shelter, supportive housing, and groundbreaking programs in New York City-and the country-for families with children who are experiencing housing insecurity. Our innovative Way to Win model is a multifaceted approach to addressing the barriers to stable housing by providing essential services such as childcare, employment support, legal aid, high-impact youth programs, and housing assistance. Win seeks committed individuals who are strongly aligned with our mission to end housing instability, providing families with innovative support services to secure permanent housing.

Win's People & Culture team recognizes that investing in our workforce is vital to our mission of ending the homelessness crisis and achieving excellence in our daily impact. We strive to attract and retain exceptional talent through comprehensive pathways to professional growth and career advancement.

Role Summary:

The AVP, Human Resources Business Partners is a senior operational leader responsible for organizing, streamlining, standardizing, and strengthening the HRBP function across Win. This role will manage and oversee the quality, consistency, and impact of all four HRBPs work, including employee relations, investigations, corrective actions, and labor relations.

In addition, the AVP, HRBPs will mentor, coach and guide our Human Resource Business Partners to provide support in performance management, talent retention, employee engagement, and culture advocacy responsibilities, across the organization. This role will also require effective and accurate tracking and analytics to ensure the work is data informed based on historic trends for future application. The AVP ensures HRBPs operate with sound judgment, analytical rigor, and alignment to organizational risk tolerance. This is a hands-on leadership role in a complex, partially unionized, high-volume environment. Success requires decisiveness, strong escalation judgment, comfort with conflict, and the ability to the structure for optimum performance.

Core Responsibilities

HRBP Function Leadership & Accountability

• Lead, manage, and hold the four HRBPs accountable for timely, high-quality execution of employee relations, investigations, and performance management.
• Establish and enforce standard operating expectations, including case documentation standards, investigation protocols, escalation thresholds, and manager communication practices.
• Conduct regular case reviews, quality audits, and performance feedback for HRBPs.
• Identify capability gaps and drive targeted coaching, training, or corrective action within the HRBP team.

Employee & Labor Relations Oversight

• Serve as the senior review and approval authority for organizational-wide suspensions, Last Chance Agreements, Performance Improvement Plans, high-risk disciplinary actions and terminations.
• Partner with Program and other functional leadership to resolve complex ER issues while managing organizational risk.
• Provide guidance on Collective Bargaining Agreement interpretation and enforcement.
• Identify grievance trends, recurring manager issues and systemic risks; recommend corrective strategies.

Investigations Governance

• Determine the investigation framework, standards, and decision criteria across the organization.
• Personally lead or intervene in high-risk, high-visibility, or legally sensitive investigations, as needed.
• Ensure investigations are timely, well-documented, legally sound, and consistently applied.
• Partner closely with General Counsel on investigations involving litigation risk, regulatory exposure, or executive leadership.

Performance Management & Manager Effectiveness

• Own the organization's performance management corrective action process.
• Ensure consistent application of Performance Improvement Plans, progressive discipline, and termination decision-making.
• Identify managers with elevated turnover, repeated ER issues, or weak performance management practices for coaching and further development.
• Work with HRBPs to design targeted interventions for high-risk sites and managers.

Data, Reporting & Risk Visibility

• Establish expectations for monthly HRBP reporting turnover drivers, high-risk sites and managers, investigation volume and outcomes, in addition to corrective action effectiveness.
• Translate data into actionable insight to guide leadership decisions.
• Use data to prioritize HRBP workload, leadership attention and organizational interventions.

Compliance & Cross-Functional Partnership

• Ensure consistent application of employment laws, internal policies and Fair Chance Act requirements.
• Review DCJS, OCFS and background findings to recommend appropriate action.
• Partner with Talent Acquisition to embed compliance and risk awareness into hiring processes.
• Support audits, agency inquiries and regulatory requests in partnership with Legal and Compliance.

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Qualifications

Required:

• Bachelor's degree
• SHRM-CP required; SHRM-SCP strongly preferred
• 8+ years of progressive HR experience with significant employee relations and investigations work
• 4+ years leading HRBPs or senior HR practitioners
• Experience in unionized, high-volume, complex organizations
• Proficiency in understanding labor and employment and HR related laws and regulations, including Title VII, ADA, FMLA, ADEA, FLSA.
• Demonstrated experience leading and influencing at all levels within the organization, keeping leaders informed of any decisions made.
• Excel in strategic decision making, problem solving, critical thinking and emotional intelligence.
• Ability to handle highly sensitive and confidential matters with compassion while exhibiting exceptional professionalism and tact.
• Excellent verbal, written communication and presentation skills.
• Demonstrated ability to work efficiently, independently and collaboratively to prioritize work and meet deadlines.
• Skilled in balancing organizational needs while serving as an employee advocate.
• Must possess credibility and absolute commitment to confidentiality and professional integrity.

Strongly Preferred:

• Experience in social services, nonprofit sectors or similarly regulated environments
• Comfort operating with ambiguity, urgency, and incomplete information

Success Profile:

• Decisive and comfortable making hard calls
• Strong judgment and escalation discipline
• Willing to challenge leaders respectfully but firmly
• Analytical and data-driven
• Effective and accountable team
• Calm under pressure, direct in communication and operationally grounded

Essential Functions, Physical & Travel Requirements:

• Regular travel to program sites
• Ability to sit, stand, and move throughout shelter environments
• Occasional evening or weekend availability based on investigations or escalations
• Must be able to attend Win sponsored events as necessary

Core Competencies:

• Leading Others : Establishes a client centered culture at the shelter by modeling Win values.

Demonstrates flexibility, adaptability, and initiative. Engages the team to achieve high standards.

• Facilitating Change : Supports critical large-scale changes. Develops and meets challenges but

achievable goals. Understands the change management. Uses resources, activities, outputs,


and outcomes to envision and manage change.

• Managing Performance: Monitors performance against standards and shares expectations clearly.

Gives feedback in writing and verbally, documents performance concerns.

• Applying and Developing Expertise: Encourages acquisition of knowledge and skills.

Applies technical knowledge to solve problems quickly and effectively. Pays attention to detail.

• Communicating and Collaborating: Works collaboratively. Rely on and support the team in achieving results. Uses effective verbal and written communication with appropriate tone.