Senior Vice President, People & Culture

NAACP•Baltimore, MD

6d•Onsite

About The Position

The NAACP Empowerment Programs, Inc., a 501(c)(3) nonprofit organization for equal rights seeks a Vice President of People and Culture to drive the Association’s flagship civil rights transformation by advancing its talent strategy, performance-driven culture, and organizational well-being objectives. The VP of People and Culture will build a mission-driven, talent-centric culture to expand the NAACP. The VP of People and Culture will collaborate with leaders, managers, and the Association’s ecosystem to infuse the principles and practices of distributed leadership, collaboration, agility, and organizational learning.

Requirements

Bachelor’s degree in Human Resources, Business Administration, or related field required;
Minimum 10 years of Human Resources executive management experience required, with strategic human resources leadership, talent management, and culture development experience highly preferred;
Minimum of 5 years of Human Resource experience in payroll administration, benefit plan management of 401k, STD/LTD, health/welfare plans, and life insurance;
Experience leading organizational design, development and change management programs;
Extensive knowledge of employment-related laws and regulations;
Proficient with Microsoft Office Suite or related software;
Knowledge of and experience with varied human resource information systems; and platforms to include Lattice, Docusign, and ADP Workforce Now;
Excellent verbal and written communication skills.

Nice To Haves

Master’s degree or Juris Doctorate degree highly preferred;
SHRM-CP or SHRM-SCP strongly preferred;
Excellent leadership mentoring and leadership education skills;

Responsibilities

Align the Association’s structure on transformational principles to improve functionality, accountability, and sustainability;
Strengthen overall performance by creating a work environment grounded in distributed leadership and relationship building;
Collaborate with leaders, governance advisors, and staff to develop a comprehensive on-boarding process to support a culture of growth, health, and well-being;
Redefine staff and leadership development to include emotional-intelligence skills of teamwork, listening, empathy, inclusion, and diversity of perspectives;
Create and deliver a people-focused workforce planning tool to include flexible staffing (temporary staff, interns, fellows, and summer help, etc.) and cross-functional training to achieve goals;
Lead the revision of the performance management process to include emotional intelligence skills with professional skills to foster transformation and achieve the NAACP’s mission;
Grow the capacity to work as an ecosystem of diverse teams and communities focused on becoming the flagship civil rights organization of the 21st century;
Cultivate individual growth through inquiry, curiosity, transparency, and introspection, to create meaningful decision-making processes focused on the greater good of the Association;
Develop and implement talent management process and program to maximize the full potential of all employees;
Prepare the People and Culture team to lead the implementation of distributed leadership, team diversity, individual growth, performance expansion, and community outreach;
Design people-centric metrics to measure the progress of cultural renewal, individual growth, new decision-making models, and community outreach towards meeting organizational goals;
Safeguard the Association’s interest of employees in accordance with People and Culture policies, governmental laws, and regulations while directing Human Resource Business Partners to do the same;
Coordinate with Human Resource Business Partners to manage collective bargaining negotiations and maintain union relations;
Oversee the development of a total rewards program that supports cultural renewal, individual growth, new decision-making models, and community outreach goals;
Mobilize organizational change, and create a communication framework and implementation process to achieve the Association’s transformation objectives;
Institute a strategic approach to benchmarking the Association’s employee engagement and work environment, making recommendations based on findings;
Serve as a liaison with the Board of Directors Committees and Subcommittees;
Develop and implement equity principles and practices in accordance with the values of the Association’s mission and vision;
Perform any other duties as assigned by the Executive Procurement/People and Culture Officer or other designee.