Vice President, People and Culture

Americans United for Separation of Church & State-•Washington, DC

1d•Hybrid

About The Position

The Vice President, People and Culture serves as the senior leader responsible for shaping and executing the organization’s people strategy and overseeing all human resources functions. This role serves as a strategic leader within the organization and oversees its talent acquisition, human capital management and development, employee experience and engagement, and human resources compliance, ensuring alignment of these functions with AU’s mission, values, and long-term goals. The Vice President of People and Culture is a key member of the senior team and a critical source of support to staff at all levels of the organization. They supervise the Human Resources and Finance Associate and report to the Chief Operating Officer. The position is based in Washington, DC, and requires working from the AU office at least once per week.

Requirements

Bachelor’s degree or equivalent and 12 + years of related experience, ideally including nonprofit or mission-driven environments.
SHRM or comparable HR certification.
Commitment to advancing the separation of religion and government.
Demonstrated experience navigating sensitive organizational issues with strong ethical judgment, discretion, and the ability to maintain confidentiality.
Demonstrated commitment to diversity, equity, inclusion, accessibility, and values-driven leadership.
Experience building an organization’s human resources function into a strategic, trusted partner across the organization.
A high level of skill in listening, learning, and finding resolutions while maintaining professional integrity.
Ability to communicate difficult messages thoughtfully while maintaining trust and alignment.
Candidates who currently live in or would be willing to relocate to the Washington, DC metro area.

Responsibilities

Lead the development and execution of a comprehensive people strategy that supports organizational growth, talent development, and the implementation of core organizational values.
Serve as a trusted advisor to senior leadership on ensuring internal processes are well-planned and effectively communicated.
Serve as a thought leader for organizational equity and accessibility, ensuring that equity and accessibility considerations are embedded into all organizational policies and practices.
Develop and implement policies and procedures related to human resource functions as needed.
Oversee recruitment strategies to attract mission-aligned, high-performing staff.
Develop and oversee the implementation of strategies to attract, hire, and retain a diverse workforce.
Support hiring managers as needed in the recruitment and selection of top talent.
Recommend learning and development programs and initiatives that provide internal development opportunities for employees.
Lead the performance review process, including annual reviews, growth development plans, and feedback mechanisms with clear deliverables and timelines.
Provide support on conflict resolution, coaching, and performance improvement processes.
Own the organization’s goal-setting process, partnering with leadership to cascade; ensure individual goal-setting is meaningful and tied to department and organizational goals.
Support supervisors in resolving employee relations issues, ensuring consistency and equity in administering policies and procedures.
Implement and support data-driven approaches to measure and improve employee engagement, job satisfaction, organizational culture enhancement strategies and tactics, and best practices for retention.
Oversee employee engagement programming (i.e. staff retreats, virtual gatherings) that foster a sense of belonging, well-being, and continuous learning.
Drive the organization’s initiatives related to diversity, equity, inclusion, and accessibility, ensuring continuous learning and alignment between these principles and employee experience.
Ensure compliance with federal, state, and local employment laws, nonprofit regulations, and internal policies.
Maintain accurate human resources systems and ensure timely reporting.
Respond to data and information requests from AU’s employee union and ensure that all human resources processes align with the guidelines outlined in the Collective Bargaining Agreement.
Maintain knowledge of employment law and human resources best practices; lead annual update of the Employee Handbook.