human resources vice president

Memorial Health University Medical Center

<div>This position is incentive eligible. 
 
 
Experience the HCA Healthcare difference where colleagues are trusted, valued members of our healthcare team. Grow your career with an organization committed to delivering respectful, compassionate care, and where the unique and intrinsic worth of each individual is recognized. Submit your application for the opportunity below: Human Resources Vice President<h5 class="jobSectionHeader">
Job Summary and Qualifications</h5>
As Vice President of Human Resources you will provide strategic human resources and talent guidance to the executive team at an HCA facility. You will create the desired workplace culture which includes an engaged and productive workforce through HCA&rsquo;s policies, programs, and practices.
 What you will do in this role:<ul><li>
Manage the facility HR team to deliver strategic and operational HR support</li><li>
Partner with the executive leadership team to understand and prioritize the critical business challenges</li><li>
Deploy appropriate HR interventions in collaboration with appropriate Centers of Excellence</li><li>
Work collaboratively with other Region HR heads, HR Centers of Excellence and HR Service Centers to provide feedback and improve enterprise-wide programs and services</li><li>
Deploy talent and development programs</li><li>
You will drive local Employee &amp; Community engagement efforts</li><li>
Partner to support business performance, quality and patient care initiatives</li></ul>
What you should have for this role:<ul><li>
Bachelor&rsquo;s degree is required</li><li>
Master&rsquo;s Degree preferred</li><li>
10+ years of relevant work experience in a facility size &gt; 1400 is required</li><li>
PHR or SPHR preferred
</li></ul><h5 class="jobSectionHeader">Benefits</h5>
Memorial Health University Medical Center, offers a total rewards package that supports the health, life, career and retirement of our colleagues. The available plans and programs include:<ul><li>
Comprehensive benefits for medical, prescription drug, dental, vision, behavioral health and telemedicine services</li><li>
Wellbeing support, including free counseling and referral services</li><li>
Time away from work programs for paid time off, paid family leave, long- and short-term disability coverage and leaves of absence</li><li>
Savings and retirement resources, including a 401(k) Plan with a 100% match on 3% to 9% of pay (based on years of service), Employee Stock Purchase Plan, flexible spending accounts, preferred banking partnerships, retirement readiness tools, rollover support and financial wellbeing counseling</li><li>
Education support through tuition assistance, student loan assistance, certification support, dependent scholarships and a partnership with Galen College of Nursing</li><li>
Additional benefits for fertility and family building, adoption assistance, life insurance, supplemental health protection plans, auto and home insurance, legal counseling, identity theft protection and consumer discounts</li></ul>
Learn more about Employee Benefits
Note: Eligibility for benefits may vary by location.
Human Resources Group empowers our people to grow and give purpose to the HCA Healthcare culture. We deliver our Human Resource model in three sectors: HR Business Partners, HR Shared Operations and HR Centers of Excellence. HR Business Partner teams are critical to the success of our HR delivery model. We drive performance to achieve successful results to better care for our patients, communities and each other.
HCA Healthcare has been recognized as one of the World&rsquo;s Most Ethical Companies&reg; by the Ethisphere Institute more than ten times. In recent years, HCA Healthcare spent an estimated $3.7 billion in cost for the delivery of charitable care, uninsured discounts, and other uncompensated expenses.
In recent years, HCA Healthcare spent an estimated $3.7 billion in cost for the delivery of charitable care, uninsured discounts, and other uncompensated expenses. 

 
&quot;There is so much good to do in the world and so many different ways to do it.&quot;- Dr. Thomas Frist, Sr. 
HCA Healthcare Co-Founder 
If you find this opportunity compelling, we encourage you to apply for our Human Resources Vice President opening. We promptly review all applications. Highly qualified candidates will be directly contacted by a member of our team. We are interviewing - apply today!
We are an equal opportunity employer. We do not discriminate on the basis of race, religion, color, national origin, gender, sexual orientation, age, marital status, veteran status, or disability status.</div>

