Vice President of People & Culture

Summary

Join Woodwell Climate as the Vice President of People & Culture (VPPC). In this role, you will serve as a strategic, collaborative, and forward-thinking leader responsible for aligning human resources initiatives with our mission, core values, and strategic plan. You will play a pivotal role in establishing professional workplace standards, elevating managerial capabilities, and fostering a culture of accountability, constructive feedback, and mutual respect. As the leader of the P&C department, you will modernize operational infrastructure and support high-performing staff during an important phase of organizational growth. This position reports directly to the Chief Operating Officer (COO).

Strategic Leadership & Advisory

• Act as a trusted advisor to executive leadership, department managers, and the Board of Directors.
• Partner with the COO, President’s Office, and Senior Management on organizational design, management issues, and operational alignment.
• Present workforce analytics, policy updates, and progress on strategic P&C initiatives to senior leadership and the Board.
• Manage the P&C department budget, strategic planning, and annual work plan objectives.
• Partner with the President’s Office to develop internal communications that reflect organizational mission, vision, and core values.

Culture, Engagement & Belonging

• Foster an inclusive, supportive, and engaging work environment focused on staff well-being, trust, and mutual respect.
• Establish and champion modern guidelines for workplace norms, professional conduct, communication, and business etiquette.
• Integrate principles of diversity, equity, accessibility, and belonging (DEAB) across all P&C policies, hiring practices, and the employee lifecycle.
• Drive engagement and retention initiatives to effectively manage organizational growth and enhance the staff experience.

Talent Management & Employee Lifecycle

• Guide and mentor the P&C team to continuously improve department workflows and core HR functions.
• Oversee workforce and succession planning to align staffing with organizational goals and develop internal talent.
• Direct the strategy and execution of performance management, professional development frameworks, and manager training.
• Identify human resources trends to introduce innovative and supportive workplace programs.

Compliance, Policy & Risk Management

• Ensure operational efficiency, regulatory compliance, sound risk management, and data-informed decision-making.
• Develop, review, and refine institutional policies, employee handbooks, and operational procedures.
• Approve policies developed within various sub-functions and departments.
• Oversee HRIS operations and integrated software platforms (e.g., ADP Workforce Now, Thinkzoom) to streamline processing and analyze metrics.
• Serve as the primary liaison to outside legal counsel on employment matters and advise leadership on employment contracts.
• Manage complex employee relations with empathy, fairness, strict confidentiality, and discretion.

Knowledge, Skills and Abilities

• Executive Presence & Advisory: Proven track record collaborating with executive teams, senior departmental leaders, and a Board of Directors, ideally within a non-profit, scientific, research, or engineering organization.
• Change Management & Adaptability: Demonstrated success leading change management initiatives with a highly distributed workforce; highly comfortable navigating ambiguity and resolving issues across functional boundaries.
• Strategic & Operational HR Expertise: Deep knowledge of succession planning, workforce planning, policy formulation, non-profit compliance, compensation and benefits structures, and organizational risk management.
• Inclusive Leadership: Proven ability to build collaborative, fair, and supportive workplace cultures where diverse perspectives are welcomed and integrated into daily operations.
• Culture Elevation & Professionalization: Proven success in coaching growing teams through organizational maturity—establishing workplace norms, elevating professional standards, and instilling a culture of accountability without sacrificing mission dedication.
• Manager Training & Development: Demonstrated ability to train, mentor, and empower managers (especially those from non-traditional or academic backgrounds) on effective supervision, performance management, and empathetic leadership.
• Communication & Interpersonal Skills: Exceptional written, verbal, and presentation skills—capable of drafting executive memos, staff-wide communications, and reports for senior leadership.
• Organizational Rigor: Highly detail-oriented and organized with the ability to manage competing priorities, meet deadlines, and deliver accurate results independently and as a team player.
• Proficient with following tools and applications: ADP Workforce, Payroll systems, Learning Management Systems (eg ThinkZoom), Performance Management Tools and Microsoft Office Suite and/or Google Workspace Proficiency in leveraging HRIS operations and integrated software platforms.
• Ability to handle sensitive and confidential matters with absolute integrity.
• Budgetary Management: Ability to effectively own and manage departmental budgets, strategic planning, and annual work plan objectives.

Qualifications

• 8+ years of managerial experience within human resources
• 15+ years Human Resource experience
• Bachelor’s degree in Human Resources, Human Resource Management (HRM), Business Administration or related field
• Master’s degree in Human Resource Management or related field preferred
• SPHR/SHRM-SCP preferred

Position requires a hybrid schedule, requiring 3-4 days per week at the Center.