VP of Human Resources- LA

The Jewish Federations of North America; Los Angeles (CA); On-site; USD 150,000 - 160,000; Full time

Job summary

A nonprofit organization is seeking a Vice President of Human Resources to lead all HR functions. The candidate must have at least 10 years of HR experience, with 5 years in a leadership role, preferably in a nonprofit setting. Key responsibilities include overseeing recruitment, compliance, employee relations, and talent management. The role requires a Bachelor's degree in HR or a related field, and strong interpersonal and organizational skills. The position offers a salary between $150,000 to $160,000.

Qualifications

• Minimum of 10 years of HR experience, with 5 in a leadership role.
• Comprehensive knowledge of employment law and HR best practices.
• Proven experience in culture building and change management.

Responsibilities

• Lead HR functions for a nonprofit organization.
• Monitor compliance with employment laws.
• Drive employee engagement and retention initiatives.

Skills

Interpersonal skills

Communication skills

Organizational skills

Teamwork mindset

Discretion

Education

Bachelor’s degree in Human Resources or related field

Advanced degree or HR certification

Tools

HRIS systems

Payroll systems

Job description

POSITION

Vice President of Human Resources – Exempt / Non‑Union. Department: Human Resources. Salary: $150,000 to $160,000.

SUMMARY DESCRIPTION OF POSITION

The Vice President, Human Resources is responsible for leading and executing all HR functions for a nonprofit organization with approximately 140 employees. This role serves as an HR generalist, leading an HR team that manages the full spectrum of human resources activities including recruitment and onboarding, employee relations, compliance, benefits administration, performance management, training and development, and HR policy development. The position reports to the Chief Operating Officer and acts as a strategic partner to leadership, driving internal learning and engagement initiatives, while ensuring a positive and compliant workplace culture.

PRINCIPAL DUTIES

Compliance and Governance

• Monitor compliance with federal, state, and local employment laws and ensure policies reflect best practices, inclusivity, and organizational values.
• Review and advise, in consultation with COO, all personnel actions taken to assure compliance with rules and regulations, policies and procedures, and applicable laws.
• Oversee vendor and benefits partner relationships, ensuring high‑quality, employee‑centered service.
• Supervise and assist in the coordination of all labor relations activities, including collective bargaining, development of Federation proposals, contract administration, and grievance processing; may represent the Federation in dispute resolution procedures.
• Develop and oversee HR budget.

People Operations & Talent Strategy

• Supervise the HR team, including benefits, recruitment, talent development, people systems, and employee life cycle management.
• Establish equitable, consistent hiring, onboarding, and off‑boarding practices that support organizational growth and retention.
• Advise staff in the development of job descriptions.
• Responsible for designing and executing onboarding programs.
• Design and manage compensation (base pay, benefits, salary structure, and recognition programs), ensuring transparency, competitiveness, and equity.
• Drive organizational culture initiatives that foster a positive, inclusive work environment.

Strategic Leadership & Culture Stewardship

• Serve as a trusted advisor to the executive leadership team and department managers, helping shape organizational culture, structure, and long‑term talent strategies.
• Work with COO to design and implement initiatives that enhance employee engagement, retention, and overall workplace experience.

Learning, Development & Employee Experience

• Develop and manage learning and leadership development programs that build people leadership competencies and empower staff at all levels.
• Manage the design and implementation of staff engagement strategies, survey analyses, and feedback forums to continuously improve workplace culture.
• Oversee recognition programs that celebrate excellence, innovation, collaboration, and contributions across the organization.

ADDITIONAL DUTIES

Other duties may be assigned as needed including assisting with the Campaign.

EDUCATION & EXPERIENCE REQUIRED FOR POSITION

• Bachelor’s degree in Human Resources, Organizational Management, Business or Public Administration, or related field; advanced degree or HR certification required.
• Minimum of 10 years of HR experience, with at least 5 years in a generalist or leadership role in organizations of comparable scale and complexity; nonprofit experience strongly preferred but not required.
• Comprehensive knowledge of employment law, benefits administration, and HR best practices required; experience designing and implementing compensation strategy preferred.
• Proven experience in culture building, change management, and talent strategy.
• Experience designing and implementing onboarding programs.
• Strong interpersonal, communication, and organizational skills.
• Demonstrates a strong teamwork mindset and willingness to support the team on tasks and projects.
• Ability to handle sensitive and confidential information with discretion.
• Thorough knowledge of labor relations, including collective bargaining.
• Proficiency with HRIS and payroll systems.