Vice President, Human Resources

About GOD S LOVE WE DELIVER Founded in 1985 at the height of the AIDS pandemic, God’s Love We Deliver improves the health and well-being of people affected by life-altering illnesses. We provide medically tailored meals and comprehensive nutrition care and education at no cost to those we serve, always delivered with love. All of our services are provided free to clients without regard to income. God’s Love We Deliver is a non-sectarian organization. Employment opportunities at God’s Love We Deliver are available to all qualified candidates, without regard to race, color, religion, creed, sex, genetic information, national origin, citizenship, age, disability, sexual orientation, gender identity or expression, marital status, military or veteran status, or any other characteristic protected by federal, state or local law. In addition, we will endeavor to make reasonable accommodations for known physical or mental limitations of otherwise qualified employees and applicants with disabilities unless the accommodation would impose an undue hardship on the operation of our business.

GOD S LOVE WE DELIVER

Nourishing New York Since 1985

NutritionHealthFoodNutritional CounselingMeal deliveryHIV/AIDS publicationsand Cancer publications

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G

godslovewedeliver.org

201-500 employees

Non-profit Organizations

New York, NY

1985

Nonprofit

9.4k LinkedIn followers

• Serve as the primary partner and deputy to the CHRO, helping to shape and
• execute the organization’s People strategy.
• Lead HR initiatives that support organizational growth, workforce planning,
• succession management, and talent development.
• Act as a trusted advisor to executives and department leaders on
• organizational, workforce, and people-related matters.
• Provide leadership continuity in the absence of the CHRO and represent Human
• Resources in key meetings and organizational initiatives.
• effective, responsive, and customer-centered service delivery.
• Partner with HR team leaders to establish priorities, monitor performance,
• and ensure successful execution of departmental objectives.
• Drive continuous improvement of HR systems, policies, workflows, and service
• standards.
• Leverage HR metrics and workforce analytics to identify trends, inform
• decisions, and improve organizational outcomes.
• Serve as the senior escalation point for complex employee relations matters,
• conducting investigations and guiding resolutions with fairness, consistency,
• and empathy.
• Coach managers on employee performance, conflict resolution, workplace
• concerns, and engagement strategies.
• Ensure compliance with all federal, state, and local employment laws and
• regulations.
• Partner with legal counsel and organizational leadership to proactively
• manage risk and minimize exposure.
• Maintain oversight of key compliance initiatives, audits, reporting
• requirements, and workforce policies.
• Partner with leadership to develop workforce strategies that attract, retain,
• and develop high-performing talent.
• Oversee recruiting operations and talent acquisition practices to ensure an
• exceptional candidate experience and strong hiring outcomes.
• Lead efforts to strengthen onboarding, career development, leadership
• development, and succession planning programs.
• Promote a culture of accountability, feedback, professional growth, and
• continuous learning.

• Bachelor's degree required; Master's degree, JD, or advanced HR certification
• preferred.
• Minimum 8-10+ years of progressive Human Resources leadership experience,
• including at least five years managing HR teams and organizational
• initiatives.
• Experience serving as a senior HR business partner or HR executive in a
• complex, growing organization.
• Demonstrated expertise across employee relations, talent acquisition,
• performance management, compensation, benefits, compliance, and
• organizational development.
• Strong knowledge of federal, state, and local employment laws and
• regulations.
• Experience leading organizational change and workforce growth initiatives.
• Proven ability to balance strategic priorities with operational execution.
• Strong analytical capabilities with the ability to interpret workforce data
• and translate insights into action.
• Demonstrated commitment to diversity, equity, inclusion, and belonging.
• Exceptional communication, presentation, and relationship-building skills.
• Strong coaching and influencing skills with the ability to partner
• effectively across all organizational levels.
• Highly organized with exceptional attention to detail and follow-through.
• Proficiency with HRIS systems, reporting tools, and Microsoft Office.
• Available to work early mornings, evenings and weekends as needed.

• compensation and benefits programs.
• Partner with the CHRO on compensation planning, market benchmarking,
• promotion practices, and pay equity initiatives.
• Ensure performance management programs align with organizational goals and
• support employee development.
• Monitor industry trends and recommend innovative practices that enhance
• employee experience and retention.
• Champion initiatives that strengthen employee engagement, wellness,
• belonging, and organizational culture.
• Advance diversity, equity, inclusion, and access strategies through policies,
• programs, and leadership practices.
• Partner with leaders to foster a workplace culture rooted in respect,
• accountability, collaboration, and mission alignment.
• Support change management efforts that help employees successfully navigate
• organizational growth and transformation.
• Directly supervise and mentor members of the Human Resources team.
• Build leadership capability within the department through coaching,
• development, and succession planning.
• Foster a high-performing, collaborative HR team that delivers exceptional
• support across the employee lifecycle.
• Support budget management and resource planning for the HR function.