Human Resources Vice President

BlueTech Innovations

Overview:BlueTech Innovations is seeking a dynamic and strategic Vice President of Human Resources to lead our HR initiatives and foster an engaging work environment. This key leadership role will play a critical part in shaping our organizational culture and enhancing employee development.Key Responsibilities:<ul><li>Develop and implement HR strategies that align with the company&rsquo;s goals and objectives.</li><li>Oversee recruitment, talent management, and employee onboarding processes.</li><li>Foster a culture of continuous learning and professional growth through training and development programs.</li><li>Ensure compliance with labor laws and regulations, and implement best practices in HR policies.</li><li>Collaborate with executive leadership to shape organizational structure and workforce planning.</li><li>Manage employee relations issues and promote a positive workplace culture.</li></ul>Qualifications:<ul><li>Bachelor&rsquo;s degree in Human Resources, Business Administration, or a related field; an MBA or relevant certifications is preferred.</li><li>Proven experience as a Vice President of Human Resources or in a senior HR leadership role.</li><li>Strong knowledge of HR best practices, labor laws, and compliance issues.</li><li>Excellent leadership, communication, and interpersonal skills.</li><li>Ability to analyze HR metrics and make data-driven decisions.</li></ul>Why Join Us?At BlueTech Innovations, we are committed to harnessing the power of technology to create a vibrant work environment. Join our team to influence the future of our human resources practices.نوع الوظيفة: دوام كامل, عقد, لحديثي التخرجالراتب المدفوع: ﷼١٠٠٫٨٥&nbsp;لكل ساعةموقع العمل: على الطريق

Vice President of Human Resources

Vibe Restaurants

<div>
 
 
 Vice President of Human Resources
 
 
 
 
 
 
 The
 
 
 Vice President of Human Resources
 
 
 (VP of HR) is a strategic leadership role responsible for overseeing all human resource functions across Vibe Restaurants. This role drives the development and execution of HR strategies that align with organizational goals, fostering a culture of engagement, inclusivity, and performance excellence. The VP of HR partners with senior leadership to shape workforce planning, talent management, and employee development initiatives to support business growth and operational success.
 
 
 
 
 
 
 ESSENTIAL JOB FUNCTIONS:
 
 
 
 
 
 
 
 1. Strategic HR Leadership
 
 
 <ul>
 <li>
 Develop and implement comprehensive HR strategies to support organizational objectives.
 </li>
 <li>
 Lead workforce planning, talent acquisition, and succession planning initiatives.
 </li>
 <li>
 Align HR policies and programs with company culture, values, and business goals.
 </li>
 <li>
 Drive initiatives to enhance employee engagement, retention, and satisfaction.
 </li>
 </ul>
 
 
 2. Talent Management &amp; Development
 
 
 <ul>
 <li>
 Oversee the design and execution of talent acquisition and onboarding programs.
 </li>
 <li>
 Develop leadership development and employee training programs to build capabilities.
 </li>
 <li>
 Implement performance management systems to drive accountability and growth.
 </li>
 <li>
 Champion an inclusive culture that attracts and retains top talent at all levels.
 </li>
 </ul>
 
 
 3. Compliance &amp; Risk Management
 
 
 <ul>
 <li>
 Ensure compliance with federal, state, and local labor laws and regulations.
 </li>
 <li>
 Oversee employee relations, including conflict resolution and investigations.
 </li>
 <li>
 Develop and maintain policies to mitigate HR-related risks.
 </li>
 <li>
 Monitor and report on HR compliance metrics and audits.
 </li>
 </ul>
 
 
 4. Compensation &amp; Benefits
 
 
 <ul>
 <li>
 Design and manage competitive compensation and benefits programs.
 </li>
 <li>
 Conduct market analyses to ensure equitable and attractive pay structures.
 </li>
 <li>
 Oversee payroll processes and ensure accuracy and compliance.
 </li>
 <li>
 Evaluate and implement employee wellness and benefits initiatives.
 </li>
 </ul>
 
 
 5. Organizational Culture &amp; Leadership
 
 
 <ul>
 <li>
 Foster a positive, inclusive, and high-performance culture across the organization.
 </li>
 <li>
 Act as a trusted advisor to senior leadership on HR and organizational matters.
 </li>
 <li>
 Lead change management initiatives to support business transformation.
 </li>
 <li>
 Mentor and develop HR team members to build a high-performing HR function.
 </li>
 </ul>
 
 
 
 
 
 ACCOUNTABILITIES:
 
 
 <ul>
 <li>
 Reports to the Senior Vice President, Operations Services on HR strategies, challenges, and outcomes.
 </li>
 <li>
 Ensures HR initiatives support business objectives and drive employee satisfaction.
 </li>
 <li>
 Maintains compliance with all applicable labor laws and regulations.
 </li>
 <li>
 Manages HR budgets and resources effectively to maximize impact.
 </li>
 </ul>
 
 
 
 
 
 RESPONSIBILITIES:
 
