AVP, Human Capital

United Way of New York City•New York, NY

8d•Hybrid

About The Position

Reporting to the Vice President, Human Capital (VP) the Associate Vice President, Human Capital (AVP) is the operational leader responsible for ensuring UWNYC’s people practices are applied consistently across the organization. Working in close partnership with the VP, this role translates organizational direction into day-to-day management expectations and actions. The AVP provides guidance to leaders on employee matters, leads performance and workplace practices, and ensures compliance and documentation standards are followed. The AVP focuses on implementation, consistency, and operational decision-making — ensuring HC staff and leaders understand expectations and that workforce practices are carried out appropriately across departments. The AVP serves as the primary escalation point for managers, assesses situations, determines appropriate next steps within established guidelines, and elevates only the highest-risk or organizational-impact matters to the Vice President.

Requirements

Bachelor’s degree required with eight years of progressive Human Resources leadership experience, including people management responsibility; Master’s degree and SHRM-SCP, SPHR, or equivalent certification strongly preferred.
Senior Generalist-level expertise in complex employee relations, workplace investigations, risk mitigation, and high-impact personnel matters.
Comprehensive experience spanning at least two Human Capital specialties
Demonstrated ability to serve as a strategic advisor to senior leadership on workforce strategy, organizational design, and employment decision-making.
Deep knowledge of federal, state, and local employment law with experience guiding compliance strategy and organizational policy development.
Proven track record leading organizational change initiatives, restructuring efforts, and workforce transitions in dynamic environments.
Advanced expertise in compensation strategy, salary architecture, internal equity, and comprehensive total rewards design.
Experience building and scaling structured talent acquisition, succession planning, and leadership development frameworks.
Strong command of workforce analytics, HR dashboards, and operational metrics to drive data-informed executive decision-making.
Demonstrated ability to strengthen HC infrastructure, optimize systems (e.g., ADP or similar HRIS), and standardize enterprise-wide processes.
Ability to influence across functions, lead high-performing teams, manage competing priorities, and model UWNYC’s mission, values, and place-based strategy.
Display discretion, professionalism, and credibility when working with leaders and staff.
Strong alignment with and commitment to UWNYC's mission and values.

Nice To Haves

Master’s degree and SHRM-SCP, SPHR, or equivalent certification strongly preferred.

Responsibilities

Administer organization-wide performance management processes.
Support structured hiring practices and selection processes.
Oversee onboarding implementation and manager readiness.
Support compensation administration and consistent pay practices.
Partner with leaders to address performance gaps and team effectiveness.
Implement Human Capital policies and practices across departments.
Ensure consistent application of workplace expectations and documentation standards.
Coordinate workforce actions including restructuring, role changes, and transitions.
Support leaders in maintaining clear role expectations and accountability.
Promote equitable and consistent employee experience across the organization.
Serve as primary Human Capital advisor to managers on employee relations and performance matters.
Conduct investigations and manage resolution processes.
Coach leaders on feedback delivery, documentation, and performance conversations.
Implement corrective action and separation processes approved by the Vice President.
Escalate high-risk matters with recommendations and risk context.
Support leadership capability and workplace stability.
Maintain workforce dashboards (turnover, vacancies, performance completion, staffing movement).
Identify trends and recommend preventative interventions.
Monitor documentation quality and compliance patterns.
Prepare workforce reports for leadership decision-making.
Partner with Finance on staffing projections and headcount tracking.
Ensure HRIS data accuracy and reporting integrity.
Translate workforce patterns into practical management guidance.
Ensure compliance with employment laws and internal policies.
Coordinate audit responses and documentation readiness.
Monitor organizational risk patterns in employee matters.
Recommend operational improvements to strengthen consistency.
Supervise Human Capital staff and oversee workflow prioritization.
Provide coaching and development support to team members.
Maintain responsive service delivery across departments.