Vice President of People & Culture

YMCA Of South Hampton Roads•Chesapeake, VA

20h•$90,000 - $115,000•Hybrid

About The Position

The YMCA of South Hampton Roads is seeking a Vice President of People & Culture to champion its mission and core values, translating them into meaningful experiences throughout the team member lifecycle. This role is crucial for driving the organization's culture, which is built on being welcoming, genuine, hopeful, nurturing, and determined. The Vice President will lead integrated talent strategies, foster development, and ensure organizational readiness. They will also serve as a strategic HR partner, advising senior leaders on complex workforce matters and leading through organizational change with empathy. As the primary deputy to the Chief People Officer (CPO), this individual will translate People & Culture strategy into coordinated priorities and execution across various departments, while leading and developing the People & Culture senior leadership team. Oversight of employee benefits, HRIS, and the People & Culture budget are also key responsibilities. This position operates in a professional office and community-based environment, requiring interaction with various stakeholders and the use of standard office equipment. Occasional travel and flexible hours may be necessary.

Requirements

Bachelor’s degree in Human Resources, Business Administration, Organizational Leadership, or related field and 7+ years of progressive human resources leadership experience; equivalent combinations of education and relevant experience may be considered.
Demonstrated senior-level experience leading across multiple HR disciplines, including talent management, employee relations/HR business partnership, benefits, organizational development, and culture and engagement.
Demonstrated experience advising senior leaders, leading organizational change, developing leaders and teams, and translating business priorities into effective people strategies.
Working knowledge of applicable employment laws and regulations and demonstrated experience exercising sound judgment in complex and sensitive employee matters.
Change Leadership competency
Communication & Influence competency
Developing Self and Others competency
Fiscal Management competency
Functional Expertise competency

Nice To Haves

Strategic, enterprise-minded leader who can move effectively between long-term strategy and execution.
Demonstrated ability to influence, coach, and build trusted partnerships with leaders at all levels of the organization.
Strong business and financial acumen, including experience managing departmental budgets and using data to evaluate organizational impact.
Exceptional judgment, discretion, communication, and decision-making skills.
Proven ability to lead through ambiguity and change while managing multiple organizational priorities.
SHRM-SCP, SPHR, or other advanced HR certification preferred.
YMCA Organizational Leader Certification preferred or obtainable within two years.

Responsibilities

Serve as a visible champion and culture driver, translating the YMCA's mission, values and leadership expectations into meaningful experiences throughout the team member lifecycle.
Lead the YMCA's Culture Champions in partnership with the Senior Vice President and Vice President of Operations, creating a strong connection between employee voice, organizational culture and action.
Use engagement data, employee listening and organizational insights to identify trends, strengthen connection and belonging, and influence strategies that improve the team member experience.
Coach and influence leaders to recognize their role as culture carriers and create healthy, inclusive and high-performing teams.
Provide strategic leadership for the YMCA's integrated talent strategy, including Y University, performance and talent reviews, individual development planning, succession planning, career pathways and leadership development.
Partner with the CPO, Executive Leadership Team and Senior Director of Talent Management to identify leadership readiness, talent risks, critical roles and future organizational capability needs.
Create an environment where development is an organizational expectation, connecting employee aspirations and potential with meaningful opportunities to grow, lead and advance.
Ensure talent and development strategies produce measurable outcomes in leadership capability, internal mobility, retention and organizational readiness.
Connect insights gathered through HR business partnership across the association to identify systemic trends, organizational risks and opportunities requiring enterprise-level action.
Coach leaders through complex people decisions while strengthening their capability and accountability to lead teams effectively.
Ensure HR business partnership is connected to the YMCA's broader talent strategy so workforce planning, performance, development, succession, engagement and retention are addressed as interconnected business priorities rather than independent HR processes.
Lead and strengthen the YMCA's HR business partnership model, coaching the Senior Directors of People Operations and serving as a trusted advisor to executive and senior leaders on complex workforce, leadership, employee relations and organizational matters.
Maintain a strong connection to YMCA operations, using workforce data and organizational insight to anticipate people needs, identify emerging risks and develop proactive solutions.
Partner with Operations on workforce and recruitment strategy, including anticipating seasonal needs, addressing hard-to-fill positions, strengthening leader recruiting capability and identifying broader workforce trends.
Lead through organizational change with empathy, sound judgment and a clear understanding of both the team member experience and the needs of the organization.
Serve as the CPO's primary deputy, translating People & Culture strategy into coordinated priorities and execution across People Operations, Talent Management, Benefits & HRIS and other people initiatives.
Lead, coach and develop the People & Culture senior leadership team, creating clarity, accountability, collaboration and a shared commitment to exceptional service.
Provide leadership oversight for employee benefits and HRIS and ensure the organization's people programs, systems and practices remain effective, compliant and responsive to organizational needs.
Oversee the People & Culture budget with strategic guidance from the CPO, aligning investments and resources with the organization's highest people priorities.
Represent People & Culture with executive leadership and across the association.