Vice President, People and Talent

About PLN

Founded on Skid Row in 1980, Para Los Niños provides education and wraparound support, serving over 10,000 children, youth, and families annually in some of the most underserved areas in Los Angeles. With nearly 420 dedicated staff members PLN fosters pathways to success by striving for excellence in education, family support, and comprehensive social-emotional, and community-based services.  Through early education, TK-8th grade education, youth workforce services, and family and community services Para Los-Niño’s’ model provides a comprehensive, holistic approach to break the cycle of poverty and help children and youth thrive.  For more information about Para Los Niños please visit www.paralosninos.org.

Position Overview

PLN is seeking an experienced, motivated leader to serve as Vice President, People and Talent. In this key role, the Vice President, People and Talent will provide leadership, vision, and strategic direction in designing and driving all Para Los Ninos (PLN) Human Resources programs, focused on attracting and retaining a highly competent, engaged workforce while supporting the agency’s mission, values, and strategic plan. This key leadership role will also ensure that the agency and schools are in compliance with all labor laws, contractual and other regulatory requirements. The Vice President, who reports directly to the Executive Vice President & Chief Operating Officer (EVP & COO), will develop an organization-wide strategy to ensure the effective execution of talent acquisition, business operations, and talent management. This individual will also serve as a strategic partner to the CEO and Executive team in the overall management of the PLN workforce. In addition, The VP, People and Talent will leverage data-informed insights to inform strategic decisions, optimize HR systems and set measurable goals that align with organizational priorities. This leader will champion innovation in HR practices while strengthening cross-functional partnerships to enhance collaboration, efficiency, and impact across the organization

Duties

Strategic HR Leadership

• Partner with and advise the Executive Team on workforce strategy, HR initiatives, change management, and culture transformation aligned with Para Los Niños’ mission and objectives.
• Regularly provide comprehensive HR briefings, reports, and recommendations—including verbal, written, quantitative, and qualitative analysis—to the CEO, Executive Team, senior leadership, and Board of Directors.
• Represent the agency in professional organizations, special events, and external meetings as assigned by the CEO.

Team Leadership & Departmental Oversight

• Lead, mentor, and evaluate a high-performing HR team, fostering a culture of teamwork, confidentiality, responsiveness, and continuous improvement.
• Establish a department climate that encourages high involvement, trust, and a shared commitment to quality.
• Design and maintain an effective HR organizational structure and staffing plan that supports strategic goals.

Performance & Process Improvement

• Evaluate and improve HR procedures to streamline operations, reduce administrative burden, and enhance data management and reporting.
• Apply continuous quality improvement practices across all HR functions by implementing feedback mechanisms and modifying services based on internal client and staff input.

Talent Management & Organizational Development

• Partner with senior leadership to implement robust organizational development strategies including succession planning, employee engagement, workforce diversity, retention initiatives, and performance management systems.
• Provide coaching and consultation to leaders throughout the organization on employee development and strategic workforce planning.
• Lead the ongoing design and implementation of a scalable performance management framework that promotes a culture of feedback, accountability, and continuous improvement.
• Oversee the performance review cycle, including goal setting, feedback mechanisms, and calibration processes.

Learning & Development

• Oversee the design, implementation, and continuous evolution of organization-wide training and development initiatives.
• Build and manage a comprehensive learning and development (L&D) strategy that supports employee growth, leadership development, and skills advancement.
• Design career pathways, advise on career growth, and ensure employees have access to development resources that build core competencies and foster empowerment.

Compliance & Policy Management

• Develop and enforce HR policies and procedures to ensure compliance with federal and state regulations.
• Act as the primary liaison with external legal counsel; guide HR staff in managing employee relations issues and providing legal and procedural guidance to managers.
• Leverage external research and professional networks to benchmark HR practices and inform strategic decisions with industry best practices and emerging trends.

Knowledge, Skills, Abilities, and Other Characteristics

• Minimum 7+ years of diverse HR experience; including familiarity with the major disciplines of human resources management, (e.g., recruitment, benefits, compensation, performance and talent management, employee relations and engagement, training and development, HRIS).
• 5 years direct supervision and experience leading a team of diverse members.
• Strong employee relations experience involving Human Resource management and staff consultation, training and development and performance management.
• Thorough knowledge of and expertise in all areas of Human Resources, including current labor laws, performance management and compensation structures, and policy and procedure interpretation.
• Thorough knowledge of strategic Human Resources planning, as well as excellent analytical, problem solving, coaching and change management skills.
• Able to handle a variety of constituencies, manage multiple tasks simultaneously, and thrive in a complex environment with multiple priorities.
• A proven track record of effectively leading a performance-based and outcome-based program and staff.
• Must have exemplary oral, written, and interpersonal skills, as well as strong ability to educate, persuade and partner with all organizational levels.
• Demonstrated ability to influence with diplomacy while mentoring and coaching management.
• Bachelor’s degree, HR certifications preferred. Incumbent is expected to continue upgrading knowledge, skills and abilities needed to keep abreast of human resources field.
• Masters degree in aforementioned areas preferred.
• Experience in non-profit organizations is preferred; prior work experience in a school or educational setting is highly desirable.

Physical Requirements

To perform this job the individual must be able to carry out all essential functions satisfactorily.

Reasonable accommodations may be made to enable qualified individual with disabilities to perform the essential functions of the job.

• Approximately 50% of time is spent sitting, while frequently required to walk, stand and bend.
• Must be able to speak and hear well.
• Good vision is imperative.
• Occasionally required to stoop, kneel, crouch or crawl.
• Employee will be required to lift and/or move up to 25 pounds without assistance. 
• TB test clearance to be renewed every two years.
• Verification of Immunizations required by the California Department of Health (Pertussis, Measles and Influenza). 

Expectations For All Para Los Ninos Staff

Candidates for employment at Para Los Niños, regardless of position, will consistently demonstrate the following:

• Belief in the Para Los Niños mission and a deep commitment to the success of children and families served by PLN.
• Commitment to excellence and high standards – for self, clients/students, and colleagues.
• Continuous learning by engaging in reflection, self-assessment, and professional development.
• Data-driven decision-making for continuous improvement.
• Ability to collaborate effectively with team members.
• Self-motivation and initiative with solutions-oriented disposition.
• Belief in and ability to develop respectful relationships with parents and children marked by sensitivity to the students’ cultural and socioeconomic characteristics.
• Excellent oral and written communication skills.
• Comfort with Microsoft Office and a curiosity and propensity to push own adoption of new technology and approaches.

Para Los Niños is an Equal Employment Opportunity Employer

It is the established policy of Para Los Niños (PLN) to provide equal employment and advancement opportunities to all qualified applicants and employees without discrimination with regard to race, religious belief (including dress or grooming practices), color, sex, sex stereotype, pregnancy, childbirth or related medical conditions (including breastfeeding), age, national origin (including possessing a driver’s license issued under Vehicle Code § 12801.9), ancestry, sexual orientation, gender identification and expression, transgender status, physical or mental disability, medical condition, genetic characteristics, genetic information, family care, marital status, enrollment in any public assistance program, status as military, a veteran or qualified disabled veteran, status as an unpaid intern or volunteer, or any other classification protected by law. PLN also prohibits discrimination based on the perception that anyone has any of those characteristics or is associated with a person who has or is perceived as having any of those characteristics.