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.

• 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.

• 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.

• 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.

• 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.

• 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.

• 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.

• 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…