Vice President, People & Culture

Posted by
New York, NY
Published 2 hours ago is a youth-led movement for good.                  

We have the stability of a 28-year-old institution, but we look, feel, and operate like a tech-forward nonprofit. 

Our programs have mobilized our members to clothe half of America’s youth in homeless shelters, clean up 3.7 million cigarette butts in their community, run the largest youth-led sports equipment drive, and register over 250k voters during the 2020 presidential election, 71 percent of whom confirmed that they actually voted.

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The Vice President, People & Culture is an instrumental member of the Executive Team working closely with the CEO to lead the organization in developing and honing all talent functions, including human resources, employee relations, culture and talent recruitment development, and management. This person will work collaboratively with the Executive Team to develop staff at all levels, infuse and advance equity, inclusion and belonging into every facet of the organization’s work and maintain and affirm DoSomething’s commitment to advancing equity, becoming antiracist, and creating a supportive, engaging, and inclusive employee experience that allows every team member to thrive. 

The Vice President, People & Culture will be responsible for bringing innovation to DoSomething’s people function, culture, structure, and policies that support and guide the work of DoSomething’s 50 employees working in-person and remotely. The Vice President, People & Culture will also directly oversee a team of two, and be responsible for structuring, leading, mentoring, and supporting this team to ensure DoSomething’s daily talent operations are executed with high integrity and quality.

The Vice President, People & Culture will design a strategy for people operations, and partner closely with leaders and managers to implement the strategy throughout the entire organization and ensure that all employees are intentionally managed and provided with professional development opportunities to support their job function. They will drive innovation, best practices and initiatives and provide strategic direction and expertise for all talent matters, especially the development and maintenance of an antiracist culture, while actively modeling the antiracist beliefs and practices that the organization seeks to demonstrate. 

This is an exciting opportunity for a seasoned and innovative human resources and talent professional to develop new team building initiatives that impact every level of worker within the organization and establish as a model for what it means to be a fun, engaging, innovative, inclusive, and antiracist workplace where all employees thrive.

What You’ll Do:

Strategy, Talent Development & Management (40%)

  • Working closely with the CEO and Executive Team, the VP, People & Culture brings human resource and talent expertise, guidance, support, and decision-making to all strategic deliberations, provides insightful, innovative thinking, and problem solving to all key issues at and embeds race, equity, inclusion and belonging (REIB) competencies throughout the organization
  • Develop and oversee all aspects of human resource and talent functions and operations including organizational design, culture, policies and procedures, compensation and benefits, performance management and professional development, and develop recommendations for implementation and use of metrics and analytics to assess status, progress, and areas for improvement across all talent functions
  • Collaborate with the VP, Finance and Operations relating to all DoSomething policies and procedures, employee compensation, and benefits administration
  • Lead, coach, and mentor the Talent team to deliver high quality and responsive services 
  • Transform talent structures and processes by leveraging technology and data analytics to drive better decision making, to better anticipate workforce needs, to manage performance, to support real learning, and to achieve strategic objectives 
  • Develop practices and programs for cultivating and supporting leaders at all levels in the organization
  • Monitor and ensure the organization's compliance with federal, state, and local employment laws and regulations, and recommended best practices; review and modify policies and practices to maintain compliance
  • Maintain knowledge of trends, best practices, regulatory changes, and new technologies in human resources, talent management, and employment law; and apply this knowledge to communicate changes in policy, practice, and resources to senior leadership

Culture (25%)

  • Build a high-performing stable culture of fun, trust, accountability, and transparency where all employees feel welcome, appreciated, and have equal access to opportunity including people from intersectional and marginalized experiences and groups
  • Drive a sense of community and collaboration in the workplace where our employees can build networks, learn, create, and innovate together
  • Unfailingly model the desirable attributes of the culture, passionately advocate for them, and exhibit an understanding, sensitivity, and responsiveness to cultural differences present in employees and young people 
  • Defines and champions an inclusive culture that ensures DoSomething employees can bring their best performance and selves to work
  • Define and codify DoSomething’s core values and commitments and support the ongoing integration of REIB into organizational practices, culture, and new and existing workstreams
  • Develop strong relationships with DoSomething employees across the organization and all stakeholder groups to seek input, problem solve, inform, and ensure all voices are heard and employee needs are met

Recruitment, Onboarding & Retention (15%)

  • Oversee an effective recruitment and onboarding process with a focus on REIB that consistently identifies and secures talented individuals committed to the organization's mission and core values and successfully integrates new employees
  • Oversee the design, implementation, and evaluation of a comprehensive staff learning and development curriculum for every level within the organization, especially people managers, and implement tools that the support the hiring and retention of diverse and high-potential talent through equitable policies and practices

Employee Relations (20%)

  • Partner with managers to effectively resolve employee issues as they arise 
  • Manage personnel files and develop and annually review employee manuals/handbooks and modify as appropriate 
  • Oversee compensation and promotion practices and philosophy to ensure salary benchmarking, transparency, and pay equity 
  • Generate and analyze HR metrics and data, i.e., employee engagement, organizational pulse, and trends, to recommend solutions to improve organizational performance, employee retention and professional development 


  • Expertise in People Operations: 10+ years of cumulative generalist people operations leadership experience. Must have direct experience leading HR teams with full accountability for employee lifecycle management (recruiting/hiring, performance management, developing talent, DEI, and employee relations), and working knowledge of HR compliance at both the federal and state-level (including NY and CA). SHRM-SCP certification is strongly preferred, but not required.
  • Thought leadership. Must have systems-level thinking in organizational development, change management and continuous improvement related to HR systems and processes. Experience partnering with and consulting to executive level leadership a plus. 
  • Strong leadership and management competencies with a demonstrated ability to lead complex and diverse teams to achieve ambitious results and a proven track record of successfully motivating employees on a large scale in a high growth environment. 
  • Must be able to form effective relationships and achieve influence across the organization with communication and negotiation skills. 
  • Extraordinary emotional intelligence and interpersonal skills - up, down, across and externally: Possess excellent judgment and a strong ability to communicate (written and verbal), and whose work and wisdom can garner the trust of our team - especially across lines of difference. Ability to direct staff through a process that builds alignment and trust, especially on high-stakes organizational decisions or moments of extreme tension. A calming force that helps reduce and avoid unnecessary conflict.
  • Strong race and equity lens and judgment, both as it relates to the work they supervise and to internal organizational practices and management: Clearly and consistently articulate a sophisticated understanding of racial equity and structural racism as it relates to the work we do and how we operate internally at Lead our managers and broader team on issues related to diversity, equity, and inclusion, including building managers’ skills in these areas, and helping staff bring a race and equity lens to their work. 

This position description is based upon material provided by, an equal opportunity employer.

Lori Clement

Senior Talent Consultant

To apply to this position, please visit is a youth-led movement for good.                  

We have the stability of a 28-year-old institution, but we look, feel, and operate like a tech-forward nonprofit. 

Our programs have mobilized our members to clothe half of America’s youth in…

Details at a Glance

  • Time Commitment
    Full Time Schedule
  • Application Deadline
    July 10, 2021
  • Professional Level


New York, NY, USA

How to Apply

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