VICE PRESIDENT, PEOPLE AND CULTURE

VP, PEOPLE AND CULTURE

National

Who We Are and What We Believe:

Founded in 1997, Bottom Line is a nationally recognized nonprofit organization with a mission to partner with degree-aspiring students of color from under-resourced communities as they get into college, graduate, and go far in life. We achieve this mission by providing one-on-one guidance during the college application process through college graduation and the successful launch of their careers.

Our vision is to dramatically transform urban communities by producing thousands of new career-ready college graduates.

When you join Bottom Line, you will find a rewarding, fast-paced, results-oriented environment. We build strong relationships with our students and with each other.  We take our work seriously, and we know that a focus on data and metrics is integral to our continued success. Experts in our fields, we are driven by our mission and extremely proud of the work we do.

What You Will Do:

The VP, People and Culture will work closely with and report to the Chief Operating and Financial Officer, serve as an integral member of the senior leadership team, and advance Bottom Line's mission, vision, and effectiveness by leading all org-wide talent activities. The VP, People and Culture is uniquely responsible for envisioning and executing Bottom Line’s talent strategy in a way that will grow with the organization. 

As the VP, this individual will lead the team that drives Bottom Line’s efforts to recruit, hire, develop and retain an exceptional workforce, fostering an equity-focused and positive work environment, reporting related data to the Board of Directors, and providing thought partnership to the Senior Leadership Team.   

Lead Bottom Line’s Talent Strategy for current and future staff 

• Partner with COFO to design the people strategy and implement it for a diverse and innovative distributed team, including fostering a people-centric environment that fosters inclusion and equity, embraces collaboration and consistency across geographies, and relies on data to assess and revise strategies as needed. 
• Oversee the development and implementation of processes, tools, and reporting to ensure that Bottom Line people resources are being properly leveraged in pursuit of organizational goals. This includes the approach to annual staff performance management as well as organizational goals related to people and culture.   
• Prepare and present people-related data for the senior leadership team in quarterly data reviews on metrics related to people and culture, and the leadership and full organization around analysis and action planning on those metrics. 
• Provide regular reports to the senior leadership team on HR-related matters.

Champion Bottom Line’s Foundations, with a focus on community and belonging 

• Develop and implement strategies to ensure community and belonging are prioritized throughout the organization. 
• Partner with executive leadership team members to develop and implement programs (including training/education) that support a culture of community and belonging. 
• Create and implement metrics to measure and track the success of these initiatives.

Lead efforts to support a positive work environment through effective Employee Relations and Management 

• Ensure employee grievances and conflicts are handled in compliance with applicable employment laws and regulations, including with direct interventions as necessary (particularly in support of senior leadership).
• Ensure successful implementation of effective performance management processes that support a culture of continuous improvement and high performance. 
• Oversee the strategy for compensation and benefits programs to ensure they are competitive, fair, and align with the organization’s values and goals.

Ensure Bottom Line remains compliant with employment regulations in each of its current and future regions 

• Stay up-to-date on federal, state, and local employment laws, regulations, and compliance requirements and ensure that the organization is adhering to all employment laws.
• Stay informed of changes in payroll rules and regulations and ensure that payroll is processed accurately and timely. 
• Attend conferences, webinars, and other training opportunities to remain current with employment law changes and developments.  

Senior Leadership Team Partnership and Collaboration 

• Work closely with the senior leadership team to develop and implement HR strategies that support the overall mission and goals of the organization. 
• Attend the two annual leadership retreats and contribute to the strategic planning process by providing insight on HR trends, talent management, and organizational development.
• Represent HR and talent acquisition on the senior leadership team, ensuring that HR perspectives are considered in decisions and initiatives. 
• Collaborate with other members of the senior leadership team to identify staffing needs, develop job descriptions, and create effective recruitment strategies to attract top talent.
• Foster strong working relationships with all members of the senior leadership team to ensure effective communication and alignment of HR initiatives with the broader goals of the organization. 
• Serve as the primary point of contact for employee relations needs for Executive Directors in regions. 
• Oversee succession planning process for the senior leadership team. 

Management of People & Culture Team 

• Manage and support one direct report and an overall team of three individuals, with plans for further growth as the staff expands.
• Ensure smooth operations and delivery of strong services to the organization through the work of the People & Culture team, including administration of payroll and benefits, talent acquisition, staff onboarding and exiting, policies (e.g. the Employee Handbook), employee relations, performance management, learning and development, employee recognition, and employee technical support.
• Coordinate with the Learning & Development team to ensure strong connections and an aligned approach to support our team members in on-the-job learning and growth. 
• Own specific initiatives driven by the People and Culture team to advance objectives, such as the bi-annual All Staff Convening.
  

Duties, responsibilities, and activities may change at any time with or without advanced notice.  

Work Schedule:

This is a full-time remote role, with some flexibility around hours/schedule  

Expected Travel:

Regular travel existing regions, typically 1-3 trips per quarter

Who Should Apply:

If you meet the qualifications below, you should apply. 

Required: 

• Bachelor’s degree or equivalent, advanced degree preferred and work authorization 
• A minimum of seven years of leadership experience in a nonprofit, government, or philanthropy, overseeing human resources at a social justice-minded organization  
• Three plus years in a senior HR leadership role managing a team 
• A deep understanding of the role of human resources or talent function, especially in diverse and mission-focused organizations 
• Expertise in coaching others to lead change management and see it as critical to your success. 
• Experience designing strategic and business plans with the proven ability to develop and manage business plans, processes, and controls to enhance efficacy and mitigate risk   
• A desire to embrace and understand the value of engaging with leaders and staff members at various levels, as well as work within leadership groups as a champion of our regions. 
• Demonstrated ability to analyze and compile complex data for planning and reporting purposes.  
• Knowledge and understanding of adult learning principles; experience implementing successful programming for staff learning and development 
• Excellent emotional intelligence and interpersonal skills  
• Be a culture Influencer, with the ability to orchestrate shared values across staff, students, partners, and the broader community   
• Demonstrated commitment to Bottom Line’s Mission, Vision, and Core Values 

Preferred:

• An understanding of the education not-for-profit sector, including donor relations and management   
• HR certification (e.g., SHRM-SCP, SPHR, or equivalent)

How To Apply/Application Deadline:

All applications must be submitted via Bottom Line’s Career Page.  

Please share your resume and cover letter.  

The application deadline is July 2, 2025.  

Start Date:

August/September 2025

Compensation:

$145,000 – 170,000, dependent on location for national roles

Benefits:

Learn about our benefits here.