VP of Human Resources
One Hope United
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Benefits offered by this job
Job summary
One Hope United in Chicago seeks a visionary Vice President of Human Resources to lead enterprise people strategy across multi-state programs, partnering with the CEO and executive team to align workforce planning, compensation and performance with OHU's mission.
The role strengthens HR systems, compliance, talent acquisition, and total rewards, guiding data-driven decisions, budgeting, and organizational development across diverse sites.
Qualifications
- Bachelor's degree in Human Resources, Business Administration, Organizational Development or related field.
- Master's degree in related discipline preferred.
- Minimum of 12 years of progressive HR leadership experience, including senior leadership roles.
- Experience in nonprofit human services, healthcare, or regulated workforce environments preferred.
- Experience redesigning compensation structures, HR operations, or HR technology preferred.
- Strong knowledge of employment law, employee relations, and HR risk management.
Responsibilities
- Lead enterprise HR strategy and workforce planning across OHU and states.
- Partner with CEO and leaders to provide workforce insight and counsel.
- Ensure compliant HR operations, policies, and governance across locations.
- Lead compensation benchmarking, salary planning, and total rewards strategies.
- Oversee talent acquisition, retention, onboarding, and workforce stability initiatives.
- Develop HR analytics and dashboards to inform executive decision-making.
Skills
Education
Job description
We value our Hope Members . The pay needs to be right and relevant to the position . We conduct regular compensation a nalysis to reward our team fairly .
Work and life balance is important to us ! Our Hope Members enjoy 10 holidays, up to 20 vacation days, 6 personal days, 5 sick days, and new to this year…1 mental health day.
Our package is robust with Allied Insurance ( m edical, d ental , v ision ) , 403b Retirement – 2% Contribution, Flexible Spending Accounts, Health Savings Account, Short-Term and Long-Term D isability options , Life Insurance, and Pet Insurance.
We want Hope Members to learn and grow . We offer up to $2,500 annually in tui tion reimbursement. OHU support s educatio n al endeavors .
Our Hope Members strive for excellence in children and youth services. OHU supports them by providing opportunities to network and learn from leaders in the field at in-service days, conferences, and workshops.
We have a growth mindset. The OHU Promise is guiding us in significantly increasing services over the next six years. When a new or current position opens, we look first to advancing a Hope Member.
Position:VP of Human Resources
Location: 924 W. 19th Place, Suite 300
Chicago, IL
Job Id:9418-
# of Openings:0
Vice President of Human Resources
The Vice President of Human Resources provides strategic and operational leadership for One Hope United's enterprise human resources function. Reporting to the Executive Vice President & Chief Operating Officer, the Vice President develops and executes a comprehensive people and workforce strategy that supports OHU's mission, strategic priorities, financial sustainability, and growth.
The Vice President strengthens HR systems, practices, and leadership across a multi-state, multi-site human-services organization, partnering with executive, program, and administrative leaders to improve workforce stability, manager effectiveness, employee experience, and organizational performance. The role requires an executive who can move effectively between strategy and execution while ensuring that core HR operations are reliable, compliant, scalable and data-informed.
Essential Duties and Responsibilities
1. Enterprise HR Strategy & Executive Partnership
- Develop and lead a multi-year people and workforce strategy aligned with OHU's strategic plan, growth priorities, financial capacity and programmatic needs.
- Serve as the senior HR advisor to the CEO, EVP & COO and Executive Leadership Team, providing workforce insight, sound judgment and constructive challenge.
- Partner with Operations and Finance on workforce planning, organizational design, change initiatives and emerging workforce risks; provide Board-level insight when requested.
- Establish a consistent, service-oriented HR operating model across OHU programs, locations and states, with clear policies, procedures, roles and escalation pathways.
- Ensure compliance and sound practices for employee relations, investigations, corrective action, accommodations, leaves, records and policy administration in partnership with Legal/Risk.
- Provide HR governance for workforce data and payroll-related processes with Finance, and monitor service reliability, recurring issues and material employment risks.
- Lead enterprise recruiting and workforce-stability strategies for mission-critical and difficult-to-fill positions, balancing enterprise standards with local workforce-market needs.
- Use workforce data to understand turnover, vacancies and early-tenure loss, and partner with operating leaders on targeted retention strategies.
- Strengthen the candidate and employee lifecycle, including recruiting, onboarding, credentialing and offboarding, while connecting staffing to service capacity and financial performance.
- Develop and maintain a coherent compensation philosophy, job architecture and salary structure that support market competitiveness, internal equity and financial sustainability.
- Lead compensation benchmarking and equity/compression analysis, establish pay-governance practices, and partner with Finance on salary planning and personnel-cost modeling.
