Vice President, People & Culture - Social Services

Overview

Our client, a mission-driven nonprofit organization in Illinois is seeking an exceptional Vice President to lead their People & Culture – function. This organization provides residential, vocational, and community-based services for individuals with intellectual and developmental disabilities.

The ideal candidate will possess strong communication skills, excellent collaboration abilities, and the capacity to navigate complex organizational relationships while maintaining the highest standards of HR excellence.

Key Responsibilities

Strategic Leadership & Transformation

• Partner with the CEO and leadership team to develop and implement a three-year strategic HR plan supporting organizational goals
• Serve as the lead architect for workplace culture initiatives, evolving the organization into an "employer of choice"
• Lead HR initiatives that enhance operational efficiency, employee performance, and organizational culture
• Serve as primary liaison to the Board HR Committee, preparing presentations and strategic reports
• Manage HR department budget and resources strategically

Change Management & Culture Building

• Act as facilitator and consensus-builder across the Senior Leadership Team, ensuring high buy-in for HR initiatives
• Bridge communication gaps between shifts, departments, and leadership levels
• Establish structured "stay-interview" and culture audit programs to proactively identify and address employee needs
• Design and implement employee recognition programs and engagement strategies
• Foster a culture where employees feel valued, supported, and connected to the mission

Process Engineering & Systems Optimization

• Conduct comprehensive audit of all HR workflows to eliminate redundancies and improve service delivery speed and quality
• Fully leverage Paycom HRIS to transition from manual tracking to data-driven decision-making
• Provide leadership with real-time dashboards on workforce health and key metrics
• Ensure standardization of personnel policy application across the organization for equitable treatment
• Identify and implement technology solutions for HR process improvements

Data-Driven Accountability & Financial Stewardship

• Partner with CEO and Controller to analyze labor data (overtime, agency usage, turnover) and hold department heads accountable for staffing efficiencies
• Develop comprehensive reports on turnover, retention, compensation, and workforce planning
• Create and maintain dashboards for ongoing monitoring of critical HR indicators
• Drive measurable reduction in reliance on temporary agency labor
• Use data analytics to measure effectiveness of HR programs and calculate ROI on technology investments

Talent Acquisition & Retention

• Develop multi-year recruitment and retention roadmap addressing unique challenges of Direct Support Professional (DSP) workforce
• Oversee full recruitment lifecycle from job posting through onboarding
• Design competitive compensation and benefits programs
• Create and implement succession planning for key positions
• Establish metrics to evaluate recruitment effectiveness and retention outcomes

Labor Relations & Legal Compliance

• Serve as primary contact for union negotiations and contract administration in unionized environment
• Manage grievance process and represent organization during arbitration proceedings
• Manage organization's response to employment-related legal matters, working with external counsel when needed
• Ensure compliance with federal, state, and local employment laws (IDPH, OSHA, HIPAA, DCFS requirements)
• Train managers on contract interpretation, compliance, and conflict resolution

Performance Management & Accountability

• Transform performance management system from annual reviews to continuous feedback model
• Tie individual and departmental goals directly to organizational strategic KPIs
• Lead high-accountability performance culture while maintaining supportive employee environment
• Collaborate with Training Director to align HR strategies with professional development initiatives
• Ensure organizational succession planning and leadership development

Employee Relations & Risk Management

• Conduct investigations of employee concerns and complaints with confidentiality and sound judgment
• Coach managers on employee relations issues and conflict resolution
• Develop and implement programs supporting employee inclusion, wellness, and mental health
• Lead proactive safety and Workers' Compensation strategy to reduce claim frequency and severity
• Oversee compensation, benefits administration, payroll accuracy, and claims management

Requirements

• Bachelor's degree in Human Resources, Business Administration, or related field
• Minimum 10 years progressive HR experience with at least 5 years in a senior management role
• Proven experience in healthcare, residential care, or similar 24/7 operating environments
• Experience with unionized environments required
• Demonstrated success as a change agent leading cultural transformation and organizational development
• Strong process engineering and systems optimization capabilities
• Advanced data analysis skills with ability to create dashboards and translate data into strategic insights
• Exceptional communication skills with ability to influence and build consensus across all organizational levels
• Proven ability to navigate complex power dynamics and stakeholder relationships
• Strategic thinker with strong execution skills and ability to balance strategic planning with day-to-day operations
• Experience managing diverse HR teams
• Proficiency with HRIS systems (Paycom experience highly valued)
• Demonstrated commitment to mission-driven work and organizational values
• Ability to thrive under pressure in demanding, fast-paced environments
• Strong ethical standards and emotional intelligence

