VP of Strategic development

Kittitas Interactive Management•Yakima, WA

3d•Onsite

About The Position

The primary role of the VP of Strategic Development is to drive organizational stability and growth by serving as the executive leader over internal workforce operations. This executive provides strategic oversight to the Human Resources, Scheduling, and Talent Management departments ensuring that workforce infrastructure, regulatory compliance, and staffing models are perfectly aligned to support the overall mission, financial health, and performance of Kittitas Interactive Management (KIM).

Requirements

Minimum 5–10 years of executive-level workforce operations or HR leadership experience
Ability to work with minimal supervision.
Excellent written and verbal communication skills.
Capability to adapt to a fast-changing environment.
Exercises time management skills to manage multiple high priority projects.
Ability to gain the trust and confidence of the executive and management team
Demonstrated experience managing multi-disciplinary teams (HR, Scheduling, and Talent Acquisition simultaneously)
Proven capability to analyze labor metrics against financial reports to actively drive down operational inefficiencies.
Exceptional emotional intelligence and a proven track record of maintaining absolute neutrality and confidentiality under executive pressure.
Excellent reading comprehension and written communication skills required. For example: ability to read, analyze, and interpret documents, reports, technical specifications, governmental regulations, and correspondence. Ability to apply proper grammar, spelling, punctuation, and format to communications. Ability to present information in one-on-one, small group, and large group situations to management and staff.
Ability to work with mathematical concepts such as probability and statistical inference; ability to compute discount, interest, profit, loss, ratios and percents; and ability to draw and interpret graphs.
Ability to solve a wide range of practical problems and deal with a variety of concrete and complex variables; ability to interpret a variety of instructions furnished in written, oral, diagram, or schedule form; and ability to deal with multiple variables.
Ability to operate related computer applications (i.e. word processing and spreadsheet applications), and business equipment including personal computer, copy machine, fax machine, and telephone.

Nice To Haves

Bachelor Degree desired but not required.
PHR preferred but not required.

Responsibilities

Oversee the Scheduling, Talent Management, and Human Resources teams, align department goals with the agency’s long-term strategic development.
Oversee the initiation, analysis, maintenance, and communication of records required by regulation, local governing bodies, or internal policies (including personnel files, employment applications, and job descriptions).
Develop predictive workforce models to anticipate staffing shortages, minimizing reliance on reactive recruiting and emergency scheduling adjustments.
Consult with legal counsel and the Administrator on high-level employment issues, strategically mitigating risk and providing guidance to the management team to appropriately address complex workplace situations.
Oversee macro-level compliance and internal audits to ensure strict adherence to HR, state, and federal labor standards.
Administer and review KIM’s compensation plans alongside the Administrator, analyzing market wage data to design competitive pay structures that drive recruitment and long-term retention.
Maintain a high degree of confidentiality and absolute executive discretion regarding all corporate, legal, and sensitive personnel matters.
Treat master scheduling as a primary driver of agency stability, service quality, and revenue protection.
Manage labor costs at the P&L level by directly analyzing scheduling software data to systematically identify, track, and eliminate unauthorized overtime or open-shift inefficiencies.
Drive workforce utilization strategies that optimize staffing patterns, maximize contract fulfillment, and maintain required client-to-staff ratios across all programs.
Bridge operations between Scheduling and HR to ensure leave management (FMLA/PFML), overtime policies, and disciplinary actions are perfectly integrated.
Design aggressive, modern talent acquisition strategies to build a continuous, high-performance recruitment pipeline that fuels organizational growth.
Oversee the strategic development of training and onboarding systems, ensuring programs are compliance-driven, efficient, and scalable.
Utilize workforce analytics—including time-to-hire, vacancy rates, and 90-day turnover metrics—to diagnose staffing bottlenecks and implement data-driven solutions.
Champion organizational culture and values, executing retention and employee engagement strategies that build a resilient workforce.
Maintain ongoing, transparent communication with the Administrator, providing regular strategic input, ideas, and data-driven recommendations.
Identify and implement workflow improvements across all three departments to provide highly responsive, efficient service to the entire agency.
Communicate proactively with executives, directors, and managers regarding strategic operational timelines, implementation processes, and policy changes.
Manage multiple complex projects, meet deadlines, and successfully guide teams through shifts in company policies and priorities.
Provide transparent, objective, and factually driven information to all KIM stakeholders and partners.
Respond promptly and considerately to the needs of all current and potential stakeholders, actively listening and responding appropriately to internal and external feedback.
Represent KIM in a courteous and professional manner in attitude and appearance, serving as an ethical champion for the agency’s mission at all times.
Executes special strategic initiatives and critical operational assignments as directed by the Administrator.