Director of Human Resources

Commonwealth of VA Careers; Richmond (VA); On-site; USD 136,000 - 184,000; Full time

Job summary

The Virginia Employment Commission is seeking a Director of Human Resources to lead the agency’s HR strategy, workforce planning, and service delivery across recruitment, compensation, employee relations, and analytics. This role will drive PFML stand-up, coordinate with PFML leadership, and ensure a unified employee experience across the PFML and UI programs.

The position requires executive-level leadership, strategic thinking, policy interpretation, and strong change management to align HR

Qualifications

• Executive HR leadership: enterprise-level strategic leader translating priorities into workforce actions.
• Strategic thinking: assess needs and propose evidence-based solutions within policy/funding.
• Operational efficiency: improve HR service delivery and reduce silos.
• PFML stand-up: plan and execute time-bound workforce strategies for PFML rollout.
• UI and VEC leadership: balance PFML demands with HR support for UI and units.
• Talent acquisition and planning: lead recruitment, forecasting, branding, and retention.
• Employee relations & compliance: handle investigations, policy interpretation, confidentiality.
• Workforce data & decision support: use metrics to guide decisions and performance.
• Executive communication: present recommendations to senior leaders and stakeholders.
• People leadership & change management: develop HR teams and guide organizational change.

Responsibilities

• Lead HR strategy and service delivery for the Virginia Employment Commission.
• Enable PFML stand-up with phased hiring waves and classifications review.
• Advise executives on workforce matters, policy interpretation and risk.
• Oversee recruitment, classifications, compensation, benefits, learning and analytics.
• Monitor legislation and adjust HR programs to align with agency needs.

Skills

Executive HR leadership

Strategic thinking

Operational efficiency

PFML stand-up

UI and VEC leadership

Talent acquisition

Employee relations

Workforce data

Executive communication

People leadership

Job description

Title: Director of Human Resources

State Role Title:Human Resource Manager III

Hiring Range: Commensurate to $160,000

Pay Band: 7

Agency: Virginia Employment Commission

Location:VEC CENTRAL OFFICE

Agency Website:www.VEC.virginia.gov

Job Duties

The Director of Human Resources leads human resources strategy and service delivery for the Virginia Employment Commission (VEC), supporting a workforce spanning numerous offices, customer contact centers, central office functions, and the new Paid Family and Medical Leave (PFML) program. This role strengthens agency-wide workforce planning, talent acquisition, employee relations, compliance, succession planning, organizational design, and HR service delivery.
A defining priority of this position is enabling the PFML stand-up. The Director of Human Resources will partner with PFML program leadership to sequence and deliver hiring waves beginning with founding leadership roles and scaling through the operational hiring needed ahead of contributions beginning April 1, 2028 and benefit payments beginning December 1, 2028. This includes classification and pay band review for newly created PFML positions, high-volume recruitment and onboarding capacity, candidate experience standards, and workforce planning that keeps PFML and Unemployment Insurance (UI) operating as one agency with one consistent employee experience.
The Director of Human Resources will serve as a trusted advisor to the Deputy Commissioner of Operations, agency executive leaders, managers, and supervisors on complex workforce matters, including organizational changes, hiring priorities, staffing models, employee relations, leadership capability, policy interpretation, and labor and compliance risk. The position requires strong executive communication, sound judgment, change leadership, and the ability to translate agency priorities into actionable people strategies, operating at both strategic and operational levels.
The Director of Human Resources will oversee HR staff and functional delivery across recruitment and selection, classification and compensation, employee relations, equal opportunity, benefits, learning and development, performance management, HR operations, and workforce analytics, ensuring HR programs are compliant, consistent, customer-focused, and aligned with agency business needs. The role monitors and assesses the impact of changing legislation, policies, and funding, and recommends and oversees necessary adjustments.
The Director of Human Resources will also make presentations, conduct training, respond to inquiries (including legal, audit, and FOIA requests), and participate in grievance, court, audit, and investigation proceedings as a technical expert representing the agency.

