Vice President of Human Resources

The Children's Institute of Pittsburgh•Pittsburgh, PA

30d•Onsite

About The Position

At The Children’s Institute of Pittsburgh, we’ve built our legacy on being amazing. After more than a century of the highest quality care and service to children and their families, we’re forever proud of our team members who don’t just make a career here – they make a difference. The Vice President of Human Resources oversees the full spectrum of human resources operations, including workforce planning, talent acquisition, total rewards, performance management, HRIS, compliance, employee relations, regulatory readiness, and enterprise workforce risk management—ensuring that all HR systems, policies, and practices are consistent, compliant, and aligned with The Children’s Institute’s mission and strategic plan. Beyond traditional HR functions, this leader champions organizational culture, staff engagement, and leadership development, fostering an inclusive workplace where employees feel supported, respected, and empowered. The role also provides trusted counsel to executives and directors, enabling data informed decision making and effective change management.

Requirements

Master’s degree or Juris Doctor (JD) required (MBA, Human Resources, Organizational Leadership, Business Administration, or related field).
Minimum of 5 years of leadership experience and at least 15 years of HR experience with increasing responsibilities, a strong emphasis on compliance driven HR operations, employee relations, risk management, and policy governance.
Demonstrated expertise in employment law, investigations, documentation standards, traditional HR administration, compensation, and benefits.
Proven experience leading strategic HR initiatives, including organizational design, workforce planning, culture strengthening, and enterprise wide change management.
Experience designing and implementing leadership development programs, learning and development initiatives, supervisory training, coaching models, and crucial conversations training.
Background in organizational development, including competency modeling, workforce assessments, and succession planning.
Experience overseeing HRIS systems and leveraging workforce analytics and HR metrics to inform decision making and operational improvements.
Demonstrated ability to work effectively in compliance-intensive environments, preferably within nonprofit, healthcare, education, or human services settings.
Experience working in unionized environments, including negotiations, labor management relations, and contract administration.
Act 73 FBI, Act 34 Criminal Clearance, and Act 33 Child Abuse Clearance

Nice To Haves

Advanced HR or leadership certifications such as SHRM SCP or SPHR strongly preferred.

Responsibilities

Serve as a strategic advisor to the CEO and senior leadership team on workforce planning, organizational design, leadership development, and talent optimization, championing an inclusive, engaging, and high performance workplace culture across all programs and services.
Serve as the organization’s senior authority on employment law, regulatory compliance, and HR related risk, ensuring adherence to federal, state, and local regulations (including FLSA, ADA, FMLA, EEO, HIPAA, ERISA, NLRA, and other applicable regulations).
Ensure consistent, equitable application of HR policies and employment standards across the organization, including leading the full lifecycle of HR policy governance
Oversee all aspects of the talent lifecycle, including recruitment, onboarding, performance management, training, succession planning, leadership development, and long term workforce planning.
Lead the design, administration, and evaluation of compliant, equitable, fiscally responsible, and competitive compensation and benefits programs aligned with mission based and market based standards, while continuously seeking innovative and creative approaches that enhance employee experience and organizational competitiveness.
Build and maintain a robust compliance-centered HR operational framework grounded in regulatory adherence, consistent processes and documentation, audit readiness, and strong internal controls.
Lead HRIS management to ensure accuracy, privacy, data integrity, and comprehensive compliance with recordkeeping requirements.
Develop and manage the HR department budget, prioritizing compliance, operational excellence, and strategic initiatives.
Participate in Board meetings, governance committees, and senior leadership forums to provide accurate reporting on HR operations, workforce trends, and organizational risk.