 
 <ul>
 <li>
 Oversees all HR functions, including recruitment, training, compensation, and compliance.
 </li>
 <li>
 Develops and tracks HR metrics to measure program effectiveness.
 </li>
 <li>
 Leads crisis management for HR-related issues and ensures preparedness.
 </li>
 <li>
 Builds strong relationships with internal stakeholders and external partners.
 </li>
 </ul>
 
 
 
 
 
 QUALIFICATIONS/REQUIREMENTS:
 
 
 
 
 
 
 
 Education &amp; Experience:
 
 
 <ul>
 <li>
 Bachelor&rsquo;s degree in Human Resources, Business Administration, or related field; Master&rsquo;s degree preferred.
 </li>
 <li>
 10+ years of progressive HR leadership experience, preferably in hospitality or multi-unit operations.
 </li>
 <li>
 Proven experience in strategic HR planning and organizational development.
 </li>
 </ul>
 
 
 
 
 
 Skills &amp; Abilities:
 
 
 <ul>
 <li>
 Strong strategic thinking and business acumen.
 </li>
 <li>
 Expertise in talent management, employee relations, and compliance.
 </li>
 <li>
 Exceptional leadership, communication, and interpersonal skills.
 </li>
 <li>
 Ability to manage complex projects and drive organizational change.
 </li>
 <li>
 Proficiency in HR technology and data analytics. (Workday preferred)
 </li>
 </ul>
 
 
 
 
 
 PHYSICAL DEMANDS:
 
 
 <ul>
 <li>
 Primarily office-based with occasional travel to restaurant locations.
 </li>
 <li>
 Ability to work in a fast-paced environment with multiple priorities.
 </li>
 <li>
 Occasionally required to lift and carry materials for meetings or events.
 </li>
 </ul>
 
 
 
 
 
 WORK ENVIRONMENT:
 
 
 <ul>
 <li>
 Office based role with periodic travel for meetings, events, or field visits.
 </li>
 <li>
 Occasional evening or weekend availability for urgent HR matters.
 </li>
 <li>
 Dynamic environment with evolving business and workforce needs.
 </li>
 </ul>
 
 
</div>

Vice President Human Resources

Cabanas Del Alba Retreats

Cabanas Del Alba Retreats is seeking a forward-thinking and experienced Vice President of Human Resources to join our executive team. The VP of Human Resources will oversee all aspects of human resource management, ensuring that our organization attracts, retains, and develops top talent while fostering a positive and inclusive workplace culture.Key Responsibilities:<ul><li>Develop and implement HR strategies and initiatives that align with the overall business goals.</li><li>Oversee recruitment, talent management, performance appraisal, and employee development programs.</li><li>Ensure compliance with labor laws and employment regulations, maintaining a fair and equitable work environment.</li><li>Cultivate a culture of engagement and high performance across the organization.</li><li>Collaborate with senior leadership to address HR-related issues and drive organizational change.</li></ul>Qualifications:<ul><li>Proven experience in a senior HR leadership role, ideally as VP of Human Resources or equivalent.</li><li>Strong understanding of HR practices, employee relations, and talent acquisition strategies.</li><li>Excellent leadership, communication, and interpersonal skills.</li><li>Ability to analyze data and trends to inform strategic HR decisions.</li><li>A degree in human resources, business administration, or a related field; an MBA or relevant certifications (e.g., SHRM, HRCI) are preferred.</li></ul>Compensation: Hourly Salary: 100 -* 200 SAR*, based on experience.If you are a strategic HR leader with a passion for fostering an inclusive and effective work environment, we want to hear from you! Join Cabanas Del Alba Retreats and help us continue to build a thriving team.نوع الوظيفة: دوام كامل, دوام جزئي, فترة تدريبيةالراتب المدفوع: ﷼١٠٠٫١١&nbsp;لكل ساعةموقع العمل: على الطريق

