Vice President of People and Culture

Position Summary

The Vice President of People and Culture serves as the organization's senior human resources executive and a key member of the leadership team, reporting directly to the Chief Executive Officer. This is a highly visible leadership role that requires the ability to balance long-term organizational strategy with the day-to-day realities of supporting approximately 200 employees across five locations. The ideal Vice President of People and Culture is an accomplished HR leader who combines strategic leadership, technical HR expertise, emotional intelligence, and a genuine commitment to mission-driven work.

About Second Harvest Food Bank of Central Florida

Second Harvest Food Bank of Central Florida, a member of Feeding America, is a $200 million non-profit, the region's largest hunger-relief organization. With five locations serving seven Central Florida counties, including Brevard, Lake, Marion, Orange, Osceola, Seminole, and Volusia, Second Harvest works alongside more than 800 nonprofit feeding partners to provide approximately 300,000 meals each day to neighbors facing hunger. We are seeking an experienced and service-centered Vice President of People and Culture to lead our organization's human resources strategy and strengthen the culture that enables our people and mission to thrive.

Work Hours

Monday - Friday: The position may require flexibility to address time-sensitive employee relations matters, organizational priorities, or operational needs outside regularly scheduled business hours.

Travel

Occasional travel to other Food Bank locations, community partner sites, professional meetings, or conferences may be required based on organizational needs

Responsibilities

Executive Leadership

• Serve as a trusted strategic advisor to the CEO and executive leadership team to establish organizational priorities and leadership expectations
• Use HR data, workforce trends, and sound judgment to translate organizational strategy into practical workforce priorities and initiatives
• Represent the interests of the organization while maintaining a strong commitment to employee experience and well-being through leading a team of 3-4 human resources professionals providing excellent service

Training, Leadership Development and Succession Planning

• Provide managers and supervisors with practical training in people management, coaching, performance management, employee relations, communication, and employment practices
• Partner with the CEO and executive leadership team to develop and implement an organization-wide succession planning strategy
• Establish processes for identifying and developing high-potential employees and emerging leaders

Employee Relations and Compliance

• Serve as a senior resource for complex and sensitive employee relations matters while coaching leaders and managers in effective employee relations, conflict resolution, performance management, documentation, and difficult conversations
• Promote a workplace where employees feel comfortable raising concerns and where issues are addressed promptly, fairly, and appropriately
• Maintain comprehensive knowledge of applicable federal, state, and local employment laws and regulations and ensure HR policies, practices, procedures, and documentation are compliant and consistently applied

Talent Acquisition

• Build a talent acquisition strategy merged into annual financial planning processes to ensure department leaders are assessing and planning for future workforce needs
• Ensure targeted recruitment processes are up to date in attracting and hiring the highest-level talent in the marketplace
• Ensure efficient onboarding and orientation programs effectively introduce employees to the organization, its mission, culture, policies, and expectations

Compensation and Benefits

• Provide strategic oversight of the organization's total rewards and benefits programs, ensuring they support recruitment, retention, employee well-being, and organizational sustainability
• Build a compensation strategy that supports the organization’s mission and financial goals and build a system that allows concept transparency to employees
• Oversee the organization's health, welfare, retirement, leave, and other employee benefit programs

Culture and Employee Communication

• Champion an inclusive workplace where diverse perspectives are welcomed, and employees have equitable opportunities to contribute and succeed
• Foster an environment in which employees feel respected, included, valued, and connected to the organization's purpose
• Promote recognition and appreciation practices that reinforce the organization's mission and values