Vice President, Head of People

United States Space Foundation•Colorado Springs, CO

7h•$190,000 - $210,000•Hybrid

About The Position

The Head of People serves as a strategic advisor, trusted partner, and member of Space Foundation’s leadership team, responsible for developing and executing a comprehensive human capital strategy aligned with the organization’s mission, culture, growth, and strategic objectives. The role leads the Human Resources function across workforce planning, talent management, succession planning, leadership development, total rewards, employee relations, engagement, organizational effectiveness, compliance, and HR operations. Partnering closely with the CEO, Chief of Staff, and Executive Leadership Team, the Head of People advises on organizational effectiveness, workforce strategy, talent development, culture, compensation, employee relations, and change management. The role uses workforce analytics, industry trends, and market insights to inform decisions and improve organizational performance and employee experience. It also develops, maintains, updates, and communicates employment, compensation, benefits, performance management, and organizational development policies and practices while ensuring compliance with applicable employment laws. The position provides strategic leadership and direction to the HR function, supervises assigned HR personnel, and develops and manages the HR department budget. It is full-time, based at Space Foundation headquarters in Colorado Springs, Colorado, and eligible for up to two work-from-home days per week under the current hybrid policy. The usual schedule is Monday through Friday, 8:00 a.m. to 5:00 p.m., for 40 hours per week.

Requirements

Bachelor’s degree in Human Resources, Business Administration, Organizational Development, Communications, or a related field.
At least 12 years of progressive Human Resources leadership experience with increasing responsibility in talent management, employee relations, compensation, workforce planning, organizational development, and business partnership.
Demonstrated experience developing and executing human capital strategies aligned with organizational goals.
Proven ability to influence senior leaders and serve as a trusted advisor on workforce, culture, leadership, and organizational effectiveness.
Experience leading succession planning, leadership development, employee engagement, and culture initiatives.
Experience using workforce analytics and HR metrics to support strategic decision-making.
Strong knowledge of federal, state, and local employment laws and regulations.
Experience with benefits administration, compensation strategy, plan design, vendor management, and cost analysis.
Demonstrated success managing a broad range of organizational and HR responsibilities.
PHR or SHRM-CP certification required.
Ability to maintain confidentiality and discretion.
Exceptional interpersonal, consulting, relationship-building, communication, conflict management, mediation, and problem-solving skills.
Ability to influence and advise leaders at all levels and balance strategic priorities with operational execution.
Strong understanding of HR best practices.
Ability to perform extended periods of sitting or standing and frequent computer and standard office equipment use; occasional walking, lifting, or carrying items up to 15 pounds may be required.
Ability to participate in offsite meetings or events and travel as needed.

Nice To Haves

Master’s degree in Human Resources, Organizational Development, Business Administration, or a related field.
SHRM-SCP or SPHR certification.

Responsibilities

Develop and execute a multi-year human capital strategy aligned with organizational priorities, workforce needs, and long-term objectives.
Advise the CEO, Chief of Staff, and Executive Leadership Team on workforce, talent, culture, organizational effectiveness, and people-related matters.
Align people strategies with business goals and support organizational growth and transformation.
Provide data-driven recommendations on workforce planning, talent risks, succession readiness, engagement, and organizational performance.
Lead organizational design, workforce planning, and change management initiatives.
Monitor workforce trends and recommend solutions to enhance organizational performance and employee experience.
Establish and monitor human capital objectives and metrics.
Advise senior leaders on fostering a high-performing, values-driven culture.
Develop strategies to strengthen engagement, trust, inclusion, retention, and employee experience.
Lead employee engagement assessments and culture initiatives, translating feedback into actionable strategies and measurable outcomes.
Sponsor and promote culture-building initiatives and address organizational barriers to performance and engagement.
Support organizational change through communication, coaching, and leadership support.
Develop and oversee talent management, performance management, leadership development, succession planning, career development, and retention strategies.
Define and operationalize leadership behaviors and competencies that support performance, accountability, and the desired culture.
Design programs to identify, develop, and retain high-potential employees and future leaders.
Lead succession planning for key leadership and mission-critical roles; assess bench strength and mitigate succession risks and capability gaps.
Facilitate talent reviews and assessments with executive leadership.
Oversee leadership development, management training, coaching, and professional development.
Partner with leaders on career pathways, internal mobility, and performance management alignment.
Lead workforce planning and develop recruitment and employer-branding strategies.
Partner with hiring managers on workforce requirements, recruitment, and talent pipelines; oversee equitable and compliant talent acquisition.
Guide compensation decisions for new hires and internal talent movements, and ensure effective onboarding.
Develop and oversee total rewards strategy in partnership with Finance and executive leadership.
Analyze compensation, benefits, and workforce trends to support competitive, equitable, and fiscally responsible programs.
Direct benefits administration, enrollment, communications, vendor relationships, annual renewal strategy, and negotiations.
Coordinate health, dental, life, disability, retirement, and wellness programs and ensure benefits compliance, including COBRA.
Advise leaders and employees on employee relations, organizational changes, separations, leaves, and workforce transitions.
Lead investigations into employee concerns and workplace issues and recommend actions consistent with organizational values and legal requirements.
Advise, train, and coach managers on employee relations, conflict resolution, performance management, and workforce leadership.
Ensure compliance with applicable federal, state, and local employment laws and support a respectful, productive work environment.
Develop workforce analytics and present workforce data and recommendations to executive leadership and, as appropriate, the Board of Directors.
Evaluate HR program effectiveness and return on investment; oversee and optimize HR technology systems and workforce data integrity, security, and accuracy.
Communicate policy updates and organizational changes, and continuously improve HR policies, programs, and processes.
Organize and facilitate team development, leadership training, and learning initiatives; guide managers on employee development and foster continuous learning.
Provide strategic leadership and direction to the HR function; set priorities and performance expectations for assigned HR personnel, coach their development, and manage performance outcomes.
Build a high-performing HR team through mentoring, succession planning, professional development, and continuous learning.
Develop and manage the HR department budget, oversee expenditures, and partner with Finance and executive leadership on people-related investments and their financial impact.
Perform other duties as assigned.