Georgetown University

<div>Georgetown University comprises two unique campuses in the nation&rsquo;s capital. With the Hilltop Campus located in the heart of the historic Georgetown neighborhood, and the Capitol Campus, just minutes from the U.S. Capitol and U.S. Supreme Court, Georgetown University offers rigorous academic programs, a global perspective, and unparalleled opportunities to engage with Washington, D.C. Our community is a close-knit group of remarkable individuals driven by intellectual inquiry, a commitment to social justice, and a shared dedication to making a difference in the world.
Requirements
Application Requirements
WittKieffer is supporting Georgetown University in this search. For greatest consideration, applicants should submit a resume and a letter of interest addressing the themes in this profile here AND to WittKieffer's candidate portal by May 6, 2026. You may also submit inquiries and nominations (handled confidentially) to the same portal. Inquiries may also be directed to:<ul><li>
Sarah Palmer and Tyler Workman</li><li>
Georgetown-VPCHRO@WittKieffer.com</li></ul>
Job Requirements
Georgetown University, one of the world&rsquo;s leading Jesuit academic and research institutions, located in the nation&rsquo;s capital, seeks a driven, dynamic, and strategic leader to serve as the next Vice President and Chief Human Resources Officer. This is an exceptionally exciting opportunity for a modern executive to shape how people, culture, and organizational capability support and advance the University&rsquo;s priorities at a time of strength, forward momentum, and renewal.
Founded in 1789 at the beginning of the republic and drawing upon the 450-year-old legacy of Jesuit education, Georgetown University offers a world-class learning experience focused on educating the whole person to prepare the next generation of global citizens to lead and make a difference. These values are at the core of Georgetown&rsquo;s identity, binding members of the community across diverse backgrounds. This is a vibrant community of exceptional students, faculty, staff, and alumni dedicated to real-world applications of research, scholarship, faith, and service. Georgetown is also one of the largest employers in Washington, DC, with over 10,000 employees across multiple campuses and academic units, including the Main Campus, Medical Center, Law Center, and global programs, and is a major economic driver for the city and the region. Within Washington, DC, Georgetown has two primary locations &ndash; it&rsquo;s historic Hilltop Campus and it&rsquo;s Capitol Campus, just steps from the U.S. Capitol. It also has numerous international campus locations, including in Qatar, England, Indonesia and more.
Georgetown University&rsquo;s 10 schools offer a wide variety of intellectually rigorous courses and programs designed to prepare students for many disparate careers and guide them toward their intellectual and professional goals. Ranked 12th in the country by the Wall Street Journal and 24th in the US News, the University offers undergraduate and graduate degrees, as well as professional law, medical, nursing, business, and public policy degrees, medical residencies (through MedStar Health), post-doctoral positions, and a growing number of specialized certificates and continuing education programs. Georgetown enrolled 19,905 students in Fall 2025, 7,908 undergraduate students and 11,997 graduate students, from all 50 states and more than 151 countries. Georgetown has an approximate $2 billion annual operating budget, and its endowment is currently valued at $4.2 billion as of the end of calendar year 2025, ranking it the 41st largest endowment among US colleges and universities.
Reporting to David Green, Executive Vice President and Chief Operating Officer, the Vice President and Chief Human Resources Officer (VP/CHRO) serves as a key member of the University's senior leadership team and as a valued advisor to senior leadership on all human resource matters. Recognized as Georgetown's senior human capital strategist, the VP/CHRO is responsible for directing the University&rsquo;s overall strategic and operational human resources functions, providing direction and leadership in the planning, development, and implementation of meaningful and measurable programs and services in furtherance of the University&rsquo;s mission and values. Key functional areas of oversight include talent acquisition and development, employee relations, policy, classification, compensation, organizational development, benefits (including the Hoya Kids Learning Center and Faculty &amp; Staff Assistance Program), and HRIS. Leading a team of approximately 80 staff across the division, the VP/CHRO develops organizational strategies and implements best-in-class HR initiatives, programs, and support across the University.
This is a pivotal moment for Georgetown University and for the human resources function. The next VP/CHRO will enter the role during a period of leadership transition with the arrival of President Eduardo Pe&ntilde;alver in July 2026. The leader will be charged with repositioning HR as a driver for building organizational capacity; building upon the strengths of the HR organization while elevating the function&rsquo;s service delivery, strategic impact and sense of urgency; leading the modernization of HR processes, policies, and practices in a complex, values-driven academic environment; and positioning HR as a proactive, enterprise-wide partner that anticipates workforce needs, supporting retention in critical areas, and helping leaders across the institution think holistically about talent, structure, and organizational effectiveness.
The successful candidate will bring a reputation as a forward-looking strategic leader and change agent with a bias for action; experience positioning human resources as a lever for organizational effectiveness and cultural stewardship, as well as the judgment, credibility, and relational skills necessary to lead within a mission-driven and highly collaborative academic environment. A bachelor's degree and a minimum of ten (10) years of progressively responsible senior-level human resources leadership experience, including supervisory experience, in a similarly complex mission-driven organization, are required. A master's degree in human resources or another relevant field, and HR certification (e.g., PHR, SPHR, SHRM-SCP) are highly desirable. While experience in higher education is valued but not required, Georgetown welcomes candidates from outside the academy who demonstrate adaptability, learning agility, and the ability to understand and navigate the culture and pace of an academic environment with diverse constituencies. A comprehensive leadership profile can be found at wittkieffer.com.
Salary Range
The anticipated salary range for the opportunity is $425,000 - $600,000, commensurate with experience.
Current Georgetown Employees:
If you currently work at Georgetown University, please exit this website and login to GMS (gms.georgetown.edu) using your Net ID and password. Then select the Career worklet on your GMS Home dashboard to view Jobs at Georgetown.
Submission Guidelines:
Please note that in order to be considered an applicant for any position at Georgetown University you must submit a resume for each position of interest for which you believe you are qualified. Documents are not kept on file for future positions.
Need Assistance:
If you are a qualified individual with a disability and need a reasonable accommodations for any part of the application and hiring process, please visit the Office for Equal Opportunity Compliance website for general information about requesting accommodations, as well as information about requesting accommodations specifically for applicants. You also can also contact the Office for Equal Opportunity Compliance at (202) 687-4798 or oeoc@georgetown.edu.
Need some assistance with the application process? Please call 202-687-2500. For more information about the suite of benefits, professional development and community involvement opportunities that make up Georgetown's commitment to its employees, please visit the Georgetown Works website.
EEO Statement:
GU is an Equal Opportunity Employer. All qualified applicants are encouraged to apply, and will receive consideration for employment without regard to age, citizenship, color, disability, family responsibilities, gender identity and expression, genetic information, marital status, matriculation, national origin, race, religion, personal appearance, political affiliation, sex, sexual orientation, veteran status, or any other characteristic protected by law.
Benefits:
Georgetown University offers a comprehensive and competitive benefit package that includes medical, dental, vision, disability and life insurance, retirement savings, tuition assistance, work-life balance benefits, employee discounts and an array of voluntary insurance options. You can learn more about benefits and eligibility on the Department of Human Resources website.</div>

