Vice President, Human Resources

Why join our team?

With a mission that spans the globe, the USO provides a rewarding and fulfilling work environment. Our team is exceptional, and we offer generous paid time off, including volunteer days and military leave. We have a remarkable 401k match, comprehensive benefits, and opportunities for training and education reimbursement. Our team members are passionate about putting the mission first, and we have a lot of fun while doing it.

Working for the USO isn't just a job it's a calling, and we believe in doing what you love and loving what you do.

A Certified Great Place to Work Dont just take our word for itour people have spoken. According to the Great Place to Work  survey:96% feel good about how we support the community
94% are proud to tell others they work at the USO
92% say their work has special meaning its not just a job
91% felt welcomed from day oneOver 88% agree all employees are treated fairly, regardless of race or gender

The Vice President, Human Resources (VP HR) is a high-impact, enterprise-level leader responsible for providing visionary and operational leadership for the full spectrum of HR functions across a geographically dispersed workforce of employees and volunteers. Reporting to the Chief Administrative Officer (CAO) and serving as the principal and senior technical expert, analyst, and advisor, the VP HR develops and executes a comprehensive cross-cutting HR strategy to advance the USOs mission and values while driving a high-performance, mission-driven culture.

This role requires a seasoned, decisive HR executive with demonstrated depth across total rewards, talent management, employee relations, talent acquisition, organizational development, HR operations, and global or internationally dispersed workforce practices.

The VP HR ensures enterprise-wide HR governance and compliance for the USO workforce, balancing clear global standards with local execution. The VP HR is a trusted advisor to the CEO, CAO, and senior leadership on all workforce-related matters and serves as the staff liaison to Board committees.

Principal Duties and Responsibilities (
* Essential Duties)
Provide strategic leadership and direction for all HR functions across the USOs global footprint, developing an enterprise HR strategy that aligns with organizational goals and the unique demands of a large, federated nonprofit while ensuring the function has the expertise, discipline, and accountability required to operate at a best-in-class level.
* Partner with the CEO and executive team to ensure HR planning supports the USOs mission, growth, and operational model, including workforce planning, talent alignment, organization design initiatives, and the practical change leadership required to implement improvements across headquarters, field, and international operations.
* Ensure full compliance with all federal, state, and local U.S. employment laws, as well as any applicable international labor regulations for overseas activities, and provide expert guidance on complex employee relations, investigations, accommodations, leave, wage and hour, and other sensitive workforce matters.
* Implement risk management practices to anticipate and mitigate HR-related legal, financial, operational, or reputational risks; maintain scrupulous adherence to the USOs ethical standards and Congressional charter obligations; and ensure HR decisions are timely, well-documented, and grounded in applicable law, policy, and sound judgment.
* Oversee HR governance, compliance, risk management, and data privacy across domestic and applicable international operations, ensuring policies, workforce decisions, employee relations practices, vendor management, records retention, and HR data use are legally compliant, well-documented, secure, and aligned with USO standards.
* Champion fair, consistent, and legally sound hiring practices and succession planning for key leadership and critical roles to secure the organizations future talent pipeline and ensure leaders have the tools, coaching, and accountability needed to make strong talent decisions.
* Implement and ensure the continuous process improvement of a performance management system that fosters accountability, develops talent, differentiates performance, supports constructive manager feedback, and aligns individual goals with USOs objectives.
* Lead the design of a competitive, mission-appropriate total rewards strategy, including compensation, benefits, incentives, recognition programs, and job…