Vice President, People & Culture

Description Title: Vice President, People & Culture Employment Status : Exempt Salary: $180,000 - $190,000 annually Supervisor Title: Chief Executive Officer Position Summary Meridian International Center is entering a period of growth, modernization, and strategic reinvention. We seek a future-focused Vice President, People & Culture to lead a transformational people strategy that advances innovation, high performance, and long-term organizational success. Reporting to the CEO, this executive will design and execute a modern HR strategy; champion AI-enabled processes, intelligent reporting, digital transformation, and innovation; and strengthen how Meridian recruits, develops, and supports employees. The ideal candidate will influence organizational direction, strengthen leadership capability, and build an agile, data-driven, future-ready workforce—bringing courage, clarity, and a sophisticated understanding of how technology, culture, and strategy intersect. This position is based in Washington, DC, and requires four days in the office per week, with partial remote work permitted. All employees must reside in DC, Maryland, or Virginia. Requirements Position Responsibilities Executive Leadership & CEO Partnership Lead organization-wide transformation initiatives that modernize operations, strengthen leadership, and build resilience. Serve as the primary strategic advisor to the CEO on workforce priorities using data analytics. Provide high-impact reporting, insights, and recommendations that inform executive decision-making and board-level strategy. Talent Strategy, Leadership Development & Culture Build a talent strategy that develops future leaders, supports high-potential employees, and helps Meridian adapt to changing needs. Advise the CEO and executive team on succession planning and leadership development. Lead compensation philosophy, salary administration, job architecture, benefits, and total rewards, drawing on market benchmarking and external advice as needed, including for executive compensation and benefits. Oversee performance management and align compensation with employee performance. Establish a professional development approach that builds skills, supports employee growth, and improves retention. Partner with the CEO and executive team to build trust and a culture of accountability, innovation, and continuous improvement. Talent Acquisition & Workforce Planning Lead a data-driven recruitment strategy using automation, AI-enabled sourcing, and predictive analytics. Build recruitment processes that improve hiring quality, speed, and the candidate experience. Partner with leaders to forecast staffing needs, identify critical roles, and attract strong talent. Innovation, AI Integration & Digital Modernization Lead the design and implementation of AI-enabled workflows, automation strategies, and intelligent HR systems that enhance efficiency, accuracy, and scalability. Introduce advanced tools for talent analytics, performance prediction, workforce planning, and real-time operational dashboards. Champion a culture of innovation by embedding emerging technologies into recruitment, onboarding, learning, engagement, and performance management. HR Operations, Compliance and Risk Management Modernize HR policies, processes, and infrastructure to improve employee experience and support organizational growth. Optimize systems for onboarding, compensation and performance management. Ensure HR policies and practices comply with employment laws and reflect HR best practices. Oversee HR information systems, data governance, and reporting. Set consistent, transparent operating standards across HR functions. Lead and develop a three-person HR team and oversee payroll and benefits administration. Employee Relations & Organizational Health Lead employee relations with fairness, transparency, and proactive conflict resolution. Use AI-supported case management and trend analysis to identify recurring issues and reduce employment-related risks. Provide executive guidance on complex investigations, organizational changes, and sensitive employee matters. Executive Communication & Stakeholder Influence Build trusted relationships across the executive team to align priorities, strengthen collaboration, and advance organizational goals. Navigate complex and sensitive organizational issues with sound judgment, emotional intelligence, and clear, credible communication. Candidate Profile The ideal candidate brings the following approach to leadership: Thinks strategically while ensuring disciplined execution and strong day-to-day HR operations. Brings an innovative, data-driven mindset and the judgment to apply AI, automation, and emerging technologies where they add meaningful value. Leads with courage, clarity, emotional intelligence, and executive presence—building trust, navigating complexity, and delivering measurable results. Qualifications 12+ years of progressive HR leadership experience, including executive-level responsibility. Demonstrated success leading organizational transformation, digital modernization, or large-scale operational redesign. Expertise in HR analytics, reporting, and data-driven decision-making. Proven ability to partner directly with CEOs, boards, and senior executives. Strong command of organizational design, change leadership, and organization-wide strategy. In-depth knowledge of employment law, HR best practices, and HR technology and systems. Exceptional leadership, communication, influence, and executive presence. Advanced degree preferred; relevant certifications a plus. Employer’s Statement Meridian is committed to empowering global leaders and amplifying voices from a wide variety of backgrounds to create pathways for greater understanding, shared values, and respect. Connecting people has been our foundation for more than 65 years. If you share our values and enthusiasm for promoting non-partisan collaboration to address global challenges and opportunities, you can find a home at Meridian. As an equal opportunity employer, Meridian is committed to providing equal employment opportunities to all employees and applicants without regard to race, color, religion, sex (including pregnancy, childbirth, and related medical conditions), gender identity or expression, sexual orientation, national origin, age, disability, genetic information, personal appearance, family responsibilities, marital status, matriculation, political affiliation, veteran or military status, or any other status protected by applicable federal, District of Columbia, or local law. This commitment applies to all terms and conditions of employment, including recruitment, hiring, training, promotion, transfer, compensation, discipline, layoff, recall, and termination. Meridian provides reasonable accommodations to qualified applicants and employees with disabilities and to individuals with sincerely held religious beliefs and practices, and for pregnancy, childbirth, or related medical conditions, as required by applicable law. Applicants who require an accommodation during the application or interview process are encouraged to contact Human Resources. Meridian offers a comprehensive benefits package, which may include medical, dental, retirement, life and disability insurance, voluntary benefits, paid leave, and paid holidays. Eligibility and coverage are subject to the applicable plan documents and Meridian policies. medical dental retirement life and disability insurance voluntary benefits paid leave paid holidays #J-18808-Ljbffr Meridian-International-Center