Vice President and Chief Human Resources Officer

York Space Systems

York Space Systems was founded to radically improve spacecraft affordability and reliability, transforming, and enabling next- generation space mission operations worldwide. Today, York is one of the most innovative aerospace companies, specializing in end-to-end customer solutions and the rapid production of spacecraft platforms. York’s complete Space Segment Solution includes spacecraft production, payload integration, system integration & test, launch services, ground segment services, and mission operations, enabling customers to leverage York’s existing technology solutions to get to orbit rapidly and responsively. We’re looking to expand our team across the board.
 
Position Summary
 York is seeking a Vice President - Human Capital Management (HCM) to build and lead a modern, scalable people function during a critical phase of growth.
 
This is a rare opportunity to step into a newly public company and shape the full spectrum of human capital strategy, from foundational infrastructure to executive partnership for a rapidly scaling business.
 
This new role will support a workforce of approximately 750 employees, primarily based in Colorado, with additional offices in Michigan, Maryland, and Texas, and teams located in Alabama and North Dakota
 
The successful candidate will combine enterprise-level strategic leadership with hands-on execution, partnering with senior leadership to influence organizational direction, strengthen workforce capability, and build the systems and processes required to support continued growth.
 
The role will be located onsite at our Greenwood Village, Colorado facility where the majority of our employees are based.
 
