Senior Vice President, Human Resources and Safety

Missouri Botanical Garden•St. Louis, MO

18d

About The Position

The Senior Vice President of Human Resources 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. As a member of the Executive Leadership Team, the SVP oversees human resources, talent development, organizational culture, compensation and benefits, safety, and compliance. The role is responsible for building a people-first culture in which employees and volunteers feel valued, respected, supported, and connected to the Garden’s mission. The SVP translates that commitment into leadership practices and people decisions that promote well-being, development, inclusion, and shared accountability while supporting financially sustainable operations. The leader is expected to be visible and approachable, listen to employees, understand divisional needs, and combine empathy with decisive action. The SVP leads a 12-person HR and Safety team and develops people strategy, talent and career development, leadership effectiveness, workforce and succession planning, and employee engagement. The position also oversees compensation, benefits, environmental health and safety, employment compliance, risk management, HR policies, HR operations, and service delivery across the Garden’s locations and sites. The role reports regularly to the President on initiatives, workforce metrics, and progress toward institutional goals.

Requirements

At least 15 years of progressive HR experience, including five years in an executive role.
Significant executive-level HR leadership experience.
A bachelor’s degree in human resources, business administration, or a related field; equivalent combinations of education and experience will be considered.
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 experience with 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.
Ability to develop and implement people strategies in complex, multi-site organizations.
Ability to build productive partnerships with executive leaders, division leaders, employees, volunteers, and external partners.
Strategic vision paired with disciplined execution and sound judgment.
Visible, approachable leadership grounded in listening, trust, respect, and accountability.
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 complex, multi-site organizations.
A 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 strategic HR leadership.
Develop multi-year people strategies and annual priorities aligned with the Garden’s strategic plan, institutional needs, and available resources.
Partner with leaders on organizational design, role clarity, decision authority, workforce planning, and succession planning.
Work with division leaders to anticipate workforce challenges and develop practical solutions across programs and sites.
Guide organizational change through clear communication, employee involvement, realistic implementation plans, and evaluation of effectiveness.
Represent the Human Resources 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 to the Garden’s mission.
Develop career frameworks and progression criteria, and strengthen leader effectiveness through coaching and development.
Lead workforce and succession planning for critical capabilities and leadership roles, connecting development opportunities to future institutional needs.
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; equip leaders to embody these values.
Maintain a visible presence across divisions and sites and provide accessible channels for employees to raise concerns, share ideas, and seek guidance.
Use employee listening, engagement feedback, and workforce information to identify issues and follow through on improvements.
Lead initiatives that promote equity, inclusion, and psychological safety for staff and volunteers.
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 progression and pay.
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 for environmental health and safety programs, policies, and training.
Collaborate with Facilities Support and Construction leadership to maintain a culture of safety for staff, volunteers, and visitors.
Ensure compliance with workplace safety, labor law, and employment practice regulations at local, state, and federal levels.
Oversee risk management strategies related to personnel, safety, and emergency response.
Ensure adherence to legal, ethical, and institutional standards 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 (ZMD) 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 a diverse HR and Safety team of 12, fostering teamwork, innovation, and accountability.
Manage the divisional budget and external partners while balancing strategic initiatives with dependable daily operations.
Establish metrics to evaluate HR effectiveness, safety outcomes, and organizational health.
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.