Senior Vice President, Human Resources and Safety

Missouri Botanical Garden•St. Louis, MO

19d•$200,000 - $230,000

About The Position

The Senior Vice President of Human Resources (SVP HR) provides visionary leadership for the employee and volunteer experience across the Missouri Botanical Garden’s domestic and international locations. Reporting directly to the President, the SVP HR aligns the Garden’s people strategy with its mission, values, and strategic priorities and serves as a trusted advisor to the President, Executive Leadership Team, and Board of Trustees. The SVP HR oversees human resources, talent development, organizational culture, compensation and benefits, safety, and compliance. The role builds a people-first culture in which employees and volunteers feel valued, respected, supported, and connected to the Garden’s mission, while promoting well-being, development, inclusion, shared accountability, and financially sustainable operations. The SVP HR leads a 12-person HR and Safety team and ensures effective HR services, technology, safety practices, and policies across the Garden’s divisions and sites. The position’s scope includes strategic workforce and succession planning; organizational design and change; recruitment, onboarding, retention, and career development; leadership development and performance management; compensation and benefits; environmental health and safety; employment compliance and risk management; HR operations and service delivery; and management of the HR division’s budget and external partners.

Requirements

At least 15 years of progressive HR experience, including five years in an executive role.
Significant executive-level HR leadership experience.
A record of developing and implementing people strategies in complex, multi-site organizations.
Broad expertise in talent development, organizational design, workforce and succession planning, employee relations, compensation, benefits, and HR operations.
Demonstrated success leading organizational change, strengthening workplace culture, and advancing equity, inclusion, and psychological safety.
Experience building and developing high-performing teams, coaching leaders, and helping managers lead through change.
Strong financial, analytical, and strategic planning capabilities, including workforce budgeting, HR technology, and data-informed decision-making.
Experience overseeing workplace safety, employment compliance, and reliable HR service delivery.
Excellent communication, facilitation, conflict-resolution, and relationship-building skills.
Bachelor’s degree in human resources, business administration, or a related field, or an equivalent combination of education and experience.
Strategic vision paired with disciplined execution and sound judgment.
Visible, approachable leadership grounded in listening, trust, respect, and accountability.
Ability to build productive partnerships with executive and division leaders, employees, volunteers, and external partners.
Intellectual curiosity, adaptability, and commitment to continuous learning and improvement.
Genuine appreciation for the Garden’s mission and the role its people play in advancing knowledge, conservation, and public engagement.

Nice To Haves

Global experience in a complex, multi-site organization.
Master’s degree.
SHRM or SPHR certification.
Spanish and/or Portuguese proficiency.

Responsibilities

Advise the President and Executive Leadership Team on people-centered leadership and advance the Garden’s mission through HR strategy.
Develop multi-year people strategies and annual priorities aligned with the Garden’s strategic plan, institutional needs, and resources.
Partner with senior and division leaders on organizational design, role clarity, decision authority, workforce planning, succession planning, and workforce challenges.
Guide organizational change through clear communication, employee involvement, practical implementation plans, and evaluation of outcomes.
Represent the HR Division on the Executive Leadership Team and contribute to institutional decision-making, policy development, and strategic planning.
Represent the Garden at internal and external events, community engagements, and professional forums.
Lead recruitment, onboarding, and retention practices that attract diverse talent and connect employees with the Garden’s mission.
Develop career frameworks and progression criteria, and connect employee development opportunities with future institutional needs.
Strengthen leader effectiveness through coaching and development in feedback, performance management, conflict resolution, and leading change.
Ensure performance management supports meaningful goals, regular feedback, and appropriate responses to strong and unsatisfactory performance.
Build a people-first culture grounded in care, trust, respect, inclusion, and shared accountability; promote equity, inclusion, and psychological safety.
Maintain a visible presence across divisions and sites and provide accessible channels for employees to raise concerns, share ideas, and receive guidance.
Use employee listening, engagement feedback, and workforce information to identify issues and work with leaders on improvements.
Lead compensation, benefits, and recognition strategies that balance market competitiveness, internal equity, transparency, and financial sustainability.
Oversee job evaluation, pay structures, compensation benchmarking, and consistent decisions about pay and progression.
Partner with Finance on workforce budgeting, staffing scenarios, and the cost implications of compensation and benefits decisions.
Partner with the Executive Compensation Committee on annual reviews for key executives and the President.
Provide executive oversight of environmental health and safety programs, policies, and training.
Collaborate with Facilities Support and Construction leadership to maintain safety for staff, volunteers, and visitors.
Ensure compliance with applicable workplace safety, labor, and employment regulations, and oversee personnel, safety, and emergency-response risk management.
Ensure legal, ethical, and institutional standards are followed in HR and safety functions nationally and globally.
Oversee the development and consistent administration of HR policies and procedures.
Serve as HR liaison to the Zoo Museum District Committees and 403(b) Retirement Plan Committee.
Report regularly to the President on HR and Safety initiatives, workforce metrics, and progress toward institutional goals.
Lead, mentor, and develop the 12-person HR and Safety team; set direction, delegate, provide resources, and foster teamwork, innovation, and accountability.
Manage the HR division’s budget and external partners responsibly while balancing strategic initiatives with daily operations.
Establish metrics to evaluate HR effectiveness, safety outcomes, and organizational health.
Model inclusive and transparent communication and promote continuous learning and mutual respect.
Ensure reliable HR service delivery across payroll, benefits, employee relations, records, and HR information systems.
Simplify and standardize HR processes, improve data quality, and expand useful self-service and automation.