Vice President – Talent & Organizational Culture

Vice President – Talent & Organizational Culture

Requirements

• Minimum of 10 years of progressive experience as leading a Talent and HR benefit function in a CDFI, nonprofit or mission-led organization, with at least 6 years in senior leadership positions
• Experience partnering with C-suite executives to drive organizational effectiveness and culture change
• Expert knowledge of HR information systems, and track record of setting and meeting ambitious HR performance metrics
• Track record of ensuring compliance with federal and state employment laws while scaling operations
• Ability to maintain strict confidentiality in all aspects of HR operations, ensuring the protection of sensitive employee information, personal data, and company-related matters in compliance with legal and ethical standards
• Relevant HR certifications (SPHR, SHRM-SCP) highly valued

Responsibilities

• Partner with the COO to develop and execute strategic workforce initiatives, assess organizational health, and drive operational effectiveness through targeted talent solutions that support NFF’s goals
• Lead comprehensive workforce planning initiatives, including succession planning, performance management, talent pipeline development, and strategic hiring forecasts
• Coach and guide staff to develop exceptional people, operations, systems, and HR policies that ensure compliance across multiple jurisdictions while maintaining NFF’s cultural values and employee-first approach
• Foster a culture of care and responsiveness to ensure exceptional supports and services for staff
• Evaluate and improve NFF’s progressive performance management and feedback mechanisms
• Work closely with suite and department leads to ensure a system of review and update of job descriptions, competencies, and evaluative tools as a key element of supporting staff development
• Design and implement hybrid/remote work policies that balance flexibility and engagement with operational effectiveness
• Identify critical skills gaps that impact business strategy execution and work closely with stakeholders to design and execute targeted staff development initiatives to bridge those gaps
• Collaborate with the COO to optimize resource allocation and budget planning for talent programs
• Evaluate and implement HR technology solutions that streamline operations, enhance employee experience, and provide actionable analytics to the organization and Executive Team
• Research and integrate emerging talent management practices from both nonprofit and corporate sectors to elevate NFF’s approach to people operations
• Design and maintain a competitive total rewards strategy through market analysis, ensuring internal equity
• Guarantee compliance and timely submission of talent and employment data for external agencies and internal department needs
• Manage Talent vendors and consultants to ensure delivery of services
• Present talent analytics and strategic updates to NFF Leadership Team, Board of Directors and relevant committees
• Refine and manage an innovative talent acquisition strategy that positions NFF as an employer of choice in the nonprofit sector
• Work closely with stakeholders to ensure implementation of best-in-class methods to debias selection and ensure broad recruitment
• Define a comprehensive recruitment strategy to measure and report analytics to optimize the hiring process
• Build strategic partnerships with professional networks, educational institutions, and industry groups to enhance NFF’s talent pipeline
• Maintain up-to-date knowledge of advancements in recruitment and selection practices for a mission-driven nonprofit organization
• Champion a healthy, high-performance organizational culture and staff engagement that centers high levels of employee engagement and people development
• Oversee complex employee relations matters, including investigations, leaves, and conflict resolution, while maintaining relationships with employment counsel to ensure multi-state compliance and risk management
• In partnership with the Executive Team (CEO, COO, Sr. Director of DEIB) and people managers, deploy effective engagement and development strategies to build a well-equipped, values-driven workplace and empowered workforce with a focus on retention of top talent
• Serve as an internal coach and consultant to leadership, managers and employees, offering proactive guidance on critical issues, identifying solutions, resolving problems, and facilitating developmental opportunities.

Preferred Qualifications

• Relevant HR certifications (SPHR, SHRM-SCP) highly valued