Preferred Qualifications

• Juris Doctorate (J.D.) strongly preferred - Legal background highly valued for compliance and risk management
• Master's degree in HR, Organizational Development, or MBA
• SHRM-SCP or SPHR certification
• Experience in nonprofit or mission-driven organizations
• Background working with intellectual and developmental disabilities service sector or vulnerable populations
• Familiarity with healthcare-specific compliance (OSHA, HIPAA, DCFS, IDPH)
• Experience with multiple locations and 150+ employee organizations
• Track record of long-term tenure (5+ years) in previous leadership roles
• Experience reducing reliance on temporary/agency labor

Benefits

• Salary Range: $130,000 - $150,000 annually (commensurate with experience and qualifications)

• Comprehensive healthcare coverage
• 401(k) retirement plan
• Paid time off and holidays
• Professional development opportunities
• Supportive, mission-driven work environment

Equal Employment Opportunity and Non-Discrimination Policy

Equal Employment Opportunity Statement: Both Keller Executive Search and our clients are Equal Opportunity Employers. For all positions, whether with Keller Executive Search or our clients, qualified applicants will receive consideration for employment without regard to race, skin color, religion, sex, sexual orientation, gender identity, gender expression, national origin, age, protected veteran status, disability, genetic information, or any other legally protected status.

Commitment to Diversity: Keller Executive Search and its clients are committed to fostering a diverse and inclusive work environment where all individuals are valued and respected.

Reasonable Accommodations: Both Keller Executive Search and our clients are committed to providing reasonable accommodations to individuals with disabilities and pregnant individuals. We engage in an interactive process to determine effective, reasonable accommodations.

Compensation Information: For client positions, compensation information is available in the job post. If not provided, it will be shared during the interview process in accordance with applicable laws. When required by law, salary ranges will be included in job postings. Actual salary may depend on skills, experience, and comparison to current employees in similar roles. Salary ranges may vary based on role and location.

Compliance with Laws: Both Keller Executive Search and our clients comply with federal, state, and local laws governing nondiscrimination in employment. This policy applies to all employment terms and conditions, including recruiting, hiring, placement, promotion, termination, layoff, recall, transfer, leaves of absence, compensation, and training.

Workplace Harassment: Both Keller Executive Search and our clients expressly prohibit any form of workplace harassment based on race, skin color, religion, gender, sexual orientation, gender identity or expression, national origin, age, genetic information, disability, or veteran status.

E-Verify Participation: Keller Executive Search and/or our clients may participate in E-Verify. Information about E-Verify participation will be provided during the application process where applicable.

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Colorado, Nevada, New York City, California, and Washington Residents: Compensation information is available in the job post or will be provided during the interview process if not initially available.
Both Keller Executive Search and our clients are committed to pay equity and conduct periodic pay equity analyses in accordance with applicable laws.

State-Specific Information:

Rhode Island: We do not request or require salary history from applicants.
Connecticut: We provide wage range information upon request or before discussing compensation.
New Jersey: We do not inquire about salary history unless voluntarily disclosed.

Veteran Status: Both Keller Executive Search and our clients provide equal employment opportunities to veterans and comply with applicable state laws regarding veteran preference in employment. If you are a veteran, please inform us during the application process.

Use of Artificial Intelligence in Recruitment: Keller Executive Search and our clients may use artificial intelligence (AI) tools to assist in the recruitment and candidate evaluation process. These tools are used exclusively to support human decision-making by helping to review and assess candidate qualifications and materials. AI is never used to automatically reject, disqualify, or make final hiring decisions about candidates. All AI-assisted evaluations are reviewed by experienced recruitment professionals, and all hiring decisions are made by qualified human recruiters. Our use of AI is designed to enhance fairness, consistency, and efficiency while maintaining our commitment to equal employment opportunity and non-discrimination principles. 

Genetic Information: In accordance with federal and state laws, both Keller Executive Search and our clients do not discriminate based on genetic information. We do not request or require genetic information from applicants or employees, except as permitted by law.

Local Laws: Both Keller Executive Search and our clients comply with all applicable local laws and ordinances regarding employment practices in the areas where we operate.

Note: This job posting may be for a position with Keller Executive Search or one of our clients. The specific employer will be identified during the application and interview process. Employment laws and requirements may vary depending on the employer and location.