Key Responsibilities
 <ul>
<li>Build and scale a high-performing HCM function that is structured, prioritized, and equipped to support rapid business growth.</li>
<li>Establish scalable people systems and infrastructure (organizational design, job architecture, performance management, workforce planning, and talent acquisition and development) that bring clarity, consistency, and accountability across the organization.</li>
<li>Design and operationalize compensation and equity programs aligned to public company expectations, ensuring competitiveness, internal alignment, and strong governance.</li>
<li>Shape organizational strategy and talent direction in partnership with senior leadership, strengthening alignment between business priorities, structure, and capability.</li>
<li>Elevate the quality and consistency of employee relations decisions, ensuring thoughtful, compliant, and business-aligned outcomes in complex situations.</li>
<li>Strengthen leadership and organizational effectiveness, driving improvements in manager capability, leadership development, and change execution.</li>
<li>Build data-driven decision-making capability, enhancing HCM systems, analytics, and insights to improve workforce planning and operational efficiency.</li>
</ul>
Competencies for Success
 <ul>
<li>Build Effective Teams: Builds strong, capable teams and develops talent aligned to current and future business needs.</li>
<li>Organizational Savvy: Understands organizational dynamics and effectively navigates relationships and decision-making processes.</li>
<li>Plans and Aligns: Translates strategy into actionable plans and ensures alignment of resources, priorities, and execution.</li>
<li>Courage: Steps up to address difficult issues, provides candid feedback, and makes tough decisions.</li>
<li>Decision Quality: Makes sound, timely, and well-informed decisions, balancing risk, data, and business priorities.</li>
<li>Action Oriented: Takes on new opportunities with urgency and drives initiatives through to execution.</li>
<li>Drives Vision & Purpose: Creates clarity around direction and aligns people and priorities to support business goals.</li>
</ul>
Qualifications
 <ul>
<li>Bachelor’s degree and 15+ years of progressive HCM leadership experience, including 5+ years in an executive or senior leadership role leading enterprise HCM or People Operations in a public company.</li>
<li>Expertise in organizational design, workforce planning, performance management, HR technologies, and human capital governance with experience applying multiple organizational design methodologies.</li>
<li>Demonstrated success building and implementing scalable, enterprise-level programs.</li>
<li>Hands-on experience with compensation administration, job architecture, salary structures, incentive modeling, and equity program operations in a public-company setting.</li>
<li>Proven success resolving complex, sensitive employee relations matters and coaching senior leaders through critical decisions.</li>
<li>Proven ability to partner with executive leadership to drive organizational change and support strategic transformation.</li>
<li>Exceptional communication, influence, and relationship-building skills, with the ability to productively engage with and influence senior leadership.</li>
<li>Strong strategic judgment coupled with the ability to execute tactically in fast-paced, demanding environments.</li>
<li>Proficiency with HRIS platforms and workforce analytics tools (e.g., Dayforce or comparable solutions), with a track record of effectively leveraging data to inform decision-making.</li>
<li>Demonstrated ability to balance long-term strategic leadership with direct ownership of high-impact initiatives.</li>
<li>Experience in a highly-regulated manufacturing environment, inclusive of working with engineers and production professionals, is an advantage.</li>
</ul>
In compliance with local law, we are disclosing the compensation, or a range thereof, for roles in locations where legally required. Actual salaries will vary based on several factors, including but not limited to external market data, internal equity, location, skill set, experience, and/or performance. Base pay is just one component of York’s total compensation package for employees.
 This role is eligible to participate in our equity award program. Any award is discretionary and not guaranteed and may be contingent upon individual and/or Company performance. The amount, timing, and terms of any equity award will be determined in accordance with the Company’s equity incentive plan and applicable policies. Other rewards may include annual bonuses, short- and long-term incentives, and accomplishment-specific awards.
 
Benefits
 In addition to competitive base compensation, this role is eligible for York Space Systems’ comprehensive benefits package, which includes:
 <ul>
<li>100% employer-paid medical, dental, and vision insurance (subject to spousal surcharge).</li>
<li>Company holidays, floating holidays, and sick time.</li>
<li>Unlimited PTO.</li>
<li>Generous 401(k) match.</li>
<li>Participation in our discretionary annual bonus and equity programs.</li>
</ul>
How To Apply
 Interested candidates are encouraged to apply by clicking the “Apply” link at the top of the page. York Space Systems will be accepting applications on a rolling basis until the position is closed. York Space Systems provides equal employment opportunities to all employees and applicants for employment and prohibits discrimination and harassment of any type without regard to race, color, religion, age, sex, national origin, disability status, genetics, military or protected veteran status, sexual orientation, gender identity or expression, or any other characteristic protected by federal, state, or local laws. Must have permanent authorization to work in the United States. This policy applies to all terms and conditions or employment, including recruiting, hiring, placement, promotion, termination, layoff, recall, transfer, leaves of absence, compensation and training. YORK SPACE SYSTEMS IS AN EEO EMPLOYER.

Human Capital Management Vice President

College Track

<div>This search will be led by DSG | Koya, please apply for this role by filling out this Talent Profile for DSG, not through the College Track Website.

___________________________________________________________________________________________________
<h3 class="jobSectionHeader">
Vice President People and Culture</h3>

College Track | Oakland, CA (Hybrid) | Full-Time ExemptCompensation: $200,000 &ndash; $225,000
<h4 class="jobSectionHeader">
The Opportunity</h4>

College Track is seeking a Vice President of People &amp; Culture to serve as the chief architect of our human capital ecosystem. We are at a pivotal inflection point, transitioning from a foundation of thoughtful design to a scaled, future-ready organization. We are seeking a visionary leader who can move beyond the status quo to evolve our existing people strategy into a high-impact engine for organizational growth.

