Vice President, People and Culture

M+R

7d

About The Position

We are looking for a Vice President, People and Culture to join our People Area. When you come work with us, here’s what you’ll find: Work that is meaningful. We are a fast-paced, deadline-driven consulting firm that only works with nonprofit clients who are essential to advancing the cause of justice, alleviating suffering, and solving the greatest challenges we face. Commitment to Anti-Racism, Equity, and Inclusion (AEI). We envision an anti-oppressive workplace that ensures an inclusive employee experience, promotes equitable outcomes for staff, and supports clients to center accessibility and anti-racism in their programs. Colleagues you can count on. Kind, dedicated, passionate people who work collaboratively to get things done and help you do your best. An organization that embraces change. We strive to improve and adapt and always seek new ways that we can contribute to a just, inclusive, and sustainable world. We are also continually working on making M+R a better place for our staff. So that’s us. Now about the work: The Vice President, People and Culture is part of our Shared Services Division -- comprising four areas: finance and accounting; operations; people; and marketing and business development. We ensure M+R is positioned to deliver outstanding services to clients such as Planned Parenthood, Feeding America, International Rescue Committee, NRDC, and many more. Day-to-day, we help cultivate high-functioning teams and a healthy and psychological safe work environment, so that our staff can work collaboratively, efficiently, and effectively, fostering a strong organizational culture that reflects and furthers M+R’s values.

Requirements

• At least 15 years of progressive HR/People experience, including at least 10 years in leadership roles.
• Experience developing and executing enterprise-wide People and Culture strategies aligned with organizational priorities.
• Expertise across talent acquisition, workforce planning, employee engagement, talent development, performance management, succession planning, and organizational effectiveness.
• Experience advising executive and senior leaders on people, culture, workforce, and organizational matters.
• Proven ability to lead and develop high-performing People teams and build scalable programs and processes.
• Demonstrated experience leading organizational change and supporting new structures, processes, and ways of working.
• Commitment to equity, inclusion, belonging, and psychologically safe workplaces.
• Strong business acumen and analytical skills, including the ability to use workforce data to inform decisions and measure impact.
• Experience managing budgets, HR technology, vendors, and external partners.
• Experience overseeing leadership development, career pathways, employee development, and succession planning.
• Experience leading organization-wide culture and engagement activities, including retreats, conferences, team-building initiatives, and employee events.
• Excellent communication, relationship-building, facilitation, and influencing skills, with sound judgment and discretion.
• Experience in a mission-driven, nonprofit, advocacy, or professional services organization.
• Experience working in unionized environments.
• Demonstrated commitment to diversity, equity, inclusion, and belonging.
• Demonstrated ability to work collaboratively to gain trust and give respect to others through honesty, integrity, kindness, empathy, and authenticity.
• Acute attention to detail and demonstrated ability to prioritize time to meet deadlines for multiple projects.
• Proven track record to successfully pick up new skills, including learning new technologies.
• Drive to seek what can be improved and offer ways to fix any potential roadblocks.
• Comfort admitting what you don’t know and recognizing that feedback is part of the learning process.
• Strong ability to relay your ideas clearly verbally and in writing.
• Able to work within equitable and inclusive decision making models in moving decisions and initiatives forward.
• Experience using HR and ATS systems, preferably Lever, Trakstar, and Rippling.

Responsibilities

• Develop and lead an integrated, enterprise-wide talent strategy aligned with M+R’s mission, values, business priorities, and future needs.
• Partner with senior leaders to assess current and future talent requirements, identify critical capabilities, and develop strategies to attract, retain, develop, and deploy talent effectively.
• Establish talent priorities, workforce plans, and measurable goals that strengthen organizational capability, performance, retention, and leadership capacity.
• Build and maintain a strong leadership and talent pipeline, including succession planning and strategies for critical and hard-to-fill roles.
• Use workforce and talent data, organizational insights, and external market trends to identify talent risks, gaps, and opportunities and inform strategic decisions.
• Lead and develop staffing, recruiting, and talent development teams, including the Senior Director, Talent Development and Director, Staffing Operations.
• Serve as a strategic advisor to senior leaders on talent, workforce, culture, organizational effectiveness, and change.
• Champion equity, inclusion, belonging, and psychological safety throughout the employee lifecycle.
• Continuously evaluate and evolve talent practices, systems, and technology to improve organizational effectiveness and employee experience.
• Provide strategic oversight of talent acquisition, staffing operations, and workforce planning.
• Develop staffing models, capacity plans, talent pipelines, and workforce forecasts aligned with organizational priorities and budgets.
• Strengthen recruiting strategies, employer brand, and employee value proposition in partnership with Marketing and Business Development.
• Establish talent acquisition metrics and use data to improve quality of hire, retention, candidate experience, and workforce outcomes.
• Ensure talent practices promote fairness, consistency, diversity, and an exceptional candidate experience.
• Lead an enterprise-wide strategy for leadership development, career development, talent mobility, performance, and succession planning.
• Identify the capabilities and skills M+R will need to achieve its future goals and develop strategies to build those capabilities internally.
• Establish talent review and succession planning processes for key roles and partner with leaders to develop high-potential and emerging talent.
• Create career pathways and opportunities that support retention, engagement, internal mobility, and long-term growth.
• Foster a culture of continuous learning, accountability, performance, and professional growth.

Benefits

• A 36-hour workweek with half-day Fridays and scheduling flexibility
• Three weeks of vacation and 17 paid sick days
• Medical, dental, and vision benefits with premiums fully paid for by M+R for individual employees
• 401(k) plan
• Discretionary profit-sharing contributions
• Annual $1,250 professional development stipend for qualified educational expenses
• Flexible Spending Accounts for medical, dependent care, and transit
• 11 holidays and a Mid-summer break the week of July 4
• Exceptional paid Parental, Personal Medical & Family Caregiving leave policies

What This Job Offers

• Job Type: Full-time
• Career Level: Executive
• Education Level: No Education Listed