Vice President of Human Resources

National Community Renaissance; Rancho Cucamonga (CA); On-site; USD 175,000 - 200,000; Full time

Job summary

A large non-profit organization is seeking a Vice President of Human Resources to lead HR strategies and foster a culture of engagement and innovation. The role requires a dynamic individual with over 10 years of HR experience, including 5 years in an executive leadership position. Key responsibilities include aligning HR goals with business objectives, overseeing talent management, and ensuring compliance with employment laws. The position offers a salary range of $175,000 to $200,000 annually and is essential in driving the organization's growth and transformation.

Qualifications

• 10+ years of relevant HR experience including 5 years in a senior role.
• Proven experience in strategic HR planning and talent management.
• SHRM or HRCI certification is mandatory.

Responsibilities

• Lead and develop HR strategies aligned with organizational goals.
• Drive talent management and employee engagement programs.
• Ensure compliance with employment laws and regulations.

Skills

Strategic HR planning

Change management

Talent management

Leadership development

Communication

Education

Master's Degree in Human Resources or related field

Bachelor's Degree in Human Resources or related discipline

Advanced certificate programs (e.g., SHRM-SCP)

Job description

The Vice President of Human Resources reports to the Senior Vice President of Operations and is a transformational leader responsible for developing and executing innovative human resource strategies that not only support the organization’s mission, values, and long‑term goals but also drive organizational development initiatives. This role serves as a trusted partner to senior leadership, providing strategic insight and planning to drive organizational success and spearhead our HR transformation. This leadership role requires an elite candidate with proven change‑management expertise to support our rapid growth. The VP of HR oversees all HR functions, ensuring alignment with business objectives while fostering a culture of engagement, meritocracy, and innovation. In addition to being a hands‑on experienced generalist, the Vice President is responsible for refining and improving personnel policies, procedures and programs, making appropriate decisions and/or recommending alternative solutions to senior management to help establish strategic plans and objectives, and providing overall management of the Human Resources department.

KEY RESPONSIBILITIES

Strategic Leadership & Business Partnership

• Collaborate with executive leadership to align HR strategies with organizational objectives, ensuring workforce readiness and operational effectiveness.
• Drive the design, refinement, and implementation of our HR Redevelopment Plan by championing change‑management initiatives and integrating innovative HR solutions.
• Provide data‑driven insights and workforce planning strategies to:

1. support business growth,
2. promote efficiency and contain expense,
3. talent retention, and
4. succession planning.

Serve as a trusted advisor to leadership on people‑related matters, including organizational design and development, change management, and performance optimization.

HR Strategy & Talent Management

• Oversee the development and execution of HR programs, including talent acquisition, leadership development, and employee engagement.
• Oversee the development of innovative talent‑management strategies that attract, develop, and retain high‑performing employees.
• Develop and execute succession planning and leadership development initiatives to build a strong pipeline of future leaders.
• Integrate best practices from leading industry models to support our evolving HR structure, including Shared Services, Centers of Excellence, and HR Business Partners.

Culture & Employee Experience

• Champion a positive, inclusive, customer‑service‑focused and mission‑driven workplace culture.
• Drive employee engagement and organizational development initiatives that enhance morale, productivity, and alignment with core values.
• Lead change‑management efforts to ensure smooth transitions during periods of organizational growth or restructuring.
• Collaborate with senior leadership to foster a culture that embraces transformative change and continuous improvement.

HR Operations & Compliance

• Ensure compliance with all applicable federal and state laws and regulations.
• Establish and implement company policies and procedures ensuring they meet legal compliance with all federal, state, and local government legislation.
• Maintain best practices in compensation, benefits, and performance management to keep a competitive and motivated workforce. Ensure equitable wage and salary structures.
• Leverage HR analytics and technology to drive operational efficiencies and enhance decision‑making.
• Review and approve Human Resources budget and expenses.
• Investigate and/or oversee the investigation of all harassment or discrimination complaints, resolve conflicts, and counsel supervisors and employees in all personnel‑related matters.
• Develop and monitor key performance indicators (KPIs) aligned with our strategic HR transformation objectives.

Team Leadership & Development

• Lead, mentor, and develop a high‑performing HR team, fostering a culture of accountability and continuous improvement.
• Promote a strong HR business‑partner model that proactively supports leaders and employees across the organization and departments.
• Cultivate a leadership team capable of executing a sophisticated HR model that scales with our organizational growth.
• Perform other related duties or special projects as assigned or directed by senior management.

QUALIFICATIONS AND EXPERIENCE

• Candidates must possess either a Master’s Degree in Human Resources, Business Administration, Organizational Development, Industrial/Organizational Psychology, or a closely related field, or a Bachelor’s Degree in Human Resources, Business Administration, or a related discipline supplemented by advanced certificate programs (e.g., SHRM‑SCP, HRCI, CIPD) and extensive progressive work experience.
• A minimum of 10+ years of relevant HR experience is required, including at least 5 years in a senior HR business‑partner or equivalent executive leadership role.
• SHRM or HRCI certification is mandatory.
• Proven experience in strategic HR planning and talent management.
• Proven experience in driving organizational development and change.
• Strong knowledge of employment law, compensation strategies, and organizational development.
• Exceptional leadership, communication, and relationship‑building skills.
• Experience in the non‑profit sector or mission‑driven organizations is a plus.
• The position requires a current driver’s license with a good driving record and proof of insurance. A current DMV printout will be required upon hire.

PHYSICAL REQUIREMENTS/WORK ENVIRONMENT

• Operate Computer and Office Equipment.
• Work is primarily sedentary in nature.

FLSA

• Exempt

PAY

• $175,000 - $200,000/year