Human Resources Vice President

Child Development Centers, Inc.•Erie, PA

About The Position

This is a senior, enterprise‑level HR leadership role responsible for owning and advancing the organization’s HR governance, people practices, and operating standards across a distributed workforce. The VP ensures consistency, compliance, scalability, and risk mitigation while partnering closely with HR leadership and executive stakeholders. Guide HR leaders on policy consistency, compliance posture, and risk mitigation. Support organizational change initiatives tied to growth, funding, or operational shifts. Advise executive and leaders on workforce priorities and risk‑sensitive decisions. Review workforce data and compliance indicators to identify gaps and improvement opportunities. Lead enterprise‑level problem solving for HR practice gaps or inconsistencies. Evaluate HR systems, documentation, and workflows for scalability and effectiveness Influence outcomes through expertise, credibility, and partnership.

Requirements

8–12+ years of progressive HR experience in complex, multi‑site, or regulated environments.
Proven experience owning enterprise HR practices, governance, and compliance frameworks.
Strong background in organizational design, workforce strategy, and policy development.
Experience operating as a senior individual contributor or director‑level advisor.
Executive‑level communication and stakeholder‑management skills.
Ability to lead through influence and subject‑matter expertise.
Proven experience building or transforming HR functions, not just maintaining them.
Deep understanding of HR governance, compliance, and risk oversight.
Ability to lead through others rather than owning day‑to‑day execution.
Bachelor’s degree required. (Relevant Discipline)
Experience supporting organizations through audits, growth, or transformation.
Experience implementing or optimizing HRIS, payroll, or workforce analytics tools.

Nice To Haves

Nonprofit, healthcare, education, or public‑sector experience preferred.
Exposure to grant‑funded or publicly funded organizations preferred.
SPHR or SHRM‑SCP certification preferred.

Responsibilities

Design, execute, and support long‑term HR and people strategy aligned with organizational growth and mission.
Act as an escalation point for complex employee relations issues (without managing daily ER).
Own and evolve enterprise‑wide HR policies, standards, and governance frameworks.
Serve as the organization’s senior authority on HR business practices, compliance, and policy interpretation.
Partner with leadership and executives on organizational design, workforce strategy, and change initiatives.
Ensure HR practices are scalable, compliant, and aligned with regulatory and funding requirements.
Establish clear decision rights, accountability models, and people‑practice standards.
Act as a trusted advisor to senior and site leadership on complex or high‑risk HR matters.
Provide strategic alignment across HR operations, payroll, benefits, and HR systems.
Define and monitor HR metrics, dashboards, and KPIs to support leadership decision‑making.
Lead or sponsor cross‑functional initiatives related to audits, growth, systems, or operational change.
Guide HR leaders on policy consistency, compliance posture, and risk mitigation.
Support organizational change initiatives tied to growth, funding, or operational shifts.
Advise executive and leaders on workforce priorities and risk‑sensitive decisions.
Review workforce data and compliance indicators to identify gaps and improvement opportunities.
Lead enterprise‑level problem solving for HR practice gaps or inconsistencies.
Evaluate HR systems, documentation, and workflows for scalability and effectiveness Influence outcomes through expertise, credibility, and partnership.