Vice President of People Services

• Location 455 North 10th Street,Omaha, NE, 68102,United States
• Base Pay $150,000.00 / Year
• Employee Type Full-Time

Description

The Metropolitan Entertainment & Convention Authority (MECA) is seeking a dynamic, strategic, and people-focused leader to serve as Vice President of People Services. This executive leadership position is responsible for developing and implementing strategies that strengthen MECA's organizational culture, enhance employee engagement, support leadership development, and align workforce initiatives with the organization's mission, core values, and strategic goals.

Reporting directly to the President and Chief Executive Officer, the Vice President of People Services serves as a trusted advisor to executive leadership and a champion for MECA's most valuable resource—its people.

The position provides strategic direction and oversight of all people-related functions, including talent acquisition and retention, employee relations, compensation and benefits, organizational development, performance management, training, workforce planning, and employment compliance.

Beyond traditional human resources responsibilities, this role will help shape an organizational culture built on collaboration, integrity, accountability, professional growth, and exceptional service.

As the organization responsible for managing CHI Health Center Omaha, Charles Schwab Field Omaha, and The RiverFront along with other significant public spaces throughout downtown Omaha, MECA operates in a dynamic environment that requires flexibility, teamwork, and a commitment to delivering memorable experiences.

The Vice President of People Services will play a critical role in ensuring MECA attracts, develops, supports, and retains talented individuals who contribute to the organization's continued success .

Essential Duties and Responsibilities

1. Organizational Culture & Employee Engagement

• Lead the development and implementation of initiatives that strengthen MECA's organizational culture and reinforce its mission, vision, and core values.
• Champion a positive, collaborative, inclusive, and accountable workplace where employees feel respected, supported, and empowered to succeed.
• Develop strategies to improve employee engagement, morale, job satisfaction, and organizational commitment.
• Partner with the President/CEO and executive leadership team to foster open communication, transparency, and trust throughout the organization.
• Establish meaningful opportunities for employee feedback through engagement surveys, employee roundtables, town hall meetings, and other communication initiatives.
• Develop employee recognition programs that celebrate individual and team accomplishments.
• Promote collaboration and stronger working relationships among departments, facilities, and organizational leadership.
• Support organizational change initiatives and help employees successfully navigate transitions.

2. Strategic Leadership & Organizational Development

• Serve as a member of MECA's executive leadership team, contributing to organizational strategy, policy development, and long-term planning.
• Develop and execute a comprehensive People Services strategy aligned with MECA's business objectives and strategic priorities.
• Advise the President/CEO and department leadership on organizational structure, workforce planning, employee performance, and talent management.
• Evaluate organizational effectiveness and recommend improvements to reporting structures, departmental responsibilities, and workforce utilization.
• Partner with department leaders to identify staffing needs and develop long-term workforce strategies.
• Establish measurable goals and performance indicators to evaluate the effectiveness of People Services initiatives.
• Support succession planning and leadership continuity across the organization.
• Promote a culture of continuous improvement, innovation, and shared responsibility for organizational success.

3. Talent Acquisition, Development & Retention

• Direct recruitment, selection, hiring, onboarding, and retention strategies to attract and maintain a highly qualified workforce.
• Develop innovative recruitment approaches that position MECA as an employer of choice within Omaha and the entertainment, convention, and venue management industries.
• Oversee employee onboarding and orientation programs to ensure new team members understand MECA's mission, culture, expectations, and service standards.
• Establish comprehensive professional development and training programs for employees at all levels.
• Work with department leaders to identify skill gaps, training opportunities, and future leadership needs.
• Develop leadership development initiatives designed to strengthen management capabilities, communication, decision-making, and accountability.
• Implement career development and advancement opportunities that encourage employee growth and long-term retention.
• Coordinate internship, mentorship, and workforce development opportunities where appropriate.

4. Performance Management & Accountability

• Lead the development and administration of a consistent, meaningful performance management program.
• Ensure individual employee goals and performance expectations align with departmental objectives and organizational priorities.
• Partner with department leaders to establish clear performance standards and accountability measures.
• Provide guidance and training to managers on employee coaching, feedback, performance evaluations, and corrective action.
• Promote regular employee feedback and professional development discussions beyond the traditional annual review process.
• Establish processes that recognize high performance while addressing performance concerns in a fair, consistent, and constructive manner.
• Support a workplace culture where employees understand expectations, take ownership of their responsibilities, and are recognized for their contributions.

