Vice President, Human Resources

Mortgage Bankers Association•Washington, DC

1d•Hybrid

About The Position

As the leading advocate for the real estate finance industry, MBA is committed to providing its members with unmatched value and unparalleled benefits, recognizing employees as its most valuable resource. MBA sources top talent and invests in a culture where communication is essential, diverse voices are encouraged, and inclusion is embraced. The Vice President of Human Resources (VP of HR) serves as a strategic business advisor and partner to the President & CEO and senior management team. The VP of HR is responsible for aligning people, culture, and organizational design with the association’s mission, strategic priorities, and member‑driven objectives. This role oversees all aspects of human resources, including talent acquisition, performance management, employee relations, compensation and benefits, compliance, federal compliance, and risk management. The VP of HR ensures the association is well-positioned to attract, develop, and retain high‑performing talent while fostering an engaged and mission‑driven workplace.

Requirements

Bachelor’s degree in human resources, Business Administration, Organizational Development, or a related field
12+ years of progressive HR leadership experience, including senior‑level or enterprise HR roles.
Experience serving as a strategic advisor to executive leadership and business stakeholders.
Expert knowledge of core HR disciplines, including talent management, compensation, benefits, employee relations, compliance, workforce planning, federal compliance, and organizational design.
Experience aligning HR strategy and systems with overall business objectives.
Experience with multistate payroll processing, reporting, and compliance required.
401(k) Plan Administration and Fiduciary Committee experience required.
Ability to balance strategic vision with operational execution.
Experience working in a trade association environment, with an understanding of member‑driven dynamics, governance structures, and volunteer leadership.
Strong financial and operational acumen related to HR budgets, vendor management, and governance.
Excellent communication skills with the ability to influence at the executive level.
High level of discretion and integrity when handling sensitive employee or association information.
Continuous‑improvement mindset with a focus on efficiency, scalability, and employee experience.

Nice To Haves

Experience with the Paycor HRIS and payroll system preferred.
SHRM or HRCI certification preferred.

Responsibilities

Serve as a trusted advisor to the President & CEO and senior management team on workforce strategy, organizational design, talent planning and acquisition, and culture initiatives.
Translate strategic priorities into actionable workforce and talent plans.
Provide strategic leadership to the HR team by establishing clear direction, priorities, and performance expectations. Develop and empower team members to ensure high performance, accountability, and consistent HR service delivery.
Partner with leadership to assess talent, risks, and readiness in support of long‑term organizational sustainability.
Execute succession planning for executive and critical roles, including identification of high‑potential talent and development actions.
Oversee full‑cycle recruitment, onboarding, and retention strategies that align with MBA’s mission and compliance requirements.
Design and implement performance management systems that support accountability, employee development, and MBA strategy.
Champion learning initiatives that support both professional growth and regulatory requirements.
Design and administer competitive, compliant, and equitable compensation, benefits, and leave programs.
Ensure market-competitive pay practices that support fairness, align with association goals, and comply with federal and state regulations.
Lead the annual benefits contract renewal process, including carrier evaluation, claims and utilization analysis, plan design review, and cost modeling. Partner with MBA’s Broker in negotiations with insurance carriers to secure competitive pricing, improved plan terms, and service levels.
Serve as the MBA’s 401(k) Savings Plan Administrator, overseeing plan operations, vendor relationships, and compliance with applicable regulations.
Collaborate with Finance, auditors, and external advisors to support annual defined contribution plan audit, ensuring accurate documentation, controls, and timely completion.
Actively participates as a member of the 401(k) Savings Plan Fiduciary Committee, supporting prudent oversight of the retirement plan, including governance, risk management, and adherence to fiduciary best practices.
Ensure benefit offerings remain compliant, financially sustainable, and aligned with workforce needs and market standards while minimizing organizational risk.
Benchmark benefits programs against relevant market data to ensure competitiveness and alignment with business strategy.
Evaluate benefits offerings, identify gaps, and recommend enhancements based on market trends, workforce needs, and cost considerations.
Foster an engaged, high‑performance, and mission‑driven workplace.
Advise leaders on employee relations, development, investigations, corrective actions, and performance issues.
Lead strategies that foster employee engagement, enhance morale, and support long‑term retention.
Lead and facilitate the annual salary and benefits budget process, including market pricing analysis, merit and bonus pool development, and total rewards forecasting to ensure compensation programs are competitive, fiscally responsible, and aligned with organizational strategy.
Develop and implement the annual HR budget, ensuring effective oversight of compensation, benefits, and HR operating costs in alignment with MBA’s strategy and financial objectives.
Provide strategic oversight of multi-state payroll processing to ensure accurate, timely, and compliant processing and that ensure payroll practices align with compensation, benefits, tax, and regulatory requirements.
Oversee payroll system functionality, controls, audits, and vendor relationships to ensure data accuracy and compliance.
Drive the strategy and governance of the organization’s HRIS technology, ensuring systems effectively and securely support business and workforce needs.
Safeguard employee and organizational data by ensuring compliance with applicable data privacy, security, and confidentiality requirements.
Lead HRIS implementations, upgrades, integrations, and ongoing optimization.
Maintains a strong understanding of HR data governance and integrity, system security, and privacy requirements.
Ensure compliance with federal contracting regulations through effective governance, oversight, and proactive management.
Train leadership and employees on federal contractor compliance responsibilities and best practices.
Stay current on changes in federal employment regulations and proactively assess organizational impact.
Serve as the primary management liaison to the Board’s Compensation Committee, providing strategic counsel, analysis, and administrative support.
Support the Compensation Committee in matters related to CEO performance management and salary and incentive review, including the evaluation framework and performance documentation.
Provide data, benchmarking, and recommendations to support the development, renewal, amendment, and ongoing administration of the CEO Employment Agreement.
Prepare Compensation Committee and Board materials related to executive compensation and performance.
Support Board deliberations with clear, objective analysis while maintaining confidentiality, discretion, and fiduciary awareness.