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Vice President of Talent

The Position

Your role stands at the intersection of recruiting, hiring, training and retaining exceptional employees and the fight to change the odds for low-income children and families. As a key member of Stand’s leadership at a moment of tremendous need and opportunity, you build an in-house recruiting function and help support the organization’s ongoing diversity, equity and inclusion efforts with the goal of significantly increasing the number of diverse candidates that are interviewed, hired and retained. You will also oversee the strategic, efficient and effective delivery of performance management systems, employee relations, benefits and compensation and professional development. As someone motivated by results and impact, you get the opportunity to work with colleagues who not only care deeply about justice and equity, but who are bold and strategic and take responsibility for achieving substantial progress toward greater justice and equity every year, everywhere we work.  Through your innovative and strategic leadership, you will help take Stand to new heights by ensuring that Stand has the outstanding team necessary to enable us to meet our ambitious organizational goals.

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Responsibilities

  • Develop recruiting capacity and retention strategies with a core focus on increasing the number of diverse employees at all levels of the organization
  • Oversee and help improve Stand’s performance management strategy and supporting systems to ensure all staff are equipped to excel in their roles and develop professionally
  • Supplement the organization’s substantial investment in management training with additional initiatives aimed at ensuring all staff have a supportive, results oriented manager capable of driving outcomes through engaged direct reports
  • Ensure alignment of HR support areas, including benefits, payroll, compensation and compliance, to overall organizational effectiveness strategy; establish proactive service expectations; drive excellent delivery of HR services and transaction management
  • Serve as a strategic advisor, functional expert, thought partner and coach to the CEO, COO and senior management team regarding key organizational, management and people issues, including succession planning, as well as the strategies to address them

Qualifications

  • Track record of growing and supporting a diverse team of high performing employees;
  • Track record of achieving strong results while being a team player who readily seeks input and feedback, communicates effectively to ensure alignment and effective coordination, and displays inclusive, positive, collaborative leadership style;
  • Strong strategic thinking skills with an ability to use data to make decisions and to translate strategy to plan to action;
  • Ability to produce and disseminate sophisticated and nuanced employee communications. Proven ability to communicate with and build successful teams amidst a virtual workforce;
  • Willingness to travel to regional sites for purposes of building sense of community and for improving cross-team and cross-functional communication;
  • Superior communication skills with an ability to articulate a clear and compelling vision and lead others to implement it and to model for colleagues a level of discretion, intentionality, and constructiveness of communication always;
  • Exceptional interpersonal skills, with the ability to develop productive working relationships across a wide variety of individuals and groups, both internally and externally;
  • Ability to coach and mentor direct reports, peers and executives on sound talent management practices; established track record of driving organizational results by coaching and mentoring;
  • Excellent relationship building skills with a demonstrated ability to work well with people with a wide diversity of demographic and cultural characteristics;
  • Proven ability to hire, develop and retain effective diverse teams and to work in a fast- paced nonprofit environment;
  • Resilience, positivity, and an outcomes-focused approach to work;
  • Sound moral and ethical judgment and experience or familiarity with the culture as well as the regulatory and economic realities of a not-for-profit organization; and
  • Proven leadership experience in a large, multi-site organization with matrixed reporting and central/local structures and processes.

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