Job Opening: Vice President, Human Resources – Washington, DC

The Vice President of Human Resources (HR) supports the Executive Vice President (EVP) of People and Culture by providing executive-level leadership to ensure high performance, strong team culture, and guidance across all the verticals in HR operations. The Vice President is a strategic business partner responsible for building credibility as an HR expert within the organization and ensuring that UNCF’s employment practices and Human Resources programs and functions are congruent with the organization’s core values and are compliant with all state and federal legal requirements.

The Vice President has an important role in building human capital strategies and driving the tactical execution of programs and practices that align with its mission and help support its goals. The incumbent will lead a team of human resources professionals, focusing on the areas of recruitment, compliance, employee relations, performance management, compensation, benefits, training, development, and payroll for the organization. The Vice President will be responsible for setting, enforcing, and evaluating legally compliant human resources policies, procedures, and best practices, as well as identifying and implementing long-range strategic talent-management goals.

Primary Responsibilities and Duties


  • Develop and socialize strategic direction, vision and actionable goals that better align the development and implementation of HR programs, practices, and policies in support of the organization.
  • Spearhead talent-management strategies to support the organization’s long-term mission and goals.
  • Build organizational capability through the development and implementation of programs designed to create and build a culture of stellar leaders, managers, and supervisors aimed at achieving greater employee effectiveness and engagement.
  • Inspire management and staff to promote excellent performance in self and others.
  • Embody the organization’s core values through the work of self and others.
  • Experience partnering with, influencing, and acting as a trusted advisor as well as in supporting cross functional and organizational change initiatives.


  • Facilitate communication and decision-making necessary to the management of full cycle recruiting processes; identify opportunities and lead improvement initiatives related to employment brand management, candidate sourcing, interviewing best practices, and candidate evaluation.
  • Creatively engage in designing and implementing inclusive recruiting strategies that mirror the needs of each department.
  • Review and approve all hiring decisions including salaries, benefits, degree verification, background checks and references. Assess job descriptions to evaluate appropriate job level.
  • Develop and monitor performance metrics for recruitment.

Compensation and Benefits

  • Work with the EVP to design and execute all compensation program elements to include merit increases, salary adjustments, promotions, incentives, and benefit offerings.
  • Develop and deliver compensation and benefits strategies that align with competitive market data and best practices, serve as attraction and retention tools, align with UNCF’s culture and values, and are competitive and cost-effective.
  • Conduct annual equity assessments and recommend adjustments to EVP for approval.
  • Oversee annual benefits renewal process and cost assessment with broker to ensure competitive coverage with minimize cost impact to employees and organization.
  • Promote 403(b) retirement plan to organization. Ensure plan requirements are executed accurately and timely.

HRIS and Reporting

  • Manage a data-driven approach to identify and track key performance indicators for the human resources function.
  • Oversee staff responsible for maintaining accurate data within our Human Resources Information System (HRIS) and periodically consider enhancements/upgrades needed for the system and/or major changes in the system itself.
  • Oversee the production of reports for management to help assess their operation and guide decision-making.

Policy Management and Compliance

  • Responsible for developing, training, enforcing, and evaluating legally compliant human resources policies, procedures, and best practices.
  • Ensure policies are updated timely and effectively communicated to the organization.
  • Ensure compliance with employment, benefits, payroll, insurance, safety, and other laws, regulations, and requirements, including I-9 Form; Benefits Form 5500 submissions; ACA 1095-C & 1094-C Tax Forms; W-2; Annual Notices (403 (b) benefits; Retirement Plan Non-Discrimination Testing; Form 990 Compensation Schedule), etc.
  • Partner with Finance Team to ensure the smooth operations of the organization, on matters including Salary and Benefits budget management; 403(b) Retirement Plan Compliance; Payroll; ADP WFN Management; Financial Audit.

