Vice President of People & Equity

Educators for Excellence•,

6d•$135,000 - $215,000•Remote

About The Position

Educators for Excellence (E4E) is seeking a Vice President of People & Equity (VPPE) to lead the organization's people strategy, focusing on building the talent infrastructure, leadership capacity, and organizational capabilities required for strategic execution. This is a senior leadership role, not a traditional HR or compliance position, emphasizing the centrality of people and organizational effectiveness to mission impact. The VPPE will partner with the executive team to translate strategy into talent, leadership, culture, and systems, diagnose organizational challenges, and lead through change. The role involves strengthening the leadership system, building manager and executive effectiveness, and fostering a culture of equity and anti-racism across geographically dispersed teams. The ideal candidate possesses strong relational skills, organizational savvy, and strategic acumen to drive system-level change.

Requirements

Deep, demonstrated commitment to E4E's mission and to building anti-racist, equitable organizations.
Senior experience in HR, people strategy, and/or talent leadership, with a strong track record of impact across multiple people functions.
Proven experience setting DEI strategy and driving meaningful practices and outcomes — not just programs, but measurable shifts in hiring, retention, compensation, and culture.
Demonstrated ability to build and lead high-performing teams in fast-paced, mission-driven environments, including experience managing across lines of difference.
Track record of serving as a trusted advisor to senior executives, including the ability to raise difficult issues with care, candor, and appropriate confidentiality.
Experience building and improving people infrastructure in a growing or scaling organization — including systems, processes, and team capacity.
Proven ability to lead across geography and to build culture in distributed, multi-site organizations.
Strong change management experience, including the ability to bring staff and leadership along through organizational transitions.
Bachelor's degree required
Experience with HRIS systems and people data; comfort using data to drive design, strategy and measure impact.
Strong working knowledge of HR compliance, employment law, and compensation best practices.
Exceptional written and verbal communication skills, including the ability to communicate complex people and equity issues clearly to diverse audiences.

Nice To Haves

advanced degree (MBA, MPA, or equivalent) preferred

Responsibilities

Serve as E4E's leader to design and lead our people strategy, partnering closely with the COPO and Executive Team to ensure people infrastructure is aligned to organizational goals and values.
Shape and own E4E's multi-year People & Equity strategy, translating organizational priorities into concrete plans and systems for talent, culture, DEI, and organizational health.
Serve as a trusted strategic advisor and confidential thought partner to the Executive Team on matters of DEI, talent, leadership, organizational design, and staff experience.
Champion E4E's Commitment to Anti-Racism as a living, strategic priority, ensuring it is reflected in tangible practices in hiring, compensation, evaluation, promotion, retention, and every aspect of the employee experience.
Act as the lead of E4E's Diversity Council, providing leadership and accountability for our DEI commitments at the organizational level.
Partner with chapter Executives and Leadership teams to build strong, equity-centered teams across geographies and to ensure consistent culture and talent practices.
Lead E4E's talent acquisition strategy to ensure we attract, hire, and retain diverse, values- and mission-aligned talent at every level of the organization.
Oversee the design and continuous improvement of E4E's recruiting infrastructure, hiring processes, and candidate experience, ensuring an equitable, values-aligned experience for every candidate.
Embed anti-racist hiring practices across all roles, including structured interviews, diverse candidate slates, and equitable compensation offers.
Partner with team leaders on workforce planning, headcount decisions, and hiring timelines to ensure we are building toward long-term organizational goals by providing clarity in our people policies, practices, culture, and personnel decision-making.
Design and lead E4E's learning and development strategy, establishing clear expectations for effectiveness in all roles and creating clear pathways for growth, advancement, and/or identification of terminal positions across the organization.
Build and sustain robust manager development programming, ensuring that managers at every level have the skills, tools, and coaching they need to lead equitably and effectively across lines of difference - ensuring a consistent management experience regardless of management lines
Oversee onboarding to ensure new staff feel deeply welcomed, connected to mission, have clarity in culture and values, and are set up to succeed from day one.
Lead succession planning and leadership pipeline development to build organizational bench strength and ensure E4E's long-term personnel sustainability.
Establish and track clear competency frameworks and performance systems that support staff growth, accountability, and equity in evaluation.
Shape and sustain E4E's organizational culture, a culture of excellence, joy, and mutuality, grounded in service to educators, students, and each other through a shared vision, people strategy, and practices
Continually assess staff health and engagement through direct relationships across staff, managers, and leaders, and survey data, helping shape and inform strategies that support organizational thriving.
Build strong cross-functional collaboration across chapters and national teams, ensuring staff at every level feel connected to E4E's mission, values, and culture and to one another.
Model an organizational culture where difficult conversations (e.g., race, equity, difference, compensation, etc.) are navigated with care, clarity, and a commitment to organizational well-being.
Oversee all people operations functions, including compensation and benefits administration, performance management, HR compliance, and employee relations.
Ensure E4E's people policies and practices are equitable, legally sound, consistent across the organization, aligned with our values, and kept up to date to stay aligned with industry best practices.
Partner with the COPO on compensation strategy and philosophy in partnership with Finance and the Executive Team, ensuring our compensation practices are rooted in values, transparent, equitable, and competitive.
Build and oversee people systems and infrastructure (including HRIS and related tools) that support accurate data, efficient, clear, and predictable processes, so that it can operationalize the organization’s people management values and facilitate strong management relationships and conversations.
Manage and develop the People & Equity team, setting a clear vision for the department and priorities, building team members' capacity, and ensuring the team models people care to staff and managers across the organization.
Serve as a full member of E4E's leadership team, contributing to organizational strategy, decision-making, stewarding the organizational resources, and positioning the organization for long-term well-being across all dimensions of the organization, not just people functions.
Lead change management for organizational transitions, ensuring staff are brought along thoughtfully, communication is clear, and change is managed with care.
Diagnose the mindsets, knowledge, and skill needs of the leadership team as it relates to leading a multicultural organization, and make recommendations that support ongoing executive development.
Build the conditions, through trust, transparency, and strong culture, that allow staff to do their best work and stay connected to E4E's mission through every phase of organizational growth.