Senior Vice President, People and Culture

Job Description

Job Description

Jewish Vocational Service (JVS) is a nonprofit human services organization committed to empowering individuals with the skills and connections they need to succeed in the workforce. We serve tens of thousands of people annually across Greater Boston — immigrants, refugees, individuals with disabilities, and others facing barriers to employment — through job training, adult education, and employer partnerships.

JVS is strongly committed to diversity and a workplace environment that respects, appreciates, and values employee differences and similarities. We believe that a culture grounded in equity and belonging makes us stronger — for our staff, our clients, and the communities we serve.

THE OPPORTUNITY

This is a rare opportunity to serve as a senior executive and culture steward at one of Greater Boston’s most impactful nonprofits. The SVP of People and Culture is a strategic thought partner to the CEO and Executive Team — a hands-on working leader who personally owns the full arc of the people function, from vision to execution.

You will shape how JVS attracts, develops, and retains the mission-driven talent that powers our work. You will build and lead a high-performing People & Culture team, embed equity into every employee lifecycle practice, and serve as the internal conscience and culture steward of the organization.

KEY RESPONSIBILITIES

Strategic Leadership & Executive Partnership

• Serve as a trusted advisor to the CEO and Executive Team on people, culture, and organizational health.
• Co-develop and drive the multi-year People & Culture strategy aligned with JVS’s organizational plan.
• Represent the People & Culture function at the Executive Team level and, as appropriate, to the Board of Directors.
• Provide candid, courageous counsel on sensitive people matters, organizational dynamics, and cultural health.

Organizational Design & Workforce Planning

• Lead workforce planning in partnership with the CEO, program leaders, and Finance.
• Design and evolve organizational structures, job architectures, and role accountabilities.
• Advise on executive transitions, succession planning, and leadership pipeline development.

Talent Acquisition & Retention

• Oversee with P&C Team, the full-cycle recruiting strategy, ensuring JVS attracts a diverse, mission-aligned workforce at all levels.
• Design and lead retention strategies grounded in data: turnover trends, engagement signals, and compensation benchmarking.
• Build and sustain an employer brand that reflects JVS’s culture and values.

Employee Relations & HR Operations

• Personally handle or directly oversee complex, high-risk employee relations matters, including investigations and terminations.
• Ensure consistent, equitable application of HR policy and practice across all levels and departments.
• Maintain deep working knowledge of employment law and ensure compliance with all applicable federal, state, and local regulations.

Total Rewards & HRIS

• Lead design and administration of competitive, equitable total rewards programs (compensation, benefits, recognition).
• Oversee salary administration, pay equity analysis, and compensation benchmarking.
• Ensure the HRIS platform (ADP) is well-managed and leveraged for meaningful analytics and reporting.

Learning, Development & Performance

• Lead design and delivery of fair, developmental performance management processes.
• Oversee leadership development and manager capability programs; manage the organization’s LMS.

Diversity, Equity, Inclusion & Belonging (DEI&B)

• Lead with HRBP and P&C Team, and drive JVS’s DEI&B strategy, embedding equity across all employee lifecycle practices.
• Champion Employee Resource Groups (ERGs) and partner with external DEI consultants to implement sustained cultural change.

Team Leadership

• Directly lead, mentor, and develop the People & Culture team.
• Foster strong cross-functional relationships with Finance, Programs, Development, and Operations.
• Champion continuous improvement in HR processes with a focus on efficiency, consistency, and equity.

QUALIFICATIONS

Required

• Bachelor’s degree in Human Resources, Organizational Development, Business Administration, or related field; or 15+ years of directly relevant senior HR leadership experience in lieu of degree.
• 10+ years of progressively responsible HR experience, including at least 5 years in an executive or senior HR leadership role (VP, SVP, or CHRO-equivalent).
• Demonstrated experience as a true thought partner and advisor to a CEO or executive leadership team.
• Proven track record as a working leader: personally engaged in ER investigations, executive recruitment, compensation design, and culture initiatives.
• Deep expertise across the full HR function: talent acquisition, total rewards, employee relations, organizational design, HRIS, DEI&B, and learning & development.
• Experience in a nonprofit, human services, workforce development, healthcare, or similarly mission-driven organization strongly preferred.
• Strong knowledge of employment law and HR best practices at the federal, state (Massachusetts), and local levels.
• Excellent communication skills with the ability to engage authentically at all levels, present to the Board, and navigate sensitive conversations with clarity and care.
• Commitment to JVS’s mission and values; ability to work effectively across diverse communities.

Preferred

• SHRM-SCP, SPHR, or equivalent senior HR certification.
• Graduate degree (MBA, MPA, MA in Organizational Development, or equivalent).
• Experience building DEI infrastructure, including ERGs, external consulting partnerships, and equity audits.
• Familiarity with workforce development, multi-site service delivery, or government-funded environments.
• Experience with HRIS platforms such as ADP Workforce Now or comparable systems.

KEY COMPETENCIES

• Thought Partnership & Strategic Influence — Sound judgment and genuine partnership that shapes strategy, not simply implements it.
• Hands-On Leadership — Personally engaged in complex situations, hiring decisions, and culture moments alongside effective delegation.
• Organizational Effectiveness — Diagnoses and addresses structural, cultural, and people-related barriers to performance.
• Equity & Inclusion — Integrates DEI&B into every facet of HR practice with both courage and care.
• Data-Driven Decision Making — Uses HR analytics and market benchmarks to drive people investments and measure organizational health.
• Culture Stewardship — Actively shapes and protects organizational culture; models JVS values.
• Interpersonal Effectiveness & Credibility — Builds trust across all levels with high discretion, self-awareness, and emotional intelligence.

HOW TO APPLY

JVS is an equal opportunity employer committed to maintaining a work and learning environment free from discrimination. We welcome applications from candidates of all backgrounds.

Applications will be reviewed on a rolling basis. We encourage early submissions.

JVS is strongly committed to diversity and a workplace environment that respects, appreciates and values employee differences and similarities. By providing and supporting a work culture that fosters and builds upon diversity and its strengths, JVS will better serve our local communities and continue to provide quality services.

JVS is an employment at-will organization and an equal opportunity employer committed to maintaining a work and learning environment free from discrimination on the basis of sex, race, color, religion, national origin, pregnancy, gender identity, sexual orientation, marital/civil union status, ancestry, place of birth, age, citizenship status, veteran status, political affiliation, genetic information or disability, as defined and required by state and federal laws. Additionally, JVS prohibits retaliation against an applicant or employee because he or she has engaged in protected activity under the statutes prohibiting discrimination in the workplace.

We may use artificial intelligence (AI) tools to support parts of the hiring process, such as reviewing applications, analyzing resumes, or assessing responses and identifying potential inconsistencies or verification signals in application materials based on available information. These tools assist our recruitment team but do not replace human judgment. Final hiring decisions are ultimately made by humans. If you would like more information about how your data is processed, please contact us.