Vice President, HR Strategy & People Experience
Job Locations
US-CA-Santa Ana
ID
2025-4603
- Category
- Full-Time
Overview
Vice President, HR Strategy & People Experience
KEY PERFORMANCE INDICATORS (KPIs):
• Year-over-year improvement in employee engagement and satisfaction scores across the organization and Impact Portfolio
• Achievement of targeted increases in onboarding, internal mobility, and exit interview satisfaction scores
• Participation rates in recognition programs and HR-led events
• Retention rates of high-performing and engaged employees
• Manager and employee feedback on HR communications and engagement initiatives
• Quarterly impact reporting on HR program alignment with organizational goals
QUALIFICATIONS AND REQUIREMENTS:
• Bachelor’s degree in human resources, Organizational Psychology, Business Administration, or related field (master’s preferred)
• 8+ years of progressive HR experience, with a focus on employee engagement, HR operations, and experience design
• Demonstrated success designing and implementing HR-led engagement and recognition programs, preferably in a mission-driven, education, or nonprofit environment
• Strong project management, communication, and facilitation skills
• Experience overseeing HR operations for multi-program or portfolio-based organizations
TRAVEL REQUIREMENTS:
• Approximately 10%; local travel (within California) to offsite meetings and events required. Some events take place in the evenings and on weekends. Some out-of-state travel is required to attend industry conferences (approximately 3x annually).
ADDITIONAL INFORMATION:
• Approximately This is a hybrid position (2-3 days in the office per week).
• Working evenings and weekends is required as needed.
Founded in 1997, Think Together partners with schools to change the odds for kids by providing award-winning programs during and outside the school day. We’re one of California’s largest nonprofits working in school districts from San Diego to San Francisco. Whether you’re interested in early learning, elementary, middle or high school, you can invest in your community by working at a local school or working within our home office providing support!
JOB SUMMARY:
The Vice President, HR Strategy & People Experience is a strategic HR leader responsible for elevating the employee experience and driving alignment between HR initiatives and organizational goals. This role oversees the design and implementation of people experience strategies, employee engagement, and culture-building programs across both the organization and its Impact Portfolio (Orenda, Leadership Institute, Talent Collaborative, Software 2.0). The VP partners closely with HR Operations, HR Business Partners, and executive leadership to deliver measurable improvements in employee satisfaction, engagement, and talent outcomes.
ESSENTIAL DUTIES AND RESPONSIBILITIES:
Elevate the Employee Experience Across the Lifecycle
• Design and implement a cohesive people experience strategy that enhances key moments in the employee journey—from onboarding to offboarding—across the organization and all Impact
Portfolio initiatives.
• Oversee HR-led internal events, onboarding, recognition ceremonies, and offboarding programs tailored to the unique needs of each portfolio area.
• Increase employee satisfaction scores in onboarding, internal mobility, and exit interviews by at least 15%, leveraging feedback and data to drive continuous improvement. Strengthen Employee Voice and Engagement
• Lead the development, deployment, and analysis of enterprise-wide and portfolio-specific engagement surveys and listening tools.
• Translate engagement data into actionable HR-driven initiatives, partnering with HR Business Partners, Impact Portfolio leaders, and department heads to address key findings and drive a 6point increase in engagement scores within 12 months.
• Develop and monitor metrics related to engagement, retention, and employee satisfaction, reporting results to HR leadership and recommending targeted interventions.
The Vice President, HR Strategy & People Experience is a strategic HR leader responsible for elevating the employee experience and driving alignment between HR initiatives and organizational goals. This role oversees the design and implementation of people experience strategies, employee engagement, and culture-building programs across both the organization and its Impact Portfolio (Orenda, Leadership Institute, Talent Collaborative, Software 2.0). The VP partners closely with HR Operations, HR Business Partners, and executive leadership to deliver measurable improvements in employee satisfaction, engagement, and talent outcomes.
ESSENTIAL DUTIES AND RESPONSIBILITIES:
Elevate the Employee Experience Across the Lifecycle
• Design and implement a cohesive people experience strategy that enhances key moments in the employee journey—from onboarding to offboarding—across the organization and all Impact
Portfolio initiatives.
• Oversee HR-led internal events, onboarding, recognition ceremonies, and offboarding programs tailored to the unique needs of each portfolio area.
• Increase employee satisfaction scores in onboarding, internal mobility, and exit interviews by at least 15%, leveraging feedback and data to drive continuous improvement. Strengthen Employee Voice and Engagement
• Lead the development, deployment, and analysis of enterprise-wide and portfolio-specific engagement surveys and listening tools.
• Translate engagement data into actionable HR-driven initiatives, partnering with HR Business Partners, Impact Portfolio leaders, and department heads to address key findings and drive a 6point increase in engagement scores within 12 months.
• Develop and monitor metrics related to engagement, retention, and employee satisfaction, reporting results to HR leadership and recommending targeted interventions.
Develop and Launch a People Experience Framework
• Develop a comprehensive People Experience Framework that integrates culture, recognition, and well-being, aligning with the organization’s strategic impact plan.
• Embed the framework across HR programs, manager practices, and all Impact Portfolio initiatives to ensure a consistent and positive employee experience.
• Lead and support HR-sponsored culture committees and recognition programs, designing and managing initiatives that celebrate achievements and reinforce desired behaviors.
Drive Strategic Alignment and HR Integration
• Provide HR leadership and operational oversight for all Impact Portfolio initiatives, ensuring HR strategies support talent acquisition, retention, and development aligned with programmatic goals.
