VICE PRESIDENT OF HUMAN RESOURCES

WASHINGTON, DC

 ABOUT KIND

Kids in Need of Defense (KIND)is a global leader in the protection of unaccompanied refugee and migrant children. Launched in 2008, KIND champions a world in which every child’s rights and well-being are protected throughout their journey to safety. KIND has provided nearly 18,000 children with high-quality representation in their immigration proceedings by training more than 41,000 attorneys and legal staff and cultivating partnerships with over 600 law firms, corporate legal departments, law schools, and bar associations across the country.

KIND’s social services program ensures that migrant and refugee children – who have often endured trauma – receive counseling, educational support, medical care and other comprehensive services.

To address the root causes of child migration from Central America and strengthen the protection of unaccompanied children, KIND advocates for policy changes and educates lawmakers, the media, and the broader public on the conditions that drive these children to flee their home countries. KIND supports children returning to their home countries by connecting them to essential support services and sponsors gender-based violence prevention programs in Central America to protect children in countries of origin and transit.

KIND is also building upon its expertise in the protection of unaccompanied children to encourage the development of pro bono initiatives across Europe in partnership with European NGOs.

Based in our Washington, DC headquarters, KIND has retained Nonprofit HR to conduct the search for their Vice President of Human Resources. KIND is seeking an experienced individual to join the senior leadership team and lead our human resources activities.  We are searching for a dedicated individual with a passion and commitment for uniting their talent and expertise with the growing needs of unaccompanied migrant children navigating the US immigration system alone.

KIND offers a competitive benefits package including medical, dental, and vision insurance; short and long-term disability; life insurance; flexible spending accounts for medical and transportation; 403(b) with organizational match; as well as voluntary benefits, including prepaid legal services and pet insurance. In addition, KIND offers generous leave benefits including paid vacation and sick days, paid holidays, and paid parental leave.

KIND places great emphasis on providing employees the ability to balance their professional and personal responsibilities. Flextime, telecommuting, parental leave, and wellness activities are some of the benefits that promote this value—and we are consistently searching for ways to support our staff’s ability to enjoy successful and fulfilling careers while taking care of themselves and their families.

POSITION DESCRIPTION

Reporting to the Executive Vice President, the Vice President of Human Resources—a member of the Operations Team—manages all aspects of the employment life cycle for KIND’s 180+ nationally dispersed workforce.  The individual is responsible for leading, developing, managing, and continuously improving the Human Resource function in accordance with the policies and practices of KIND, the ethical and social consciences of business and society, and the laws, regulations and administrative rulings of governmental organizations and other regulatory and advisory authorities and organizations.  In collaboration with the Executive Vice President, the individual will also be responsible for the strategic human resource planning to provide the organization with the best people talent available and to position the organization as the employer of choice by being aware of policies, practices and trends within the industry.  Based in KIND’s Washington, DC and headquarters the Vice President of Human Resources serves as a member of the senior management team.

EDUCATIONAL & EXPERIENCE REQUIREMENTS

A minimum of 10-15 years of proven human resources experience with a minimum of 5 years in a senior-level role and preferred emphasis in employee relations in a nonprofit environment; a bachelor’s degree in human resources or business management; master’s degree in business, human resources, or related concentration and SPHR certification is strongly preferred; SHRM-SCP certification or ability to obtain certification within 12 months of hire.

REQUIRED SKILLS

• Possess a strategic approach to human resource management and the ability to maintain progress towards established goals and objectives;
• Business acumen and the ability to work across organizational components to integrate human resources functions;
• Strong interpersonal skills and the ability to build rapport with the staff at all levels within the organization;
• Experience with federal contract compliance as it relates to human resources functions;
• Exceptional written and oral communication skills;
• Excellent organizational skills; ability to work on multiple projects in a deadline-oriented environment;
• Experience and familiarity with payroll processing and management;
• Strong technological skills, including proficiency in Microsoft Office.

SALARY RANGE 

Commensurate with education & experience.

REPORTS TO

Executive Vice President, Operations

SUPERVISORY RESPONSIBILITIES

Human Resources Associate

PRIMARY RESPONSIBILITIES

Leadership and Talent Management

• Participates in the development of the organization’s plans and programs as a strategic partner, but particularly from the perspective of the impact on people.
• Directs the development and implementation of organizational programs including recruitment strategies, employee orientation and training programs, benefits programs, policies and guidelines, equal opportunity employment programs, and employee records and documentation policies.
• Ensures that organizational talent acquisition and management including recruitment and retention programs are innovative and competitive in the market.
• Designs and implements integrated talent management solutions including, coaching, performance reviews, and leadership development.
• Translates the strategic and tactical business plans into HR strategic and operational plans.
• 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 progress of high potential employees and identifies positions that provide quality developmental opportunities; fosters a culture that integrates succession planning across the organization.

Workplace Culture Management

• Develops, directs and monitors strategies aimed at maintaining a healthy workplace culture including strategies, programs and initiatives related to employee communications, 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.
• Establishes credibility throughout the organization to be an effective listener and problem solver of people issues.
• Proactively and effectively addresses components of workplace culture that impede organizational and individual effectiveness in a manner consistent with the organization’s values.
• Serves as employee relations leader with a commitment to guide the organization’s people’s decisions to avoid unnecessary adverse risks and lawsuits.
• 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.

 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, and local employment laws including, but not limited to EEO, ADA, FMLA, FLSA, ERISA, workers’ compensation, 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 in order 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 resources staff; provides timely positive and constructive feedback; monitors the accomplishment of the team and individual goals and objectives; fosters an environment of continuous learning consistent with the needs of the organization, team and the individual staff member.
• Lead in the planning and implementation of our annual virtual all-staff retreat.
• Performs other duties as required.

WORKING CONDITIONS

Work is generally performed within the office environment and includes regular interaction via phone and email with KIND’s national team.

TRAVEL

Position requires regular travel to KIND field offices throughout the year.

 TO APPLY

Applications, including a cover letter, resume, writing sample and salary requirements, should be submitted online to: Yvonne Rivera, Director, Talent Acquisition, Nonprofit HR, [email protected].

Applications should be submitted as soon as possible and will be considered on a rolling basis until the position is filled. Applicants selected for interviews will be duly notified. Please no inquiries or phone calls.

KIND is an EOE committed to inclusive hiring and dedicated to diversity in both its staff and work. The selected applicant will be asked to undergo a background check before acceptance of the final offer.