Senior VP of People & Organizational Effectiveness

Century Housing Corporation•Culver City, CA

4d•$215,000 - $250,000•Onsite

About The Position

The Senior Vice President, People & Organizational Effectiveness serves as Century’s senior people leader and a member of the executive team. This role is responsible for designing and implementing organization-wide systems that align workforce strategy, performance architecture, compensation frameworks, and organizational design with Century’s long-term strategic priorities. This SVP partners closely with executive leadership to strengthen accountability, clarify performance standards, support leadership development, and build durable infrastructure that enables sustainable growth across multiple business lines and varied roles. This is a transformational leadership opportunity. The SVP will shape how talent is attracted, developed, measured, and retained — directly influencing organizational effectiveness, culture, company growth, and long-term sustainability. This is an onsite role located in Culver City, CA.

Requirements

Bachelor's degree in Human Resources, Business Administration, Organizational Psychology, or related field (Master's preferred).
12-15+ years progressive HR leadership experience, including performance and compensation systems design. Experience in complex or multi-division organizations preferred.
Deep knowledge of employment law and HR best practices.
Demonstrated experience designing and implementing performance and compensation frameworks and systems.
Demonstrated experience leading change within an organization.
Deep understanding of streamlining HR processes (onboarding, payroll, benefits), utilizing data for informed decision-making, and collaborating with leadership to foster strategic growth.
Extensive experience with workforce analytics and HR technology systems.
Demonstrated experience building and leading HR teams, including hiring, developing, and managing direct reports.
Proven ability to engage and build trust across all levels of the organization.

Nice To Haves

Background in scaling organizations (startup to mid-size or mid-size to enterprise)
Professional certification (e.g., SHRM-SCP, SPHR)

Responsibilities

Partner with executive leadership on workforce planning and organization design.
Lead change management initiatives that support operational growth and alignment.
Ensure succession planning and leadership pipeline development across key roles.
Establish consistent performance standards and calibration processes across diverse business lines and varied roles.
Oversee structured goal-setting performance cycles, and talent review processes.
Lead the design and governance of a total compensation system that supports strong retention strategies and is aligned with job leveling, division-specific roles, and equitable, market-aligned pay practices.
Partner with the CFO on compensation benchmarking, salary band development, and pay equity analysis.
Support leadership in structured performance management.
Establish data-driven approaches to employee engagement and retention.
Develop job architecture and leveling frameworks across diverse functions.
Align workforce planning with strategic and financial objectives.
Build transparent career pathways and succession planning processes.
Assess and recommend structural improvements that support clarity, accountability, and growth.
Identify organizational capability gaps and future skill requirements.
Implement targeted training and leadership development initiatives.
Support managers in building effective, innovative, and high-performing teams.
Coach and mentor leaders on performance management, conflict resolution, and team effectiveness.
Facilitate leadership alignment sessions across the executive team.
Strengthen onboarding practices across divisions.
Ensure organizational values are embedded into performance systems, recognition, and decision-making processes.
Assess and strengthen HR systems and internal capabilities.
Oversee transition from outsourced HR services to scalable in-house infrastructure.
Takes a proactive approach to resolving issues before they escalate into formal disputes or litigation.
Ensure compliance with federal, state and California employment laws.
Maintain risk-aware employment practices and documentation standards.
Optimize HR technology and workforce analytics for informed decision-making.
Lead the design, governance, cost management of Century's total rewards programs, including medical, retirement, and related benefit offerings, ensuring competitiveness, compliance, quality and financial stewardship.