VP, Human Resources

Direct Relief•Santa Barbara, CA

4d•$190,000 - $230,000

About The Position

Direct Relief is a medical aid nonprofit, active in all 50 states and more than 80 countries, with a mission to improve the health and lives of people affected by poverty or emergencies – without regard to politics, religion, or ability to pay. Since its founding in 1948 by refugees of WWII, Direct Relief has grown to become one of the country's most effective humanitarian assistance organizations. Its work earns broad recognition from independent charity rating agencies, including a 100% fundraising efficiency rating from Forbes, a top ranking by Charity Navigator, and a spot in Fast Company’s list of “the world’s most innovative nonprofits.” Direct Relief’s impact throughout the world is the result of its dedicated and compassionate people, each of whom plays a critical role in advancing the organization's mission. The VP, Human Resources is responsible for leading all aspects of the Human Resources function, including recruitment and retention of top talent, fostering a positive culture, managing competitive compensation and benefits programs, succession planning, organizational structure, employee relations, and professional development. This candidate must be knowledgeable of state and federal employment laws and have experience continuously updating policies and procedures to be in compliance with all applicable laws.

Requirements

Bachelor’s degree in organizational development, Business or related field
12+ years’ relevant experience and proven success leading all aspects of Human Resources in a comparable environment
Strong critical thinking, influencing, decision-making skills with solid judgement
Excellent communication and interpersonal skills
Ability to navigate through ambiguity and change
Experience and success in change management
Excellent stakeholder management and cross-functional collaboration skills
SPHR Certification or equivalent experience
Strong knowledge of current state and federal employment law
Computer proficiency (MS Office)
Clear background check and toxicology screening

Responsibilities

Serve as a strategic advisor to senior leadership to bring value and expertise to areas of critical importance for the organization’s success including organizational effectiveness, talent strategy, culture, relationship management and employee engagement.
Partner with the Executive Leadership Team to develop succession plans and strategies that support organizational growth and long-term success.
Report to the Human Resources Compensation Committee at quarterly meetings.
Lead the Human Resources team and front-office customer service and internal events team, fostering a culture of service excellence and continuous improvement.
Lead the scaling of HR operations and infrastructure to support organizational growth.
Oversee full-cycle recruitment and retention strategies to attract and retain top talent across all functions and levels of the organization.
Continuously improve onboarding, orientation, and learning and development programs to support employee success and career growth.
Lead performance management processes, including goal setting, performance reviews, feedback mechanisms, and development planning.
Design and implement talent management initiatives that strengthen leadership capability, employee engagement, and organizational effectiveness.
Develop clear processes for employee departures and communication to ensure turnkey systems are activated when the need arises.
Develop and maintain competitive compensation and benefits programs that support attraction, retention, and employee well-being.
Monitor salary and benefits market data to ensure total rewards programs remain competitive and aligned with organizational objectives.
Oversee organization-wide job leveling framework and salary band structure to promote internal equity, compensation transparency, talent development, and scalable growth.
Proactively address and resolve employee relations matters with professionalism, confidentiality, and sound judgment, ensuring long-term health of the organization, teams and individuals
Ensure compliance with all applicable federal, state, and local employment laws by continuously updating Human Resources policies, procedures, and practices.
In partnership with the Sr. HR Business partner, manage employee leave programs and oversee Workers’ Compensation administration.
Establish metrics and reporting capabilities to support data-driven decision-making and workforce insights.
Oversee HRIS and related people systems, identifying opportunities for process improvement, automation, reporting, and enhanced employee experience.
Continue to improve upon scalable HR processes, tools, and resources that improve operational efficiency and service delivery.
Evaluate and manage Employer of Record (EOR) solutions to support compliant international hiring and global workforce expansion.
Partner with Legal, Finance, and operational stakeholders to mitigate employment, compliance, and operational risks associated with global staffing.
Oversee global mobility and travel-related people policies to support organizational operations and strengthen duty of care and support for international operations.
Foster a positive, inclusive, and mission-driven culture that reflects organizational values and promotes employee engagement.
Develop a trust-based rapport with all employees to ensure transparent communication and support across the organization
Develop and oversee the organization's employee listening strategy, including engagement surveys, pulse surveys, employee recognition, and other feedback mechanisms. Leverage workforce insights and analytics to identify trends, inform leadership decision-making, enhance organizational effectiveness, and drive cultural initiatives.
Lead the implementation and ongoing management of Travel Risk Management (TRM) solutions to enhance traveler safety, real-time monitoring, and emergency response capabilities.