Vice President, Human Resources Operations - National Office (Remote)

The Vice President, Human Resources Operations is the operational backbone and strategic right hand to the Chief People and Culture Officer. This leader brings deep generalist expertise across the full HR life cycle, paired with advanced knowledge in Total Rewards and positive employee relations.

This role leads enterprise-wide HR operations, governance, compensation, benefits, HR policy, compliance, HR technology, and operational strategy. The VP ensures HR systems, policies, rewards programs, and operational practices are people centered, equity grounded, scalable, and responsive to a complex federated environment.

Ideal candidates are seasoned HR leaders with executive depth in compensation and benefits, a strong employee relations philosophy, and a proven history of building trust, operational excellence, and clarity in large, multi-entity organizations.

YMCA of the USA (Y-USA) embraces a remote-first working environment which means most employees work remotely from a home office within the continental United States.

We offer a full benefits package including medical, dental, vision, defined benefit plan (retirement savings), defined contribution plan (403(b) plan, life and disability insurances, technology stipend, and generous paid time off, all in a work from anywhere in the U.S. workplace.

• Bachelor’s degree in Human Resources, Business Administration, Organizational Development, or related field.
• Total Rewards Certifications (Certified Compensation Professional or Certified Benefits Professional) Preferred.
• Significant progressive HR leadership experience in HR operations and Total Rewards, ideally in a large, matrixed, multi-site, or multi-entity organization.
• Advanced expertise in compensation structure design, job architecture, benefits strategy, pay equity, and reward system governance.
• Demonstrated leadership in positive employee relations, including investigations, conflict resolution, and complex performance matters.
• Strong experience with HRIS systems, HR technology strategy, data governance, and people analytics.
• Experience in mission driven or nonprofit organizations is highly desirable. Experience with federated models is a strong plus

KNOWLEDGE, SKILLS AND ABILITIES

• Advanced expertise in Total Rewards, including compensation design, benefits, market pricing, and long-term reward strategies.
• Strong positive employee relations foundation, including investigations, conflict management, complaint resolution, and coaching.
• Full HR life cycle expertise, including onboarding, development, performance, compensation, employee relations, and separations.
• Workforce planning capability, including forecasting, org design, talent mobility, and capacity planning.
• Secondary expertise in talent acquisition, learning and development, and performance management.
• Deep knowledge of employment law and HR compliance.
• Ability to build and lead high performing teams with clarity, coaching, and accountability.
• Strong communication skills with the ability to translate complex HR topics into accessible language.
• Capacity for systems thinking, operational clarity, and continuous improvement.
• Ability to build trust across multiple levels, functions, geographies, and organizational identities.

WORK ENVIRONMENT AND TRAVEL

• Based in Chicago at the Y-USA National Resource Office.
• May reside anywhere within the continental United States and work remotely or hybrid per policy.
• Travel required for team meetings, leadership gatherings, and Y-USA engagements.

HR Operations Leadership

• Lead enterprise HR operations strategy and daily execution, including HR service delivery, HR policy development, HR compliance, and process improvement.
• Partner with HR leadership to oversee HR operational risk management, including policy governance, employment practices, and regulatory requirements.
• Create and refine an HR operations roadmap that enhances clarity, consistency, efficiency, and user experience across Y-USA.
• Help build a modern HR team structure that integrates HR Business Partners, Talent and Learning, Organizational Development, HR technology, and other enterprise functions.
• Ensure that operational practices support an enterprise consistent People and Culture strategy that remains adaptable within a federated model.

Total Rewards Strategy and Governance (Primary Focus)

• Serve as the organization’s senior expert for Total Rewards, including compensation, benefits, wellness, recognition, and reward philosophy.
• Lead the design, refinement, and governance of competitive, equitable compensation structures for all Y-USA roles.
• Oversee the strategy and administration of benefits, retirement plans, wellbeing programs, and recognition systems.
• Develop compensation and benefits scenario modeling, fiscal impact analysis, and long-term planning in partnership with Finance and the CPCO.
• Establish transparent governance, policies, communication plans, and education strategies related to Total Rewards.
• Ensure that all compensation and benefits programs are equitable, mission aligned, market based, and financially sustainable.

Positive Employee Relations and Culture

• Provide organization wide leadership and guidance for positive employee relations.
• Oversee employee relations practices, investigations, conflict resolution, and workplace issue resolution that honor fairness, consistency, respect, and psychological safety.
• Coach and support leaders to build competency in performance conversations, conflict management, and equitable application of policy.
• Strengthen a culture of inclusion, belonging, accountability, and values alignment.
• Ensure all ER practices are aligned with federal and state laws, organizational values, and best practices in equitable leadership.

HR Technology, HRIS, and People Data

• Oversee HR technology platforms, data strategy, and HRIS functionality in partnership with internal HR technology teams and Y-USA shared services partners.
• Serve as strategic partner and liaison to external shared services providers to ensure seamless integration of payroll, benefits administration, and related workflows.
• Build analytic tools, dashboards, and reporting capabilities that enable informed decisions related to retention, pay equity, workforce trends, workforce planning, and HR operations.
• Ensure that HR information systems support efficiency, accuracy, data integrity, compliance, and a positive staff experience.

Strategic Partnership with the Chief People and Culture Officer

• Serve as the operational right hand to the CPCO, translating strategy into executable people centric plans.
  Provide trusted counsel on HR operations, compensation, benefits, employee relations, risk, policy, operational change, and workforce matters.
• Lead major cross functional HR projects and enterprise initiatives.
• Mentor HR team members and strengthen leadership and technical capability across the HR function.
• Model collaboration, clarity, equity, and mission driven decision making across the organization.