Vice President & Chief Human Resources Officer

POSITION SUMMARY
Serves as a key member of the Everence Senior Leadership Team (SLT), responsible for developing and executing a comprehensive human capital strategy that advances organizational mission, drives sustainable growth, and positions Everence as an employer of choice. Provides executive-level leadership for all Human Resources functions across Everence, including talent acquisition and management, compensation and benefits, people and culture, organizational development, employee belonging, and workplace operations. Partners closely with SLT to align people strategy with strategic priorities, ensuring Everence attracts, develops, and retains the talent needed to serve its clients and fulfill its mission of empowering financial well-being for faith-inspired living.

RESPONSIBILITIES AND DUTIES

1. Strategic HR Leadership
   1. Serve as a strategic advisor to SLT on all matters related to human capital, workforce planning, and organizational effectiveness.
   2. Develop, communicate, and execute a multi-year people strategy aligned with Everence strategic priorities, growth plans, and mission.
   3. Lead enterprise-wide succession planning and leadership pipeline development, ensuring continuity for critical roles across the organization.
   4. Apply workforce analytics and HR data to forecast talent needs, monitor key metrics (attrition, engagement, productivity), and inform data-driven decision-making.
   5. Champion change management efforts, partnering with leaders to communicate and sustain organizational change effectively.
2. Talent Acquisition & Management
   1. Oversee the full-cycle talent acquisition process, including workforce planning, sourcing strategy, interviewing, selection, and onboarding for all Everence entities.
   2. Develop and maintain a compelling Employee Value Proposition (EVP) and employer brand to attract mission-aligned talent in competitive markets.
   3. Lead talent management programs including performance management, career pathing, high-potential identification, and leadership development initiatives.
   4. Build and maintain a skills-based workforce planning framework to identify capability gaps and guide targeted development and hiring.
3. Culture, Engagement & Employee Experience
   1. Champion and steward Everence organizational culture, ensuring alignment with Everence values and a commitment to the organization's mission.
   2. Design and implement employee engagement strategies and listening mechanisms, moving beyond annual surveys to foster ongoing dialogue and responsiveness.
   3. Foster a culture of belonging and people-centered practices across all Everence entities, supporting an environment where every employee feels valued, respected, and able to contribute fully.
   4. Partner with leaders to resolve employee relations matters, including conflict resolution, performance improvement, and disciplinary processes, ensuring fair and consistent treatment.
   5. Promote employee well-being through meaningful benefits, recognition programs, and a supportive workplace environment.
4. Compensation and Benefits, HR Operations
   1. Oversee the design, administration, and ongoing competitiveness of Everence compensation and benefits programs, ensuring alignment with market benchmarks and organizational values.
   2. Lead the development and maintenance of job classification and compensation structures across all entities.
   3. Ensure HR information systems and technology platforms support efficient operations, accurate recordkeeping, and meaningful workforce analytics.
   4. Evaluate, recommend, and implement HRIS and HR technology enhancements to improve processes and the employee experience.
5. Learning & Development
   1. Provide strategic direction for Everence learning and development function, ensuring training programs build skills aligned with current and future business needs.
   2. Lead the development and implementation of leadership development programs and emerging leader cohorts to build internal bench strength.
   3. Oversee required licensing, certifications, and regulatory compliance training programs for applicable staff.
6. Compliance, Risk & Governance
   1. Ensure organizational compliance with all applicable federal and state employment laws, regulations, and HR-related regulatory requirements across all operating jurisdictions.
   2. Serve as a member of the corporate Risk Management Committee, contributing human capital risk perspectives to enterprise risk assessments.
   3. Develop, maintain, and communicate employment policies and practices that reflect current legal standards, best practices, and Everence values.
   4. Oversee staff licensing and compliance requirements in coordination with relevant business units.
7. Workplace Operations
   1. Provide strategic oversight of Office Services, Records Management, and Facilities operations across Everence locations.
   2. Oversee the corporate reception and front desk function, ensuring a welcoming and professional experience for clients, visitors, and staff.
   3. Develop, manage, and monitor the HR department budget and capital expenditures, ensuring responsible stewardship of resources.
8. Organizational Leadership
   1. Lead, develop, and mentor the HR leadership team, fostering a culture of high performance, collaboration, and continuous improvement within the function.
   2. Support cross-functional teams inclusive of in-office, hybrid, and fully remote employees, enabling effective collaboration across a geographically distributed workforce.
   3. Serve as an advocate for employees at all levels, consulting with and supporting staff and managers in navigating personnel-related matters.
   4. Represent Everence in external HR, church agency, financial services industry, and community networks.
   5. Perform other duties as assigned.

QUALIFICATIONS

Education:


Bachelor's degree in Human Resources, Business Administration, Organizational Development, or a related field required; Master's degree preferred

Experience:

1. Minimum of 10 years of progressive HR preparatory experience, with at least 3 years in a senior or executive HR role
2. Demonstrated experience developing and executing enterprise-wide HR strategy in a multi-site, multi-state environment
3. Experience leading teams through organizational change, growth, or transformation
4. Professional HR designation required (SHRM-SCP, SPHR, or equivalent)

Skills and Abilities:

1. Strategic thinker with the ability to translate business goals into actionable people strategies and articulate the ROI of HR initiatives
2. Proven executive presence and ability to influence at all levels of the organization, including the C-suite and Board
3. Strong business and financial acumen, including budget management and the ability to connect workforce strategy to organizational performance
4. Demonstrated expertise in workforce analytics, HR technology, and data-driven decision-making
5. Exceptional verbal, written, and interpersonal communication skills, with the ability to build trust across a diverse workforce
6. Deep knowledge of federal and multi-state employment law, regulatory compliance, and HR best practices
7. Demonstrated ability to lead and develop high-performing, collaborative HR teams
8. Strong organizational and project management skills, with the ability to manage competing priorities effectively
9. Alignment in supporting the Everence mission of empowering financial well-being for faith-inspired living

SUPERVISORY RESPONSIBILITIES: Yes
SCHEDULE: Full-time