Deputy Vice President, Human Resources

ABOUT US: - We believe that everyone deserves a home! Breaking Ground operates nearly 4,000 units of housing across New York City, along with housing in upstate New York and Connecticut. Supportive housing - affordable housing paired with services designed to help people maintain their homes for the long-term - is widely recognized as a proven and cost-effective solution to chronic homelessness. But we didn't stop at providing housing. Breaking Ground's programs and services help people experiencing street homelessness - especially those who have been on the streets the longest - to come indoors. Through our Street to Home outreach program and transitional housing resources, we help people get and stay on the path to a permanent home. Reporting to the Vice President of Human Resources, the Deputy Vice President, Human Resources is a senior leader responsible for driving operational excellence, consistency, and strategic execution across all Human Resources disciplines. This role serves as a key partner to the Vice President of Human Resources, translating organization wide Human Resources strategy into measurable outcomes through process standardization, compliance oversight, and continuous improvement. The Deputy Vice President will oversee and enhance Human Resources operations, including the codification of Standard Operating Procedures (SOPs), internal audit functions, workforce planning, and workload management across the Human Resources function. This role will also lead the Organizational Development function, ensuring alignment between talent strategy, leadership development, and organizational performance. This position is designed to strengthen infrastructure, ensure regulatory compliance, improve efficiency, and build scalable systems that support organizational growth. ESSENTIAL DUTIES AND RESPONSIBILITIES Strategic Leadership and Execution Partner with the Vice President of Human Resources to operationalize HR strategy into clear, outcome driven initiatives across all HR disciplines Serve as a trusted advisor and thought partner to senior leadership on HR operations, compliance, and workforce effectiveness Drive cross-functional HR initiatives that improve organizational performance, scalability, and service deliveryHR Operations and Process Excellence Lead the codification, implementation, and continuous improvement of HR Standard Operating Procedures (SOPs) across all functional areas (e.g., Talent Acquisition, Employee Relations, Benefits and Wellness, HRIS, Learning & Development) Establish and maintain a culture of process discipline, documentation, and accountability Identify inefficiencies and implement process improvement solutions that enhance service delivery, reduce risk, and increase productivity Compliance and Internal Audit Oversee internal auditing processes for HR operations to ensure compliance with federal, state, and local regulations, as well as organizational policies Develop audit frameworks, track findings, and ensure timely resolution of gaps Partner with external legal team to proactively mitigate risk and maintain best-in-class HR practices Organizational Development and Talent Strategy Oversight of the Organizational Development function, including performance management administration, leadership development, talent management, succession planning, and employee engagement Ensure alignment between learning strategies and organizational priorities Leverage data and insights to assess effectiveness and drive continuous improvement in talent initiatives Workload and Workforce Management Partner with the Vice President to oversee workload management across the HR function, ensuring appropriate resource allocation, prioritization, and capacity planning Implement tools and frameworks to improve team efficiency and transparency Monitor and balance competing priorities to ensure timely execution of key initiatives Data, Metrics, and Reporting Establish and monitor key performance indicators (KPIs) across HR operations Utilize data, analytics, and reporting to inform decision making and measure impact Provide regular updates to executive leadership on Human Resource performance, risks, and opportunities Budget and Resource Management Assist Vice President of Human Resources in the development and management of the HR operating budget Monitor expenditures, forecast needs, and ensure alignment with organizational priorities Optimize resource allocation to maximize ROI on HR programs and initiatives Team Leadership and Development Lead, mentor, and develop HR leaders and teams, fostering a high performance, service-oriented culture Promote accountability, collaboration, and continuous learning across the HR function Build leadership bench strength within HR talent Collaboration and Influence Partner across departments to ensure alignment of HR processes with business needs Influence stakeholders at all levels to drive adoption of new processes, systems, and initiatives Serve as a change leader for organization wide transformation efforts Perform other duties as assigned MINIMUM QUALIFICATIONS Bachelor’s degree in Human Resources, Business Administration, Organizational Development, or a related field (Master’s degree preferred) 10+ years of progressive Human Resources experience, with at least 5 years in a senior leadership role Demonstrated experience overseeing multiple HR disciplines and leading HR operations at scale Proven track record of driving process improvement, operational excellence, and organizational transformation Strong experience with compliance, internal auditing, and risk management within HR Experience managing budgets, forecasting, and resource allocation Deep expertise in organizational development, talent management, and leadership development Exceptional project management and execution skills with the ability to manage complex, cross-functional initiatives Strong analytical skills with experience leveraging data, metrics, and reporting to drive decisions Ability to influence and build consensus at all levels of the organization Demonstrated ability to manage workload prioritization and team capacity in a high volume, fast-paced environment Proficiency in HR systems and technology Experience in scaling HR functions in a growing organization Preferred Professional HR certification (e.g., SHRM-SCP, SPHR) strongly preferred #J-18808-Ljbffr