Vice President of People & Culture

Woodwell Climate Research Center•Falmouth, MA

6d•Hybrid

About The Position

Woodwell Climate Research Center (Woodwell Climate) is seeking a strategic, collaborative, and forward-thinking Vice President of People & Culture (VPPC) to lead its human resources initiatives. This role is pivotal in aligning HR efforts with the organization's mission, values, and strategic plan, focusing on establishing professional workplace standards, enhancing managerial capabilities, and fostering a culture of accountability, constructive feedback, and mutual respect. The VPPC will modernize operational infrastructure and support staff during a period of organizational growth. This position reports directly to the Chief Operating Officer (COO).

Requirements

Proven track record collaborating with executive teams, senior departmental leaders, and a Board of Directors, ideally within a non-profit, scientific, research, or engineering organization.
Demonstrated success leading change management initiatives with a highly distributed workforce; highly comfortable navigating ambiguity and resolving issues across functional boundaries.
Deep knowledge of succession planning, workforce planning, policy formulation, non-profit compliance, compensation and benefits structures, and organizational risk management.
Proven ability to build collaborative, fair, and supportive workplace cultures where diverse perspectives are welcomed and integrated into daily operations.
Proven success in coaching growing teams through organizational maturity—establishing workplace norms, elevating professional standards, and instilling a culture of accountability without sacrificing mission dedication.
Demonstrated ability to train, mentor, and empower managers (especially those from non-traditional or academic backgrounds) on effective supervision, performance management, and empathetic leadership.
Exceptional written, verbal, and presentation skills—capable of drafting executive memos, staff-wide communications, and reports for senior leadership.
Highly detail-oriented and organized with the ability to manage competing priorities, meet deadlines, and deliver accurate results independently and as a team player.
Proficient with following tools and applications: ADP Workforce, Payroll systems, Learning Management Systems (eg ThinkZoom), Performance Management Tools and Microsoft Office Suite and/or Google Workspace
Proficiency in leveraging HRIS operations and integrated software platforms.
Ability to handle sensitive and confidential matters with absolute integrity.
Ability to effectively own and manage departmental budgets, strategic planning, and annual work plan objectives.
8+ years of managerial experience within human resources
15+ years Human Resource experience
Bachelor’s degree in Human Resources, Human Resource Management (HRM), Business Administration or related field

Nice To Haves

SPHR/SHRM-SCP preferred
Master’s degree in Human Resource Management or related field preferred

Responsibilities

Act as a trusted advisor to executive leadership, department managers, and the Board of Directors.
Partner with the COO, President’s Office, and Senior Management on organizational design, management issues, and operational alignment.
Present workforce analytics, policy updates, and progress on strategic P&C initiatives to senior leadership and the Board.
Manage the P&C department budget, strategic planning, and annual work plan objectives.
Partner with the President’s Office to develop internal communications that reflect organizational mission, vision, and core values.
Foster an inclusive, supportive, and engaging work environment focused on staff well-being, trust, and mutual respect.
Establish and champion modern guidelines for workplace norms, professional conduct, communication, and business etiquette.
Integrate principles of diversity, equity, accessibility, and belonging (DEAB) across all P&C policies, hiring practices, and the employee lifecycle.
Drive engagement and retention initiatives to effectively manage organizational growth and enhance the staff experience.
Guide and mentor the P&C team to continuously improve department workflows and core HR functions.
Oversee workforce and succession planning to align staffing with organizational goals and develop internal talent.
Direct the strategy and execution of performance management, professional development frameworks, and manager training.
Identify human resources trends to introduce innovative and supportive workplace programs.
Ensure operational efficiency, regulatory compliance, sound risk management, and data-informed decision-making.
Develop, review, and refine institutional policies, employee handbooks, and operational procedures.
Approve policies developed within various sub-functions and departments.
Oversee HRIS operations and integrated software platforms (e.g., ADP Workforce Now, Thinkzoom) to streamline processing and analyze metrics.
Serve as the primary liaison to outside legal counsel on employment matters and advise leadership on employment contracts.
Manage complex employee relations with empathy, fairness, strict confidentiality, and discretion.