- Evaluate and strengthen benefits, retirement, wellbeing and related total-rewards strategies to support recruitment, retention and the employee value proposition.
- Maintain an effective enterprise performance-management approach that supports clear expectations, feedback, development and accountability.
- Strengthen supervisory and management capability, particularly where leadership practices contribute to turnover, employee-relations issues or performance concerns.
- Establish talent-review, succession-planning, career-development and internal-mobility practices that strengthen leadership pipelines and long-term organizational capacity.
- Develop an HR technology and process-improvement strategy that strengthens efficiency, employee/manager self-service, data integrity and scalability.
- Establish meaningful workforce dashboards and analytics that provide executive and operating leaders with timely insight into staffing, turnover, recruiting, retention, compensation and workforce risk.
- Embed workforce planning and people data into recurring operating reviews, financial planning, budgeting and enterprise decision-making.
- Lead, develop and hold accountable a high-performing HR team with clear roles, service standards and performance expectations.
- Regularly assess HR structure, skills, workload and capacity and recommend changes necessary to effectively serve the organization.
- Manage the HR budget and external expertise while building a credible, responsive and solutions-focused HR culture.
- Performs other related duties as assigned.
First 24-Month Transformation Focus
The Vice President will initially be expected to assess and strengthen OHU's HR operating model while establishing a sustainable foundation for long-term people strategy. OHU's Human Resources Strategic & Operating Plan and the executive performance process will establish specific milestones, measures, and annual priorities.
- Stabilize and standardize core HR operations, policies, payroll-related controls and compliance practices.
- Improve recruiting, onboarding, workforce stability and retention, with attention to high-risk programs and positions.
- Modernize compensation and total rewards while strengthening manager effectiveness, talent development and succession planning.
- Build reliable HR analytics, workforce planning and technology-enabled processes that support operating and financial decisions.
- Direct the work, priorities, and service standards of the Human Resources function within approved policies and budgets.
- Establish HR operating procedures, require compliance with approved practices, and recommend enterprise employment and compensation policies to executive leadership.
- Escalate material workforce, compliance, legal, or financial risks through established governance and engage external HR expertise within approved authority.
Education
- Bachelor's degree in Human Resources, Business Administration, Organizational Development or a related field, or equivalent relevant experience.
- Master's degree in Human Resources, Organizational Development, Business, or a related discipline preferred.
- Minimum of 12 years of progressive HR leadership experience, including at least five years leading significant HR functions at the senior leadership or executive level.
- Demonstrated leadership of both HR strategy and operations, with meaningful experience in employee relations, compensation, talent acquisition, retention, and organizational development.
- Demonstrated success improving or transforming HR systems, processes, or operating models in a multi-location environment.
- Experience in nonprofit human services, healthcare, behavioral health, child welfare, education, residential services, or another highly regulated workforce environment preferred.
- Experience redesigning compensation structures, HR operations, or HR technology preferred.
- Experience in an organization with substantial government-funded programs or significant organizational growth or transformation preferred.
- Enterprise thinking and strategic judgment.
- Operational discipline and change leadership.
- Financial and data acumen, including effective use of HR technology and workforce analytics.
- Strong knowledge of employment law, employee relations, and HR risk management.
- Executive presence, collaborative leadership and constructive challenge.
The Vice President of Human Resources participates in OHU's executive performance incentive program. Annual organizational and role-specific objectives are established through the executive performance process.
Compensation Range: $185,000 - $195,000
We Invest in You!
- Tuition assistance up to $2500 per year
- Up to 4 weeks paid Vacation Days, up to 6 paid Personal Days, and up to 5 paid Sick days annually
- Medical, dental, vision, 403b Retirement, flexible spending accounts, health savings account, and short-term disability options
- Agency-paid life insurance up to $50K based on salary
- Voluntary Supplemental Life for Employee, Spouse, and Child(ren)
- Voluntary Legal Plans
- Agency-paid long-term after 1 year of employment
- Career ladders, professional development, and promotion opportunities
- Free LCSW and LCPC Supervision hours available in some locations
- 800+ talented professionals strong, serving 10,000 children and families in Illinois and Florida
- Fiscally stable, $70 Million agency-- strong since 1895
- Energetic leadership and a rich community of support
One Hope United does not discriminate on the basis of race, color, religion, sex, national origin, age, disability, veteran status, or any other characteristic protected by law. One Hope United is an Equal Opportunity Employer and a Drug Free Workplace. All applicants with a conditional offer of employment must submit to pre-employment drug testing and receive a negative test result. Final hiring decisions are contingent on the candidate submitting to a background check satisfactory to One Hope United.
We encourage our Hope Members to reflect on the core of their work—their ‘why’. This serves as a symbol, purpose, and commitment to the work we do at OHU. Fulfill your ‘why’ at OHU today!
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