5. Employee Relations & Workplace Support

• Serve as a senior-level resource and advisor regarding employee relations, workplace concerns, conflict resolution, and organizational policies.
• Develop and maintain positive relationships with employees and leadership across all departments.
• Provide confidential, objective, and timely guidance regarding sensitive personnel matters.
• Oversee employee investigations, disciplinary processes, and workplace conflict resolution in accordance with applicable laws and organizational policies.
• Promote fair, consistent, and respectful treatment of employees.
• Ensure effective communication and understanding of organizational policies, procedures, and expectations.
• Support a workplace environment that prioritizes employee well-being, psychological safety, and professional respect.

6. Compensation, Benefits & Employee Wellness

• Develop and administer competitive compensation and benefits programs that support employee recruitment, retention, and financial sustainability.
• Evaluate compensation structures, market trends, and salary benchmarking to ensure MECA remains competitive.
• Oversee employee benefits programs, including health, dental, vision, life insurance, disability, retirement plans, and other employee benefits.
• Manage relationships with benefits consultants, insurance providers, retirement plan administrators, and other service partners.
• Develop and coordinate employee wellness initiatives that support physical, mental, and financial well-being.
• Evaluate opportunities to enhance employee benefits and workplace flexibility while maintaining responsible financial stewardship.
• Ensure effective communication and education regarding compensation, benefits, and employee resources.

7. Human Resources Administration & Compliance

• Oversee the development, implementation, and administration of organizational personnel policies and procedures.
• Ensure compliance with applicable federal, state, and local employment laws and regulations.
• Maintain oversight of employee records, personnel documentation, HR information systems, and confidential employment information.
• Partner with legal counsel and appropriate advisors on employment-related matters.
• Oversee compliance with applicable employment requirements, including wage and hour regulations, employee leave, workplace accommodations, and equal employment opportunity.
• Work collaboratively with operational leadership to support workplace safety programs and applicable OSHA requirements.
• Maintain current job descriptions, organizational charts, and personnel policies.
• Monitor emerging employment trends, legislation, and best practices to proactively identify opportunities and risks.
• Ensure the consistent application of personnel policies across the organization.

8. Communication & Employee Experience

• Develop and support internal communication strategies that improve employee awareness, understanding, and engagement.
• Partner with executive leadership to communicate organizational changes, strategic initiatives, and employee-related programs.
• Enhance the employee experience throughout the employment lifecycle, from recruitment and onboarding through professional development and career transitions.
• Create opportunities for employees to participate in organizational improvement and contribute ideas.
• Support employee events, recognition activities, service milestones, and initiatives that strengthen organizational relationships.
• Promote a service-oriented approach within the People Services department, ensuring employees and managers receive timely, professional, and thoughtful support.
• Develop and manage the annual People Services departmental budget.
• Monitor expenditures and identify opportunities to improve efficiency and effectiveness.
• Oversee People Services staff and ensure departmental operations meet organizational expectations.
• Establish departmental goals, priorities, and performance measures.
• Evaluate technology and systems that improve human resources processes, reporting, and employee services.
• Provide regular updates to the President/CEO regarding workforce trends, employee engagement, staffing needs, and significant personnel initiatives.
• Perform other duties and responsibilities as assigned by the President/CEO.

Supervisory Responsibilities

The Vice President of People Services provides leadership and oversight of the People Services department and its assigned personnel.

Responsibilities include recruiting, hiring, training, supervising, coaching, evaluating, and developing departmental employees.

The position is responsible for establishing clear expectations, promoting accountability, supporting professional growth, and ensuring that the department delivers a high level of service throughout the organization.

The Vice President also provides guidance and strategic support to department heads and managers regarding employee leadership, organizational development, and personnel management.

Strategic Leadership: Demonstrates the ability to connect workforce strategies with organizational priorities and long-term business objectives. Anticipates future organizational needs and develops practical solutions.

Culture & Employee Engagement: Understands the importance of organizational culture and actively promotes an environment built on trust, collaboration, accountability, and employee engagement.