• Serve as a key advisor on cross-functional initiatives impacting people strategy, including change management, internal communications, and culture transformation, with a focus on HR-led culture, engagement, and operational initiatives.
• Collaborate with the VP, HR Operations and Organizational Development to ensure consistent application of HR policies, compliance, and best practices across all portfolio programs.
• Ensure HR programs are aligned with broader organizational goals, with quarterly impact reporting to executive leadership.
HR Communications & Change Management
• Own and execute HR-specific communications for the Impact Portfolio, including updates on HR programs, engagement results, recognition initiatives, and culture-building activities.
• Partner with Internal Communications to ensure consistency and amplification of HR messages and develop toolkits and resources for managers to communicate HR-driven culture and engagement initiatives.
• Serve as a subject matter expert and advisor on the people-side of change for HR initiatives, supporting adoption and engagement within the Impact Portfolio.
Collaboration & Cross-Functional Partnership
• Collaborate with Internal Communications, Organizational Development, and Total Rewards to ensure HR and portfolio initiatives are aligned with company-wide benefits, payroll offerings, and communication standards.
• Serve as a resource and advisor for HR Business Partners, Impact Portfolio leaders, and People Leaders on engagement, culture, and operational topics, while maintaining clear boundaries regarding enterprise-wide and crisis communications.
• Develop a comprehensive People Experience Framework that integrates culture, recognition, and well-being, aligning with the organization’s strategic impact plan.
• Embed the framework across HR programs, manager practices, and all Impact Portfolio initiatives to ensure a consistent and positive employee experience.
• Lead and support HR-sponsored culture committees and recognition programs, designing and managing initiatives that celebrate achievements and reinforce desired behaviors.
Drive Strategic Alignment and HR Integration
• Provide HR leadership and operational oversight for all Impact Portfolio initiatives, ensuring HR strategies support talent acquisition, retention, and development aligned with programmatic goals.
• Serve as a key advisor on cross-functional initiatives impacting people strategy, including change management, internal communications, and culture transformation, with a focus on HR-led culture, engagement, and operational initiatives.
• Collaborate with the VP, HR Operations and Organizational Development to ensure consistent application of HR policies, compliance, and best practices across all portfolio programs.
• Ensure HR programs are aligned with broader organizational goals, with quarterly impact reporting to executive leadership.
HR Communications & Change Management
• Own and execute HR-specific communications for the Impact Portfolio, including updates on HR programs, engagement results, recognition initiatives, and culture-building activities.
• Partner with Internal Communications to ensure consistency and amplification of HR messages and develop toolkits and resources for managers to communicate HR-driven culture and engagement initiatives.
• Serve as a subject matter expert and advisor on the people-side of change for HR initiatives, supporting adoption and engagement within the Impact Portfolio.
Collaboration & Cross-Functional Partnership
• Collaborate with Internal Communications, Organizational Development, and Total Rewards to ensure HR and portfolio initiatives are aligned with company-wide benefits, payroll offerings, and communication standards.
• Serve as a resource and advisor for HR Business Partners, Impact Portfolio leaders, and People Leaders on engagement, culture, and operational topics, while maintaining clear boundaries regarding enterprise-wide and crisis communications.
KEY PERFORMANCE INDICATORS (KPIs):
• Year-over-year improvement in employee engagement and satisfaction scores across the organization and Impact Portfolio
• Achievement of targeted increases in onboarding, internal mobility, and exit interview satisfaction scores
• Participation rates in recognition programs and HR-led events
• Retention rates of high-performing and engaged employees
• Manager and employee feedback on HR communications and engagement initiatives
• Quarterly impact reporting on HR program alignment with organizational goals
QUALIFICATIONS AND REQUIREMENTS:
• Bachelor’s degree in human resources, Organizational Psychology, Business Administration, or related field (master’s preferred)
• 8+ years of progressive HR experience, with a focus on employee engagement, HR operations, and experience design
• Demonstrated success designing and implementing HR-led engagement and recognition programs, preferably in a mission-driven, education, or nonprofit environment
• Strong project management, communication, and facilitation skills
• Experience overseeing HR operations for multi-program or portfolio-based organizations
TRAVEL REQUIREMENTS:
• Approximately 10%; local travel (within California) to offsite meetings and events required. Some events take place in the evenings and on weekends. Some out-of-state travel is required to attend industry conferences (approximately 3x annually).
ADDITIONAL INFORMATION:
• Approximately This is a hybrid position (2-3 days in the office per week).
• Working evenings and weekends is required as needed.
COMPENSATION:
- Salary Range $175,000-$185,000
This is the targeted compensation for the position. A range of factors, including but not limited to; location, skills, experience, will be considered. Actual compensation may vary.
Think Together is an Equal Opportunity Employer that does not discriminate on the basis of actual or perceived race, color, national origin, ancestry, sex, gender, gender identity, gender expression, pregnancy, childbirth or related medical conditions, religious creed, physical disability, mental disability, age for individuals age 40 and over, medical condition (as defined by state law (for example, cancer or genetic characteristics or HIV/AIDS), marital status, military and veteran status, sexual orientation, genetic information, citizenship status or any other characteristic protected by federal, state or local law. Our management team is dedicated to this policy with respect to recruitment, hiring, placement, promotion, transfer, training, compensation, benefits, employee activities and general treatment during employment.
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