Executive Vice President of People & Culture

Strategic HR Client Job Openings•Columbus, OH

7d•$175,000 - $195,000•Hybrid

About The Position

The Buckeye Ranch seeks an Executive Vice President of People & Culture to lead enterprise people strategy across Human Resources, Talent Acquisition, Diversity, Equity & Inclusion, and Professional Development. Reporting directly to the Chief Executive Officer and serving as a strategic partner to the senior leadership team, this executive will anticipate workforce needs, identify risks and opportunities, and strengthen systems and practices that shape the employee experience and support quality care for children and families. The role owns an integrated, multiyear people and culture strategy and leads the people function with clear priorities, accountability, and measurable outcomes. It partners with executive leaders, finance, program leaders, and governance bodies on workforce planning, leadership capacity, skills, costs, and organizational risks. The executive also advances organizational design, succession and leadership development, performance management, talent pipelines, recruiting, retention, compensation, total rewards, wellness, and employee experience. The position provides leadership on complex employee relations and compliance matters; uses workforce analytics to measure progress and identify trends; guides HR technology, employee data governance, processes, vendors, budgets, and internal controls; and leads the people side of organizational change. The role is full-time and exempt, with a hybrid schedule primarily based in the Grove City area. Regular meetings across teams and with the Board, as well as some evening and weekend commitments, are expected. Relocation may be considered for the right candidate. The Buckeye Ranch is a private nonprofit serving children and families in Ohio. It has six locations, more than 700 team members, and four service lines operating 21 programs statewide. Its mission is to restore hope and provide healing for children and families.

Requirements

Master’s degree in a related field from an accredited college or university.
10–15 years of progressive HR management experience across employee relations, talent acquisition, diversity and inclusion, total rewards, training and development, and performance management.
Demonstrated enterprise-level HR leadership shaping workforce strategy, organizational design, talent and succession, total rewards, culture, compliance, and people operations.
Experience partnering with senior executives and working across complex, regulated, multifunctional organizations.
Strong executive communication, change leadership, analytical, project management, and financial management skills, including the ability to use workforce data to identify trends and measure outcomes.
Collaborative, approachable, data-informed, strategic, and hands-on leadership style, with confidence to challenge assumptions and make difficult recommendations.
Advanced Microsoft Excel skills.

Nice To Haves

Experience in human services, behavioral health, healthcare, nonprofit, or a comparable environment.
SPHR, PHR, SHRM-SCP, or SHRM-CP certification.

Responsibilities

Own an integrated, multiyear people and culture strategy with annual priorities, accountable leaders, resources, and measurable outcomes.
Partner with the CEO, senior leadership team, finance, program leaders, and governance bodies to anticipate workforce needs, leadership capacity, critical skills, workforce costs, and organizational risks.
Lead Human Resources, Talent Acquisition, Diversity, Equity & Inclusion, and Professional Development, creating alignment and accountability across the people function.
Strengthen organizational design, succession planning, leadership development, performance management, and internal talent pipelines.
Advance recruiting, onboarding, engagement, retention, compensation and total rewards, recognition, wellness, and the overall employee experience.
Provide leadership on employee relations, investigations, corrective action, policies, accommodations, leaves, separations, employment compliance, and other complex people matters.
Build and use workforce dashboards and HR analytics to identify trends, measure progress, inform decisions, and recommend improvements.
Guide the HR technology roadmap, employee data governance, workforce processes, vendor relationships, budgeting, and internal controls.
Lead the people side of organizational change, including growth, restructuring, role clarity, and other enterprise initiatives.
Serve as a visible, responsive, and trusted executive who can challenge assumptions, make recommendations, and build accountability.