VP of Strategic development

Job Description

Job Description

VP of Strategic Development

Job Title: VP of Strategic Development

Classification : Exempt

Department: Executive

Revision Date: June 22, 2026

Reporting Relationships

Reports To: Administrator

Positions Supervised: Talent Management Director, Human Resources Director, Scheduling Director

Summary

The primary role of the VP of Strategic Development is to drive organizational stability and growth by serving as the executive leader over internal workforce operations. This executive provides strategic oversight to the Human Resources, Scheduling, and Talent Management departments ensuring that workforce infrastructure, regulatory compliance, and staffing models are perfectly aligned to support the overall mission, financial health, and performance of Kittitas Interactive Management (KIM).

Essential Duties and Responsibilities

· Oversee the Scheduling, Talent Management, and Human Resources teams, align department goals with the agency’s long-term strategic development.

· Oversee the initiation, analysis, maintenance, and communication of records required by regulation, local governing bodies, or internal policies (including personnel files, employment applications, and job descriptions).

· Develop predictive workforce models to anticipate staffing shortages, minimizing reliance on reactive recruiting and emergency scheduling adjustments."

· Consult with legal counsel and the Administrator on high-level employment issues, strategically mitigating risk and providing guidance to the management team to appropriately address complex workplace situations.

· Oversee macro-level compliance and internal audits to ensure strict adherence to HR, state, and federal labor standards.

· Administer and review KIM’s compensation plans alongside the Administrator, analyzing market wage data to design competitive pay structures that drive recruitment and long-term retention.

· Maintain a high degree of confidentiality and absolute executive discretion regarding all corporate, legal, and sensitive personnel matters.

· Treat master scheduling as a primary driver of agency stability, service quality, and revenue protection.

· Manage labor costs at the P&L level by directly analyzing scheduling software data to systematically identify, track, and eliminate unauthorized overtime or open-shift inefficiencies.

· Drive workforce utilization strategies that optimize staffing patterns, maximize contract fulfillment, and maintain required client-to-staff ratios across all programs.

· Bridge operations between Scheduling and HR to ensure leave management (FMLA/PFML), overtime policies, and disciplinary actions are perfectly integrated.

· Design aggressive, modern talent acquisition strategies to build a continuous, high-performance recruitment pipeline that fuels organizational growth.

· Oversee the strategic development of training and onboarding systems, ensuring programs are compliance-driven, efficient, and scalable.

· Utilize workforce analytics—including time-to-hire, vacancy rates, and 90-day turnover metrics—to diagnose staffing bottlenecks and implement data-driven solutions.

· Champion organizational culture and values, executing retention and employee engagement strategies that build a resilient workforce.

· Maintain ongoing, transparent communication with the Administrator, providing regular strategic input, ideas, and data-driven recommendations.

· Identify and implement workflow improvements across all three departments to provide highly responsive, efficient service to the entire agency.

· Communicate proactively with executives, directors, and managers regarding strategic operational timelines, implementation processes, and policy changes.

· Manage multiple complex projects, meet deadlines, and successfully guide teams through shifts in company policies and priorities.

· Provide transparent, objective, and factually driven information to all KIM stakeholders and partners.

· Respond promptly and considerately to the needs of all current and potential stakeholders, actively listening and responding appropriately to internal and external feedback.

· Represent KIM in a courteous and professional manner in attitude and appearance, serving as an ethical champion for the agency’s mission at all times.

· Executes special strategic initiatives and critical operational assignments as directed by the Administrator.

Education and Experience

· Bachelor Degree desired but not required.

· Minimum 5–10 years of executive-level workforce operations or HR leadership experience

· Ability to work with minimal supervision.

· Excellent written and verbal communication skills.

· Capability to adapt to a fast-changing environment.

· Exercises time management skills to manage multiple high priority projects.

· Ability to gain the trust and confidence of the executive and management team

Certificates, Licenses and Registrations

· PHR preferred but not required.

Knowledge, Skills and Abilities

Leadership Breadth: Demonstrated experience managing multi-disciplinary teams (HR, Scheduling, and Talent Acquisition simultaneously)

Financial Literacy: Proven capability to analyze labor metrics against financial reports to actively drive down operational inefficiencies.

High-Level Discretion: Exceptional emotional intelligence and a proven track record of maintaining absolute neutrality and confidentiality under executive pressure.

Language Skills : Excellent reading comprehension and written communication skills required. For example: ability to read, analyze, and interpret documents, reports, technical specifications, governmental regulations, and correspondence. Ability to apply proper grammar, spelling, punctuation, and format to communications. Ability to present information in one-on-one, small group, and large group situations to management and staff.

Mathematical Skills: Ability to work with mathematical concepts such as probability and statistical inference; ability to compute discount, interest, profit, loss, ratios and percents; and ability to draw and interpret graphs.

Reasoning Ability: Ability to solve a wide range of practical problems and deal with a variety of concrete and complex variables; ability to interpret a variety of instructions furnished in written, oral, diagram, or schedule form; and ability to deal with multiple variables.

Computer Skills: Ability to operate related computer applications (i.e. word processing and spreadsheet applications), and business equipment including personal computer, copy machine, fax machine, and telephone.

Physical Demands

Talking: Able to convey detailed or important instructions or ideas accurately, loudly, or quickly.

Average Hearing: Able to hear average or normal conversations and receive ordinary information.

Finger Dexterity: Using primarily just fingers to make small movements such as typing, picking up small objects, or pinching fingers together.

Repetitive Motion: Movements frequently and regularly required using the wrists, hands, and/or fingers.

Average Visual Abilities: Average, ordinary visual acuity necessary to prepare or inspect documents or products or operate machinery.

Physical Strength: Frequently required to sit, stand, and walk and occasionally required to stoop, kneel, crouch, or crawl. Occasionally required to lift and/or move up to 20 lbs.

Your Work Place

Internally, work is normally performed in a climate-controlled office environment, where exposure to conditions of extreme heat/cold, poor ventilation, and fumes are very limited. Noise level is moderate and may include sounds of normal office equipment (computers, telephones, etc.). No known environmental hazards are encountered in the normal performance of job duties.

Intent and Function of Job Descriptions

Job descriptions assist organizations in ensuring that the hiring process is fairly administered and that qualified employees are selected. They are also essential to an effective appraisal system and related promotion, transfer, layoff, and termination decisions. Well-constructed job descriptions are an integral part of any effective compensation system. All descriptions have been reviewed to ensure that only essential functions and basic duties have been included. Peripheral tasks, only incidentally related to each position, have been excluded. Requirements, skills, and abilities included have been determined to be the minimal standards required to successfully perform the positions. In no instance, however, should the duties, responsibilities, and requirements delineated be interpreted as all-inclusive. Additional functions and requirements may be assigned by management as deemed appropriate.

In accordance with the Americans with Disabilities Act, it is possible that requirements may be modified to reasonably accommodate disabled individuals. However, no accommodation will be made which may pose serious health or safety risks to the employee or others or which impose undue hardships on the organization.

Job descriptions are not intended as and do not create employment contracts. The organization maintains its status as an at-will employer. Employees can be terminated for any reason not prohibited by law.