VP of Human Resources

Vice President of Human Resources The Vice President of Human Resources provides strategic and operational leadership for One Hope United's enterprise human resources function. Reporting to the Executive Vice President & Chief Operating Officer, the Vice President develops and executes a comprehensive people and workforce strategy that supports OHU's mission, strategic priorities, financial sustainability, and growth. The Vice President strengthens HR systems, practices, and leadership across a multi-state, multi-site human-services organization, partnering with executive, program, and administrative leaders to improve workforce stability, manager effectiveness, employee experience, and organizational performance. The role requires an executive who can move effectively between strategy and execution while ensuring that core HR operations are reliable, compliant, scalable and data-informed. Essential Duties and Responsibilities 1. Enterprise HR Strategy & Executive Partnership

• Develop and lead a multi-year people and workforce strategy aligned with OHU's strategic plan, growth priorities, financial capacity and programmatic needs.
• Serve as the senior HR advisor to the CEO, EVP & COO and Executive Leadership Team, providing workforce insight, sound judgment and constructive challenge.
• Partner with Operations and Finance on workforce planning, organizational design, change initiatives and emerging workforce risks; provide Board-level insight when requested.

2. HR Operations, Compliance & Employee Relations

• Establish a consistent, service-oriented HR operating model across OHU programs, locations and states, with clear policies, procedures, roles and escalation pathways.
• Ensure compliance and sound practices for employee relations, investigations, corrective action, accommodations, leaves, records and policy administration in partnership with Legal/Risk.
• Provide HR governance for workforce data and payroll-related processes with Finance, and monitor service reliability, recurring issues and material employment risks.

3. Talent Acquisition, Retention & Workforce Stability

• Lead enterprise recruiting and workforce-stability strategies for mission-critical and difficult-to-fill positions, balancing enterprise standards with local workforce-market needs.
• Use workforce data to understand turnover, vacancies and early-tenure loss, and partner with operating leaders on targeted retention strategies.
• Strengthen the candidate and employee lifecycle, including recruiting, onboarding, credentialing and offboarding, while connecting staffing to service capacity and financial performance.

4. Compensation, Benefits & Total Rewards

• Develop and maintain a coherent compensation philosophy, job architecture and salary structure that support market competitiveness, internal equity and financial sustainability.
• Lead compensation benchmarking and equity/compression analysis, establish pay-governance practices, and partner with Finance on salary planning and personnel-cost modeling.
• Evaluate and strengthen benefits, retirement, wellbeing and related total-rewards strategies to support recruitment, retention and the employee value proposition.

5. Performance, Leadership & Talent Development

• Maintain an effective enterprise performance-management approach that supports clear expectations, feedback, development and accountability.
• Strengthen supervisory and management capability, particularly where leadership practices contribute to turnover, employee-relations issues or performance concerns.
• Establish talent-review, succession-planning, career-development and internal-mobility practices that strengthen leadership pipelines and long-term organizational capacity.

6. HR Technology, Analytics & Workforce Planning

• Develop an HR technology and process-improvement strategy that strengthens efficiency, employee/manager self-service, data integrity and scalability.
• Establish meaningful workforce dashboards and analytics that provide executive and operating leaders with timely insight into staffing, turnover, recruiting, retention, compensation and workforce risk.
• Embed workforce planning and people data into recurring operating reviews, financial planning, budgeting and enterprise decision-making.

7. HR Team Leadership & Organizational Capability

• Lead, develop and hold accountable a high-performing HR team with clear roles, service standards and performance expectations.
• Regularly assess HR structure, skills, workload and capacity and recommend changes necessary to effectively serve the organization.
• Manage the HR budget and external expertise while building a credible, responsive and solutions-focused HR culture.
• Performs other related duties as assigned.

Note: This list of essential functions is not exhaustive. Duties and responsibilities may change at any time with or without notice. First 24-Month Transformation Focus The Vice President will initially be expected to assess and strengthen OHU's HR operating model while establishing a sustainable foundation for long-term people strategy. OHU's Human Resources Strategic & Operating Plan and the executive performance process will establish specific milestones, measures, and annual priorities.

• Stabilize and standardize core HR operations, policies, payroll-related controls and compliance practices.
• Improve recruiting, onboarding, workforce stability and retention, with attention to high-risk programs and positions.
• Modernize compensation and total rewards while strengthening manager effectiveness, talent development and succession planning.
• Build reliable HR analytics, workforce planning and technology-enabled processes that support operating and financial decisions.

Decision Rights & Authority

• Direct the work, priorities, and service standards of the Human Resources function within approved policies and budgets.
• Establish HR operating procedures, require compliance with approved practices, and recommend enterprise employment and compensation policies to executive leadership.
• Escalate material workforce, compliance, legal, or financial risks through established governance and engage external HR expertise within approved authority.

Qualifications Education

• Bachelor's degree in Human Resources, Business Administration, Organizational Development or a related field, or equivalent relevant experience.
• Master's degree in Human Resources, Organizational Development, Business, or a related discipline preferred.

Experience

• Minimum of 12 years of progressive HR leadership experience, including at least five years leading significant HR functions at the senior leadership or executive level.
• Demonstrated leadership of both HR strategy and operations, with meaningful experience in employee relations, compensation, talent acquisition, retention, and organizational development.
• Demonstrated success improving or transforming HR systems, processes, or operating models in a multi-location environment.
• Experience in nonprofit human services, healthcare, behavioral health, child welfare, education, residential services, or another highly regulated workforce environment preferred.
• Experience redesigning compensation structures, HR operations, or HR technology preferred.
• Experience in an organization with substantial government-funded programs or significant organizational growth or transformation preferred.

Required Skills

• Enterprise thinking and strategic judgment.
• Operational discipline and change leadership.
• Financial and data acumen, including effective use of HR technology and workforce analytics.
• Strong knowledge of employment law, employee relations, and HR risk management.
• Executive presence, collaborative leadership and constructive challenge.

Compensation: $185,000 We Invest in You!

• Tuition assistance up to $2500 per year
• Up to 4 weeks paid Vacation Days, up to 6 paid Personal Days, and up to 5 paid Sick days annually
• Medical, dental, vision, 403b Retirement, flexible spending accounts, health savings account, and short-term disability options
• Agency-paid life insurance up to $50K based on salary
• Voluntary Supplemental Life for Employee, Spouse, and Child(ren)
• Voluntary Legal Plans
• Agency-paid long-term after 1 year of employment
• Career ladders, professional development, and promotion opportunities
• Free LCSW and LCPC Supervision hours available in some locations

A Different Kind of Employer: One Hope United is strong and ready to grow. Are you ready to grow with us?

• 800+ talented professionals strong, serving 10,000 children and families in Illinois and Florida
• Fiscally stable, $70 Million agency-- strong since 1895
• Energetic leadership and a rich community of support

One Hope United does not discriminate on the basis of race, color, religion, sex, national origin, age, disability, veteran status, or any other characteristic protected by law. One Hope United is an Equal Opportunity Employer and a Drug-Free Workplace. OHU participates in E-Verify.