Senior Vice President, People and Culture

Jewish Vocational Service (JVS) is a nonprofit human services organization committed to empowering individuals with the skills and connections they need to succeed in the workforce. We serve tens of thousands of people annually across Greater Boston — immigrants, refugees, individuals with disabilities, and others facing barriers to employment — through job training, adult education, and employer partnerships.

JVS is strongly committed to diversity and a workplace environment that respects, appreciates, and values employee differences and similarities. We believe that a culture grounded in equity and belonging makes us stronger — for our staff, our clients, and the communities we serve.

This is a rare opportunity to serve as a senior executive and culture steward at one of Greater Boston’s most impactful nonprofits. The SVP of People and Culture is a strategic thought partner to the CEO and Executive Team — a hands‑on working leader who personally owns the full arc of the people function, from vision to execution.

You will shape how JVS attracts, develops, and retains the mission‑driven talent that powers our work. You will build and lead a high‑performing People & Culture team, embed equity into every employee lifecycle practice, and serve as the internal conscience and culture steward of the organization.

Strategic Leadership & Executive Partnership

• Serve as a trusted advisor to the CEO and Executive Team on people, culture, and organizational health.
• Co‑develop and drive the multi‑year People & Culture strategy aligned with JVS’s organizational plan.
• Represent the People & Culture function at the Executive Team level and, as appropriate, to the Board of Directors.
• Provide candid, courageous counsel on sensitive people matters, organizational dynamics, and cultural health.

Organizational Design & Workforce Planning

• Lead workforce planning in partnership with the CEO, program leaders, and Finance.
• Design and evolve organizational structures, job architectures, and role accountabilities.
• Advise on executive transitions, succession planning, and leadership pipeline development.

Talent Acquisition & Retention

• Oversee with P&C Team, the full‑cycle recruiting strategy, ensuring JVS attracts a diverse, mission‑aligned workforce at all levels.
• Design and lead retention strategies grounded in data: turnover trends, engagement signals, and compensation benchmarking.
• Build and sustain an employer brand that reflects JVS’s culture and values.

Employee Relations & HR Operations

• Personally handle or directly oversee complex, high‑risk employee relations matters, including investigations and terminations.
• Ensure consistent, equitable application of HR policy and practice across all levels and departments.
• Maintain deep working knowledge of employment law and ensure compliance with all applicable federal, state, and local regulations.

Total Rewards & HRIS

• Lead design and administration of competitive, equitable total rewards programs (compensation, benefits, recognition).
• Oversee salary administration, pay equity analysis, and compensation benchmarking.
• Ensure the HRIS platform (ADP) is well‑managed and leveraged for meaningful analytics and reporting.

Learning, Development & Performance

• Lead design and delivery of fair, developmental performance management processes.
• Oversee leadership development and manager capability programs; manage the organization’s LMS.

Diversity, Equity, Inclusion & Belonging (DEI&B)

• Lead with HRBP and P&C Team, and drive JVS’s DEI&B strategy, embedding equity across all employee lifecycle practices.
• Champion Employee Resource Groups (ERGs) and partner with external DEI consultants to implement sustained cultural change.

Team Leadership

• Directly lead, mentor, and develop the People & Culture team.
• Foster strong cross‑functional relationships with Finance, Programs, Development, and Operations.
• Champion continuous improvement in HR processes with a focus on efficiency, consistency, and equity.

Required

• Bachelor’s degree in Human Resources, Organizational Development, Business Administration, or related field; or 15+ years of directly relevant senior HR leadership…