Integrity & Accountability: Demonstrates the highest ethical standards, maintains confidentiality, takes responsibility for decisions, and consistently acts in the best interests of the organization and its employees.

Communication: Communicates clearly, effectively, and respectfully with employees, managers, executive leadership, and external stakeholders. Encourages open dialogue and active listening.

Emotional Intelligence: Demonstrates empathy, self-awareness, professionalism, and sound judgment when navigating complex interpersonal and organizational situations.

Leadership Development: Recognizes individual potential, develops future leaders, encourages professional growth, and supports continuous learning.

Collaboration & Teamwork: Builds strong relationships across departments and promotes a unified organizational approach to achieving goals.

Change Management: Leads organizational change with transparency, thoughtful planning, and effective communication. Builds employee understanding and commitment during periods of transition.

Business Acumen: Understands the operational and financial implications of workforce decisions and balances employee needs with organizational sustainability.

Problem-Solving & Judgment: Evaluates complex issues objectively, considers multiple perspectives, and makes timely, well-informed decisions.

Adaptability: Thrives in a fast-paced environment and effectively manages changing priorities, operational demands, and unexpected challenges.

Community & Service Orientation: Recognizes MECA's role in serving the Omaha community and supports a workplace culture that emphasizes hospitality, inclusion, safety, and exceptional service.

Qualifications

Education & Experience

• Bachelor’s degree in human resources, Business Administration, Organizational Development, Management, or a related field required. Combination of relevant education and experience may be considered.
• A minimum of eight years of progressively responsible experience in human resources, people operations, organizational development, or a related leadership field.
• At least five years of management or senior leadership experience preferred.
• Demonstrated experience developing organizational culture, employee engagement initiatives, leadership development programs, and strategic workforce plans.
• Experience managing compensation, benefits, employee relations, performance management, and employment compliance.
• Experience working in entertainment, sports, hospitality, convention facilities, public assembly venues, nonprofit organizations, or similarly complex operational environments preferred.
• Professional certification such as SHRM-SCP, SPHR, or equivalent preferred.

Knowledge, Skills & Abilities

• Strong understanding of federal, state, and local employment laws and human resources best practices.
• Demonstrated ability to serve as a trusted advisor to senior executives and organizational leadership.
• Exceptional interpersonal, communication, presentation, and conflict-resolution skills.
• Ability to maintain strict confidentiality and exercise sound professional judgment.
• Proven ability to lead organizational change and develop positive workplace cultures.
• Strong analytical skills and ability to use workforce data to inform organizational decisions.
• Ability to manage multiple priorities in a dynamic, event-driven environment.
• Proficiency with Microsoft Office applications, human resources information systems, and relevant workforce management technologies.
• Demonstrated commitment to continuous improvement, employee development, and organizational excellence.

Work Environment & Expectations

MECA operates in a dynamic environment that includes arena events, conventions, sporting events, concerts, community activities, and public space management.

The Vice President of People Services must demonstrate flexibility, professionalism, and responsiveness to the unique operational needs of the organization.

The position may require occasional evening, weekend, or event-related responsibilities.

The successful candidate will be expected to maintain a visible and approachable presence throughout MECA's facilities and departments, building meaningful relationships with employees at all levels of the organization.

Measures of Success

Success in this position will be evaluated through both organizational outcomes and the effectiveness of People Services initiatives, including:

• Improved employee engagement, satisfaction, and organizational culture.
• Strong employee retention and effective talent acquisition.
• Successful implementation of leadership development and employee training programs.
• Consistent and effective performance management practices.
• Increased collaboration and communication across departments.
• Competitive and financially responsible compensation and benefits programs.
• Effective compliance and management of employment-related risks.
• Successful alignment of workforce initiatives with MECA's strategic goals.
• Demonstrated employee confidence and trust in organizational leadership and People Services.

Position Impact

The Vice President of People Services is more than the leader of MECA's human resources function. This position is a strategic partner in shaping the future of the organization.

By investing in our employees, developing strong leaders, reinforcing accountability, and strengthening organizational culture, this position will directly contribute to MECA's ability to deliver exceptional experiences, operate premier facilities, and serve the Omaha community.

The ultimate objective is to create an environment where employees are proud to work, leaders are equipped to succeed, and every team member understands their role in advancing MECA's mission.

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