Associate Vice President, People & Culture

Associate Vice President, People & Culture - (1112)

Position Location: Washington, D.C.
Domestic/International travel required: 10-25%
Reports To: President & CEO
Direct Reports: Associate Director, Talent & Culture
Leadership: This position is a member of the CNFA Senior Management Team.

Position Summary:
The Associate Vice President, People & Culture serves as a key member of the organization’s executive leadership team and is responsible for leading the vision, strategy, development and execution of organizational effectiveness, and talent and culture management programs aimed at advancing the mission and enhancing business results.

The Associate Vice President, People & Culture will partner with the organization’s leadership team and key stakeholders to ensure the development and advancement of an empowered, values-driven workplace culture, and actively plan for, address, and forecast future talent and culture needs inclusive of change management.

Role Responsibilities:

1. Organizational Effectiveness:
   Provides human capital management leadership to critical and organization-wide initiatives related to business process redesign and change management. Catalyzes organizational performance through leadership – linking strategy to structure, building transformational change approaches, and facilitating complex organizational issues. Collaborates with peers across the organization to develop and integrate workforce planning and analysis, talent acquisition, learning and development, performance management, professional development, and succession planning and rewards. Leads the organization’s employee engagement and retention initiatives to increase organizational, programmatic, and individual performance. Identifies and recommends opportunities to improve and align supporting systems; creates and implements an integrated approach to talent and culture management. Influences organizational decision-making with the use of relevant, value-added metrics and analyzes and reports on the same in a manner that aligns with and supports the organization’s strategic and short- and long-term business objectives.
2. Leadership and Talent Management:
   Oversees, develops, and executes talent acquisition and retention strategies and plans, including directing the design and implementation of the organization-wide employment programs for recruitment and retention strategies, candidate identification and selection methods, and diversity and inclusion strategies and measurements. Designs and implements integrated talent management solutions including executive coaching, individual development planning, talent reviews, succession planning, and leadership development. Advances existing talent development strategies and initiatives in a manner that ensures/tracks the quality of assessment, dialogue, and follow-up across all levels of the organization. Builds a comprehensive diversity and inclusion strategy and builds diversity and inclusion as a capability throughout leadership and in the organization. Guides and monitors the progress of high-potential employees and identifies positions that provide quality developmental opportunities; fosters a culture that integrates succession planning across the organization. Leads and develops results-driven performance management tools and processes that integrate with the organization’s values and core competencies. Oversees, develops, and implements a progressive total rewards program balancing organizational resources with the need to maintain the organization’s competitive position in the marketplace.
3. Workplace Culture Management:
   Develops, directs, and monitors strategies aimed at maintaining a healthy workplace culture including strategies, programs and initiatives related to employee communications, and engagement and relations across and inclusive of all of the organization’s programs and offices. Proactively drives effective employee communications in partnership with the leadership team. Proactively and effectively addresses components of workplace culture that impede organizational and individual effectiveness in a manner consistent with the organization’s values. Fosters a culture of accountability, trust, recognition, and results among staff at all levels consistent with the short and long-term objectives of the organization. Deep understanding and experience in promoting DEI initiatives, policies, and programs that create an inclusive workplace. Be a strong collaborator on the DEI Committee to lead change initiatives that advance equity and inclusion at all organizational levels. Strong track record of implementing measurable DEI strategies that improve organizational culture and employee satisfaction.
4. Benefits and Compensation Management:
   Design and manage salary structures, and incentive programs that align with the organization’s strategic goals, ensuring competitive and equitable pay across roles. Oversee benefits programs such as health insurance, retirement plans, wellness initiatives, and other perks, ensuring they meet employee needs and comply with regulatory requirements. Act as Plan Administrator and Chair of the Retirement Committee. Conduct regular benchmarking and market analyses to maintain competitive compensation and benefits, and ensure all programs align with legal standards and industry best practices.
5. Professional Development:
   Develop and oversee the budget and programs that support employee skill-building, leadership development, and professional growth to align with organizational goals. Analyze skills gaps and collaborate with department leaders to identify training needs, ensuring programs are tailored to enhance performance and address strategic priorities. Measure the impact of learning initiatives through feedback, assessments, and performance metrics, continuously improving programs to maximize employee engagement and development outcomes.
6. Other Human Capital Management Responsibilities:
   Advises the leadership team on the full range of human capital management and effectively implements strategies/action steps for new or improved programs, policies, and processes to affect defined organizational outcomes and mitigate risk. Ensures compliance with all applicable Federal, State, country, and local labor employment laws in the countries in which we operate, including, but not limited to DOL, EEO, ADA, FMLA, FLSA, ERISA, OSHA, workers’ compensation/DBA, etc. Leads efforts to streamline human capital management workflows, data collection and analysis, communications, and reporting to increase the efficiency of the function. Guides the design, implementation, and testing of all human capital-related technology to achieve improvements in established goals and outcomes. Directs the execution of standard and customized data analysis and reports useful to senior management. Provides active, intentional leadership to the human capital management staff; provides timely positive and constructive feedback; monitors the accomplishment of team and individual goals and objectives; fosters an environment of continuous learning consistent with the needs of the organization, team, and individual staff members. Acts as the Chief Ethics Officer with responsibility for overseeing the organization's ethical standards and practices, ensuring compliance with laws and regulations, promoting ethical behavior among employees, and developing policies and training programs to foster an ethical corporate culture.

