Vice President Human Resources

Description

We are currently looking for a Vice President of Human Resources with a passion for human services. This is an exciting opportunity to be involved with an organization focused on a transformative path towards social change, creating pathways for rehabilitation, reintegration, and redemption.

WHAT YOU'LL DO

As a key member of the Executive Leadership Team, the Vice President of Human Resources (VP of HR) provides strategic and operational leadership for all aspects of Pioneer Human Services' people strategy, workforce engagement, and Corporate Safety. The VP of HR ensures alignment with Pioneer's strategic plan, mission, and values, while delivering innovative, mission-driven solutions that enhance talent outcomes, organizational performance, and workplace well-being. This position also oversees enterprise-wide workplace safety, partnering across business units to drive a culture of proactive risk mitigation and compliance.

The VP of HR serves as a trusted advisor to the CEO and peers on workforce and culture matters; leads a cross-functional HR team responsible for the full spectrum of human capital functions; ensures operational excellence; and drives forward critical initiatives related to talent management, leadership development, total rewards, DEIB, employee engagement, safety, retention, employee relations, and workforce compliance. This role champions inclusion, accountability, and continuous improvement across all levels of the organization.

PRIMARY/ESSENTIAL DUTIES AND RESPONSIBILITIES:

Strategic Leadership & HR Governance

• Serve as a trusted advisor to the CEO and executive team on workforce strategy, culture, and organizational effectiveness.
• Develop and execute an integrated multi-year HR strategic plan aligned with mission priorities, operational needs, and workforce trends.
• Champion a high-performance, equity-driven culture of accountability, innovation, and engagement.
• Provide strategic HR guidance to the organization and contributes to governance reporting as needed.

Talent Acquisition & Workforce Planning

• Lead recruitment strategy for clinical, operational, leadership, and hard-to-fill roles.
• Implement modern sourcing practices, employer branding, internal mobility, and onboarding strategies to attract and retain top talent.
• Collaborate on workforce planning and forecasting with finance and program leaders.

Organizational Development & Talent Management

• Design and deliver leadership development, manager training, and learning experiences that build bench strength and career pathways.
• Drive performance management, succession planning, and talent reviews.
• Foster employee engagement, implement engagement strategies and programs, feedback mechanisms, and culture-building programs that reflect the organization's mission and values.

Total Rewards & Compensation Strategy

• Oversee design, administration, and communication of compensation structures and employee benefit programs.
• Lead annual market benchmarking, salary structure updates, and pay equity audits.
• Evaluate and implement incentive and recognition mechanisms tied to business and individual performance.

HR Operations, Compliance & Risk Management

• Ensure HR systems, data integrity, and process efficiency across the employee lifecycle.
• Maintain compliance with federal, state (WA), and industry-specific labor laws and employment regulations.
• Oversee employee relations, workplace investigations, and risk mitigation in collaboration with legal and compliance partners.

Diversity, Equity, Inclusion & Belonging (DEIB)

• Integrate DEIB principles into hiring, learning, leadership, employee experience, and other related programs and policies.
• Collaborate with senior leaders to advance organizational equity goals and monitor progress.

Safety & Workforce Well-Being Oversight

• Provide executive oversight for organizational safety governance regarding the development and execution of a corporate-wide safety strategy aligned with regulatory requirements, risk mitigation, and Pioneer's mission.
• Partner with PHS Divisions and support functions to align safety systems, data reporting, and infrastructure- including a comprehensive Safety Program, oversight of safety committees, incident reporting and management, and Worker's Compensation.
• Champion a proactive safety culture by integrating safety standards into policies, training, and organization-wide accountability practices.

Leadership & Team Management:

• Lead and develop a high-performing HR team including functional leaders in talent acquisition, organizational development, HR operations, benefits, and employee relations.
• Foster cross-functional collaboration, continuous improvement, and leadership development within the HR department.

KNOWLEDGE, SKILLS, AND ABILITIES:

• Strategic acumen and the ability to translate business objectives into people strategy.
• Strong command of labor law, risk management, and organizational safety compliance.
• Proven ability to foster trust, lead through influence, and develop high-performing teams.
• Data-driven decision-maker with excellent analytical, presentation, and communication skills.
• Inclusive leadership style that promotes equity, accountability, and collaboration.
• Advises senior leaders, integrates HR into enterprise strategy, and drives measurable outcomes.
• Develops efficient HR processes, policy frameworks, and continuous improvement systems.
• Manages conflict resolution, disciplinary practices, and employee engagement strategies.
• Flexible and adaptable, able to work with ambiguity and changing conditions and priorities.
• Effectively manages change throughout the organization, including program expansion, changes or closures.
• Proficient computer skills and ability to use MS Word applications and other programs related to budgeting and data metrics/visualization.

QUALIFICATIONS: REQUIRED

• Master's degree or equivalent and 10 years' progressively responsible HR experience, including at least 5 years in a senior HR leadership role.
• Experience leading and managing HR operations in a complex, multi-site organization.
• SPHR, SHRM-SCP, or other senior-level HR certification.

PREFERRED/DESIRABLE

• Background in healthcare, behavioral health, criminal justice reentry or nonprofit services.