Minimum Qualifications

• Executive HR Leadership: Ability to operate as an enterprise-level strategic leader and trusted advisor, translating VEC, UI, and PFML priorities into workforce strategies, organizational decisions, and measurable actions rather than relying solely on established HR processes.
• Strategic Thinking and Practical Improvement: Ability to assess organizational needs, constructively challenge existing approaches, and develop practical, evidence-based solutions within applicable government policies, regulations, funding constraints, and operational requirements.
• Operational Efficiency and Organizational Effectiveness: Ability to improve HR service delivery, streamline processes, reduce unnecessary handoffs and silos, clarify roles, and partner with business units on organizational and process-improvement work.
• PFML Stand-Up and Scaled Workforce Delivery: Ability to plan and execute time-bound workforce strategies for a new statewide program, including founding-team recruitment, classification of new roles, phased high-volume hiring, structured selection, onboarding, and workforce readiness while sustaining ongoing agency operations.
• UI and VEC Operational Workforce Leadership: Knowledge of the workforce needs of established, customer-facing, and highly regulated operations, with the ability to balance PFML implementation demands with consistent HR support for UI and other VEC business units.
• Talent Acquisition, Workforce Planning, and Retention: Experience leading recruitment strategy, workforce forecasting, succession planning, employer branding, candidate experience, employee development, and retention efforts across varied job families and locations.
• Employee Relations, Compliance, and Risk Management: Strong judgment in complex employee relations matters, investigations, grievances, performance issues, policy interpretation, equal opportunity, confidentiality, and compliance with federal, state, Commonwealth, and public-sector employment requirements.
• Workforce Data and Decision Support: Ability to use workforce metrics, performance information, stakeholder feedback, and technology-enabled tools to identify trends, inform decisions, monitor outcomes, and improve operational performance.
• Executive Communication and Stakeholder Partnership: Ability to present clear recommendations, alternatives, risks, and resource implications; build credibility with senior leaders; and collaborate effectively with managers, employees, and cross-functional partners.
• People Leadership and Change Management: Ability to lead and develop HR teams, establish accountability for service and results, and guide organizational change, new program implementation, and culture-building with minimal disruption to VEC operations.

Additional Considerations

• This position requires completion of a Statement of Economic Interest (SOEI) form.
• Mandatory training on the Conflict of Interest Act (COIA) must be completed.
• The position may involve extended hours to meet operational demands and project deadlines.
• Some statewide travel may be required to meet business needs.
• This position serves as the agency’s Equal Opportunity Officer as defined in 29 CFR Part 38.31.
• The selected candidate must successfully pass a comprehensive background check including an FBI fingerprint background investigation and an Unemployment Insurance (UI) fraud background check.
• The VEC does not provide sponsorship; therefore, applicants must be a citizen or national of the U.S., a Lawful Permanent Resident, or an alien authorized to work in the US.
• NOTICE: VEC will record information from each new employee’s Form I-9 (Employment Eligibility Verification) into the Federal E-Verify system to confirm identity and work authorization.

Working for the Virginia Employment Commission (VEC) offers the chance to make a meaningful impact on the lives of Virginians every day. As the agency responsible for supporting workers, employers, and the statewide labor market, the VEC plays a critical role in strengthening economic stability and fostering workforce resilience. Employees have the opportunity to shape modern public programs, improve service delivery, and contribute to initiatives that directly help individuals and families during life's pivotal moments. The VEC values innovation, collaboration, and public service, providing a mission-driven environment where leaders can create lasting, positive change for communities across the Commonwealth. If you’re motivated by purpose, committed to excellence, and eager to help build the future of Virginia’s workforce systems, the VEC offers a rewarding and impactful place to grow your career. And working for the Commonwealth has terrific benefits as well! Visit https://www.dhrm.virginia.gov/employeebenefits for more information.

The Virginia Employment Commission is committed to upholding our values in our employment opportunities across the Commonwealth to people from all backgrounds, including all races, ethnicities, genders, and abilities. We are an Equal Opportunity Employer/Program, and a Virginia Values Veterans (V3) certified employer. AmeriCorps, Peace Corps, and other national service alumni are encouraged to apply.

Note: Applicants who received a Certificate of Disability from DARS or DBVI dated between April 1, 2022- February 29, 2024, can still use that COD as applicable documentation for the Alternative Hiring Process.