Reporting to the Chief Finance and Operating Officer, the VP will serve as the leader of the People &amp; Culture function and extension of the executive leadership team, ensuring that our &ldquo;North Star&rdquo; mission is mirrored in our internal culture, talent architecture, and organizational discipline.

The VP will be tasked with guiding the organization beyond functional management to drive enterprise-wide change. Success in this role is defined by your ability to:
<ul>
<li>Architect the Future: Transform long-term organizational ambitions into a sophisticated people roadmap, ensuring our talent pipelines are built for scale and sustainability.
</li>
<li>Lead with Intention: Move beyond urgency to lead with clarity, ensuring that every people-related system&mdash;from performance frameworks to total rewards&mdash;is designed with consistency and impact.
</li>
<li>Cultivate Executive Partnership: Serve as a high-level advisor to senior and peer-level leaders, guiding them through complex organizational design and talent decisions with a focus on long-term health and risk mitigation.
</li>
</ul><h4 class="jobSectionHeader">What You&rsquo;ll Step Into</h4>

The VP of People &amp; Culture will join an organization with strong momentum, a clear strategic direction, and a thoughtful foundation already in place&mdash;alongside a meaningful opportunity to elevate execution, consistency, and enterprise alignment. This includes:
<ul>
<li>A multi-year people strategy with defined priorities, KPIs, and quarterly deliverables
</li>
<li>An organization at an inflection point, with the opportunity to translate strategy into enterprise-wide practices, behaviors, and systems
</li>
<li>Core HR infrastructure that will benefit from continued refinement, stabilization, and scaling across compliance, payroll, leave, and employee relations
</li>
<li>A diverse, mission-driven, and largely early-career workforce, with the opportunity to strengthen employee experience, engagement, and retention at scale
</li>
<li>A collaborative and committed senior leadership team seeking a strategic partner in organizational design, talent strategy, and workforce planning
</li>
</ul><h4 class="jobSectionHeader">Primary Responsibilities</h4>

