About the Role:The Vice President of People and Culture is a member of the leadership team responsible for developing and executing strategic plans to support employees across the agency. The Vice President manages critical functions such as organizational performance, talent management, employee engagement, training, benefits, succession planning, internal communications, and culture initiatives. The Vice President serves as a member of the leadership team and plays an active role in shaping agency-wide strategy, policy, external relations and coordination of services and provides overall leadership to the agency.
Qualifications:
Bachelor's degree in human resources with a minimum of 10 years of progressive growth and experience. Leadership certification and experience working in a multi-site social service or non-profit organization preferred.Understanding of Massachusetts and Federal employment laws and policiesSelf-motivated with strong managerial, relationship building and coaching skills.Experience consulting with brokers and selecting employee benefit packages.Knowledge of human resource information systemsStrong work ethic with keen communication and presentation skillsListener adept at building consensus and moving issues forward constructively.Competent computer skills with Microsoft Office Suite, Outlook and other technologyValid driver's license and reliable transportation for travel associated with the position.Ability to work varied hours when needed.Responsibilities:
Leads a culture of excellence across the department and organization through strategic leadership and accountability.Manage the employees and functions of the People and Culture department. Provide sound guidance for strategic planning and successful outcomes.Oversee department operations, including recruitment, CORI/SORI compliance and background screening processes,Provides executive oversight of employee benefits, balancing employee well-being and financial sustainability.Leads the modernization of human resource technology to streamline employee access to benefits, information, and services across the agency.Oversee employee relations, training, performance evaluations, unemployment cost as well as addressing disputes and grievances that occur throughout the agency.Develop comprehensive employee onboarding, development, and retention planning, including compensation, benefits, career growth paths, and training opportunities.Partner with management teams on recruitment needs, performance management, employee engagement, and retention. Work with the recruiter and managers on operational talent gaps.Responsible for the accuracy and department functions for policy, procedure, forms ,employee handbook, personnel files, summary plan documents, and all confidential employee information including unemployment claims, I9 and employee work status. This includes the employee handbook and employee information on the agency portal, People and Culture communications, the management of Viva Engage channel and other means of communication to employees to ensure consistent, compliant messaging.Ensures agency policies and handbook are updated on a regular basis and in compliance with all applicable laws and regulations.Serve as a fiduciary to the defined contribution retirement plan for employees. Work closely with brokers and other employee fiduciaries.Ensure compliance with employment laws and regulations. Perform internal investigations and work closely with legal counsel for complex employee relation matters and separations.Oversee the annual performance appraisal process. Work with leadership to establish merit increase decisions.Oversee the initiatives for the Committee on Equity. Provide guidance and updates to the leadership team and the board.Organize and provide training to employees on topics to enhance growth and development aligned with the strategic plan.Oversee reporting information for ACA, EEOC and other required forms and documents.Administer employee surveys and use feedback mechanisms to identify and address gaps. Communicate outcomes and work to identify best practices for areas needing improvement.Enhance employee appreciation and recognition events. Plan and execute events that reach all employees.Provide sound advice to management teams and peers throughout the agency.Foster a positive culture of excellence for goal setting and successful outcomes.Manage the department budget and expenditure.Maintain professional boundaries and confidentiality.Attend internal and external meetings and trainings as required.Frequent travel to agency offices and programsSkills:
The Vice President of People and Culture utilize strong leadership and strategic thinking skills daily to guide the development and execution of people initiatives that support business objectives. Excellent communication and interpersonal skills are essential for building trust and collaboration across all levels of the organization, including executive leadership. Analytical skills are applied to interpret workforce data and employee feedback to inform decision-making and continuous improvement. Understanding of Massachusetts and Federal employment laws and policies to ensure compliance and risk mitigation in all people-related activities. Additionally, skills in change management and cultural transformation enable the Vice President to effectively lead initiatives that enhance employee engagement and organizational performance.
Please attach a cover letter.
Our benefits are competitive and include a 403(b) savings plan and generous time off (benefits may vary based on position and scheduled hours).
We are an equal opportunity employer, and all qualified applicants will receive consideration for employment without regard to race, color, religion, sex, sexual orientation, gender identity or expression, pregnancy, age, national origin, disability status, genetic information, protected veteran status, or any other characteristic protected by law.
The base pay range reflects what Catholic Charities reasonably and in good faith expects to pay for this role at the time of posting and may be modified from time to time. Actual compensation in this range may be determined based on other factors, including but not limited to work experience, education and specialty training.
Visit us at: www.ccab.org.
2/2026
