Vice President of Human Resources (LeadingAge)

Vice President, Human Resources – Operations/Human Resources division, Tactical/Exempt. Reports to Chief Operating Officer. Work Location: Washington, DC (4 days per week in office) Salary: $182,734 to $192,351 per year Position Summary The Vice President, Human Resources will drive performance outcomes by cultivating a highly effective and engaged workforce in partnership with the Chief Operating Officer. The role provides strategic and day-to-day management of HR programs and initiatives covering talent acquisition, compensation, compliance, total rewards, performance management, employee engagement, relations, and professional learning & development, encompassing the entire employee lifecycle from onboarding to offboarding. Essential Duties and Responsibilities HR Systems, Reporting & Operations Oversee management and continued evaluation of all HR systems (HRIS, ATS, Time & Attendance, Performance Management, Benefits, etc.) and produce reports for critical HR analysis. Oversee annual Employee Handbook updates. Manage the departmental budget and other financial measures of the Human Resources function. Provide technical HR advice and knowledge to LeadingAge members as needed. Perform other duties assigned by the COO and conduct periodic research on HR programs requested by the Board. Employee Relations & Performance Management Provide effective employee relations, performance management, and employment action guidance to staff and management at all levels. Facilitate supervisor/employee problem resolution or recommend executive/performance coaches or other consultants as appropriate. Conduct informal and formal internal investigations. Ensure confidence and integrity in all employee relations matters. Liaise with departmental managers to foster a collaborative environment across HR and other departments. Compliance & Legal Ensure compliance with federal, state and local laws and regulations affecting the employment process across 18 states. Work with the LeadingAge Affid ive Action Officer to manage the AFFAirmative Action Plan. Collaborate with CEO and COO to review and update Code of Conduct, Conflict of Interest, and related policies. Investigate and resolve alleged violations of the Code of Conduct, Code of Ethics, Harassment and Conflicts of Interest. Collaborate with counsel to facilitate resolution and develop severance agreements, as approved by leadership. Talent Acquisition & Retention Develop and direct a vision for attracting, developing, training and retaining exceptional talent in line with the AFFAirmative Action Plan. Oversee talent acquisition to meet the needs of the Association and execute the Board-approved compensation philosophy and policies. Compensation & Benefits Develop compensation strategies and benefits programs to remain competitive and provide fair and consistent pay for all staff. Oversee employee recognition/awards, employee services, communication on HR matters, and workplace safety and wellness. Culture & Employee Experience Model a culture that promotes outstanding performance, accountability and urgency. Lead the design, implementation and iteration of new employee experience programs and assess current programs for alignment with mission. Develop and implement strategies to nurture an inclusive, healthy work culture that values diverse viewpoints. Evaluate and provide input on new HR-related programs/strategies related to engagement. Demonstrate commitment to core values and foster an inclusive workplace where all can contribute and thrive. Learning, Development & Organizational Growth Use people metrics to drive insights around growth and retention; identify competency gaps and create or provide training programs. Cultivate a continuous learning environment for staff to enhance competency and knowledge of the organization and the aging services field. Qualifications, Knowledge and Skills Required Bachelor’s degree and at least 10 to 12 years of directly related experience in HR management; or equivalent combination of education and experience. SPHR/PHR certification and association experience preferred. Demonstrated ability to read, analyze, and interpret complex HR documents. Comprehensive understanding of HR practices and principles covering benefits, compensation, employee relations, performance management, learning & development, and organizational development. Strategic planner with sound HR management skills, analytical ability, good judgment, strong operational focus, and decisive implementation capability. Well‑organized, self‑directed, politically savvy, and a team player. Excellent facilitator experienced in conflict resolution and maintaining confidentiality. Highly effective communication skills including persuasive speaking and presentations to employee groups, management, and occasionally the Board and outside organizations. ADA Specifications Ability to effectively communicate information and ideas so others understand. Ability to learn/translate/refer to large amounts of technical material and produce extensive communication. Ability to communicate at large gatherings and conduct educational workshops. Ability to travel to external meetings locally and nationally, including periodic overnight travel. Normal work requires frequent use of telephone and computer (monitor, keyboard, mouse). Ability to be mobile at annual meetings, leadership summit, and other events. May be required to stand/sit for prolonged periods during meetings and conferences. Compensation and Benefits Salary range: $182,734–$192,351 per year; may vary based on factors such as experience and qualifications. Unlimited vacation after successful completion of the introductory period. 15 hours of volunteer time; 22.5 hours of personal time. Accrual of 12 sick days per year, up to a maximum of 60 days. Health & wellness benefits including medical, dental, short- and long-term disability and life insurance with generous employer contributions. Employer-paid short- and long-term disability, life, AD&D, and long-term care insurance. Employer contribution to Health Savings Account (HSA). 11 paid federal holidays. 403(b) retirement plan: volunteer contributions with employer match of up to 3% after one year and additional 4% basic contribution. #J-18808-Ljbffr Nonprofit HR