Performance Management

  • Work closely with the department managers to develop goals and objectives along with a performance review program, that helps stakeholders understand the elements of satisfactory employee performance and performance management.
  • Implement and monitor processes that measure the effectiveness of performance management systems.
  • Partner with HRIS to pull talent analytics to measure performance and utilize data to inform senior leadership.
  • Design effective engagement strategies with a focus on retention of high performers, high potentials, and key contributors. Measure, track, and improve employee engagement and retention.

Professional Development and Training

  • Build a strong employee development framework including career paths, training program, recognition, and promotion activities.
  • Deliver training programs against the strategy including learning for new managers.
  • Establish innovative and “on-target” approaches for coaching, talent planning, and performance management.
  • Work with the EVP and Leadership Team to lead succession planning initiatives across the organization.

Employee Relations

  • Coach and support employees toward the resolution of problems they bring to the attention Human Resources.
  • Coach and counsel managers on how to operate within the parameters of organizational policy and employment law.
  • Educate employees, managers, and leaders at all levels about changes in the organization’s policies and practices.
  • Oversee investigations concerning employee grievances, misconduct, disruptive behaviors, and workplace violations; coach managers the appropriate level of corrective disciplinary action when required.
  • Anticipate and resolve litigation risks. Work with the legal department to resolve potential legal risks.


  • Financial and budgetary responsibility for payroll operations and accurate employee gross to net calculations, year-end processing, and W2 generation.
  • Periodic review of payroll related tasks to include functions such as processing time records, compiling payroll statistics, maintaining payroll control records, and calculating payroll.
  • Accountable for audit and compliance results and resolutions for Payroll and HR systems and processes.
  • Identify cross-functional HR opportunities to improve interaction, efficiency, and effectiveness across other HR operational areas (HRSC, Payroll, HR Shared Services).


  • Work with EVP on annual budgeting process, strategic planning decisions, and initiative prioritization.
  • Manage and oversee the organization’s staffing and Human Resources department budgets.
  • Monitor actual versus forecasted financial results and share observations with the EVP.

Organizational Change Initiatives

  • Consult, plan, and design change initiatives with leadership that align with the effective delivery of activities to increase the effectiveness of the organization.
  • Establish measurable goals and objectives to create a culture of accountability, continuous experimentation, and improvement.

Safety and Security

  • Assist, as assigned by management, with the organization’s emergency and disaster efforts.

Supervisory Responsibilities

Direct supervision of several directors and other professionals.


A master’s degree preferred and 15+ years of progressive Human Resources leadership experience. The qualified candidate will also possess:

  • Demonstrated experience in HR strategic planning and execution, specifically tied to business strategies and objectives.
  • Strong business acumen as well as financial literacy and proven ability to leverage HR Analytics for data driven decision making.
  • Demonstrated excellent verbal and written communication skills.
  • A results-oriented and passionate leader to drive business results through managing human capital while maintaining the highest ethical standards.
  • A track record of execution and delivery combined with instilling a sense of accountability is important.
  • Strong influencing skills and the ability to act as the company advocate.
  • The successful candidate must be a proven change agent capable of inspiring a team and building effective relationships across the business to drive results.
  • A consummate team player and a decisive and engaging leader who effectively works across the senior leadership team and the rest of the organization.
  • Demonstrated outstanding interpersonal, meeting facilitation, and organizational skills.

Compensation and Benefits

  • Medical, Dental & Vision
  • Vacation, Sick & Personal Leave
  • Life Insurance (Basic & Optional)
  • Flex Spending Accounts
  • 403(b) Retirement Account
  • Holiday Savings Plan

Salary is commensurate with experience, and for the Headquarters location in Washington DC.


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About UNCF

The United Negro College Fund (UNCF), the nation’s largest and most effective minority education organization, has been an engine of minority educational achievement for more than 70 years. UNCF’s mission is to build a robust and nationally recognized pipeline of black students who, because of UNCF support, become highly qualified college graduates. UNCF is committed to closing the educational attainment gap between African Americans and other populations by increasing postsecondary access and success for students from underrepresented groups, particularly low-income and first-generation students.