1. Architect and Steward Enterprise People Strategy
<ul>
<li>Own and evolve the organization&rsquo;s multi-year People Strategy, ensuring tight alignment between workforce planning and College Track&rsquo;s programmatic goals.
</li>
<li>Ensure full alignment between people strategy, organizational design, and business priorities
</li>
<li>Translate long-term vision into clear strategic priorities, sequencing, and execution roadmaps across the organization
</li>
<li>Bring an external, forward-looking perspective on workforce trends and the future of work to ensure continued relevance and competitiveness
</li>
<li>Serve as a strategic advisor to the executive team, influencing enterprise-level decision-making on talent, structure, and organizational direction
</li>
<li>Serve as a strategic &ldquo;North Star&rdquo; for the Senior Leadership Team, bringing a forward-looking perspective on workforce trends and organizational effectiveness
</li>
</ul>2. Lead Organizational Design, Workforce Strategy, and Change Management
<ul>
<li>Lead organizational design efforts to ensure structures, roles, and operating models support scale, clarity, and accountability
</li>
<li>Develop and drive long-term workforce strategy, including workforce planning, capability building, and leadership development
</li>
<li>Partner with senior leaders to align team structures and talent strategies with evolving organizational needs
</li>
<li>Lead enterprise change management efforts, ensuring the organization can effectively adopt and sustain new ways of working
</li>
<li>Establish frameworks that define high performance and enable consistency across teams and geographies
</li>
<li>Design and implement integrated, scalable systems across the entire employee lifecycle (Attraction, Development, Retention, and Succession)
</li>
<li>Shift the People &amp; Culture function from a service provider to a strategic partner, optimizing vendor relationships and internal systems to drive data-informed decision-making
</li>
<li>Define and establish frameworks for organizational accountability, connecting high performance to professional development and total rewards
</li>
</ul>3. Design and Institutionalize Scalable People Systems
<ul>
<li>Design and institutionalize integrated, scalable people systems across talent acquisition, performance management, total rewards, employee experience, and workforce analytics
</li>
<li>Ensure systems are cohesive, data-informed, and aligned to enterprise priorities
</li>
<li>Establish clear standards, processes, and governance that enable consistency and operational excellence at scale
</li>
<li>Assess and optimize how work gets done across the People function, including systems, vendor partnerships, and team structure
</li>
<li>Use data and insights to inform decision-making, measure impact, and drive continuous improvement
</li>
</ul>4. Elevate Employee Relations as a Strategic Enterprise Capability
<ul>
<li>Elevate employee relations as a critical enterprise function that shapes culture, mitigates risk, and enables leadership effectiveness
</li>
<li>Oversee complex and sensitive employee situations with sound judgment, consistency, and legal integrity
</li>
<li>Coach and equip leaders to effectively manage performance, provide feedback, and navigate challenging personnel decisions
</li>
<li>Ensure the organization has clear, consistent, and values-aligned approaches to employee experience and conflict resolution
</li>
<li>Strengthen trust, accountability, and clarity across the organization through strong people practices
</li>
</ul>5. Drive Communication, Alignment, and Leadership Effectiveness
<ul>
<li>Serve as a clear, confident, and influential communicator on complex people-related topics at the executive and organizational levels
</li>
<li>Architect communication systems that ensure transparency, alignment, and a deep sense of connection across a diverse, distributed workforce.
</li>
<li>Navigate differing perspectives with diplomacy and authority, aligning stakeholders toward shared outcomes
</li>
<li>Strengthen leadership capability across the organization through coaching, guidance, and consistent expectations
</li>
<li>Foster enterprise-wide clarity on performance, expectations, and organizational priorities
</li>
</ul>6. Shape Talent, Culture, and Employee Experience
<ul>
<li>Develop and drive a forward-looking talent strategy that strengthens College Track&rsquo;s ability to attract, retain, and develop high-impact talent
</li>
<li>Integrate diversity, equity, and inclusion into talent strategy, leadership practices, and organizational systems
</li>
<li>Enhance employee engagement, experience, and retention across a diverse and distributed workforce
</li>
<li>Lead and develop a high-performing People &amp; Culture team, setting a strong standard for enterprise impact, service, and execution
</li>
<li>Oversee People &amp; Culture budgeting and resource planning in partnership with Finance
</li>
<li>Foster a high-performing culture that is both inclusive and reflective of the communities we serve, ensuring our values are woven into the architecture of the organization rather than treated as a separate initiative.
</li>
<li>Strengthen College Track&rsquo;s Employee Value Proposition (EVP) to ensure we remain a destination for mission-driven talent in a competitive market.
</li>
</ul>What We&rsquo;re Looking For
<ul>
<li>15+ years of progressive leadership experience with a proven track record of architecting people functions in complex, multi-state, or scaling organizations.
</li>
<li>Executive Presence: Ability to influence, challenge, and partner with C-suite leaders, peer-level leaders, and with Board members as necessary.
</li>
<li>Systems Thinking: A demonstrated ability to see the &ldquo;big picture&rdquo; and build durable structures that outlast any individual leader.
</li>
<li>Analytical Fluency: The ability to use data not just to report on the past, but to predict and prepare for the future.
</li>
<li>Expert Communicator: A direct, confident, and independent communicator who can navigate nuances and align stakeholders toward shared outcomes.
</li>
<li>Deep expertise in employee relations, including navigating complex and sensitive situations with sound judgment
</li>
<li>Ability to serve as a credible, influential advisor to senior leaders and drive high-stakes decision-making
</li>
<li>Experience operating in fast-paced, evolving environments with a balance of urgency, strategic discipline and change management
</li>
<li>Proven ability to coach and develop leaders in performance management and team leadership
</li>
<li>Bachelor&rsquo;s degree required
</li>
</ul>Preferred
<ul>
<li>Experience navigating organizational growth within both nonprofit and for-profit sectors.
</li>
<li>Advanced degree (MBA, Org Development) or executive HR certification (e.g., SPHR, SHRM-SCP).
</li>
<li>Multi-state HR leadership experience
</li>
<li>Experience supporting organizations serving first-generation college students or historically underserved communities
</li>
</ul><h4 class="jobSectionHeader">Compensation and Benefits</h4>

This position is full-time exempt with a compensation range of $200,000&ndash;$225,000, depending on experience.

College Track provides access to extensive benefits centered around three core areas of wellness: health care, work-life balance, and financial security. Employees receive up to 27 discretionary time off days (sick and vacation), in addition to 28 paid office closures and holidays in the first year of employment.

Additional Expectations
<ul>
<li>Location: Bay Area presence strongly preferred; proximity to the Oakland office will support effectiveness in this role
</li>
<li>Travel: Willingness to travel periodically to College Track sites
</li>
</ul><h4 class="jobSectionHeader">Values Alignment</h4>

This leader will embody College Track&rsquo;s values in action&mdash;fostering an environment where people feel connected to the mission, supported in their growth, and clear on expectations. They balance empathy with accountability and help build a culture where individuals and teams are both inspired and empowered to perform at their highest level.

Interested? Apply HERE</div>

Vice President of People and Culture

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