Qualifications:
• Bachelor’s degree in human resources management or related field, Master’s Degree preferred.
• Minimum of 10 years of progressive human capital management experience at an international non-profit or non-governmental organization.
• Minimum of 5 years in a significant senior management role; resolving complex employee relations issues globally.
• Strong understanding of global engagements, experiences and perspectives.
• Strong track record of understanding and collaborating on DEI initiatives at a global level.
• Experience must include demonstrated ability to provide strategic human resources leadership across the organization to management and staff at all levels as well as guidance to executives in support of the organization’s mission. Demonstration of critical thinking and analytical skills is essential.
• Demonstrated, advanced knowledge of leading and proven human resources/human capital management principles and practices including those about talent management, organizational development, diversity and inclusion, performance management, labor relations, and employee communications, with demonstrated knowledge of applicable laws and regulations governing these areas.
• Proven track record of advancing a corporate culture and successfully leading significant change management initiatives.
• Proven ability to conceptualize, lead, implement, and monitor broad human resources-related programs and initiatives in the context of broader business/organizational objectives.
• MS Office Suite, HRIS knowledge, and other software knowledge to utilize a database and produce requisite reports.
• Professional Human Resources Certification(s) strongly preferred.

Personal Characteristics Desired:
• Well-developed and highly effective listening, communication, presentation, and persuasive skills, including the ability to receive, process, and present both strategic and tactical information to diverse audiences while maintaining effective, collaborative relationships with all stakeholders including members of the Board of Directors, outside organizations, vendors, business leaders, management, and staff.
• Demonstrated ability to balance accountability with emotional intelligence when interacting with staff at all levels; must demonstrate sensitivity with staff representing all areas of diversity, including race, ethnicity, ability, age, sexual orientation, and religious beliefs/faith practices.
• Excellent conceptual, verbal, and written communication skills.
• Excellent client management and business literacy skills.
• Strong conflict management, interpersonal, and negotiation skillsets.
• Ability to develop strong trusting relationships to gain support and achieve results.
• Effectively envision, develop, and implement new strategies to address competitive, complex business issues.
• Ability to manage employees in multiple locations and countries.
• Ability to manage multiple conflicting priorities.
• Ability to work in an environment with international objectives.
• Ability to be flexible and have interpersonal skills to interact with employees at all levels.

CNFA IS PROUD TO BE AN EQUAL OPPORTUNITY EMPLOYER
It is the policy of CNFA to provide equal employment opportunity to all persons, regardless of age, race, religion, color, national origin, gender identity, genetic information, sex, sexual orientation, political affiliation, marital status, non-disqualifying physical or mental disability, membership or non-membership in an employee organization, veteran status, or on the basis of personal favoritism or other non-merit factors, except where otherwise provided by law.

REASONABLE ACCOMMODATION & CONTACT INFORMATION
CNFA provides a reasonable accommodation to qualified individuals with disabilities. Please contact the CNFA Home Office Human Resources Department via email at accomodation@cnfa.org or via phone at 202-296-3920 if you require a reasonable accommodation to apply for a job with us.

Application Submission
Recruitment for this role is managed by Stanton Chase. Interested candidates should directly contact:

Iris Drayton-Spann, Managing Director
Stanton Chase DC
(O): 202-248-5088
Email: i.draytonspann@stantonchase.com

Prianka Maharaj, Talent Acquisition Specialist
Stanton Chase DC
(O): 202-248-5088
Email: p.maharaj@stantonchase.com