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Join to apply for the Vice President, Talent & Organizational Culture role at Nonprofit Finance Fund

Position Reports to: Chief Operating Officer

Department: Talent

Suite: Operations, People and Culture (OPC)

Location: US-based remote, with a strong preference for candidates within commuting distance to NFFs New York, Philadelphia, or Boston offices. Fully remote locations within commuting distance to Los Angeles and Oakland will also be considered.

NFF is a fully remote organization, however, some roles require travel. As we continue to build our organizational culture there are some in person days (staff retreats, etc.) In addition, staff benefit from being able to connect easily with one another.

About NFF

For more than 40 years, weve worked to strengthen nonprofits and improve the way money flows to support social good. We do this by providing nonprofits with access to capital, strategic financial consulting, and advocacy, so they advance community health, wealth and well-being.

You can learn more about our work to achieve our vision by learning about our Values and Theory of Change.

None of this work would be possible without the incredible people who work here. Our team consists of a diverse group of passionate professionals who care deeply about NFF's mission. You can read more about what its like to work here and read a few examples of a day in the life for NFF staff on the careers page of our website.

Thank you for your interest in NFF. We hope youll join us.

About The Opportunity

The Vice President, Talent & Organizational Culture (VP) is a strategic leader responsible for structuring and executing talent strategies that support organizational excellence, and a high-performance culture aligned with NFF values. This role is a member of NFFs Leadership Team and works with the organization and the Executive Team to execute talent initiatives in the areas of talent recruitment and selection, change management, performance management, training and development, succession planning, and total rewards.This role will serve as a trusted advisor to the CEO, COO, and Executive Team on all talent-related matters.

This leader will design and implement innovative strategies across the entire employee lifecycle, including talent attraction, recruitment, onboarding, development, and retention. With a steadfast commitment to building a diverse, high-performing workforce, the VP will create programs and processes that support employee engagement and experience and celebrate individual growth. The VP is directly responsible for leading the Talent Team and maintaining oversight of all of the Human Resources related operations, HR technology functions, and policies to ensure scalable processes that meet the evolving needs of NFF.

This position is remote, with a strong preference for candidates within commuting distance to NFFs New York, Philadelphia, or Boston offices. Fully remote locations within commuting distance to Los Angeles and Oakland will also be considered. There is potential for up to 15% travel, which will consist of local/national conferences and occasional inter-office travel. This role is a member of NFF's Leadership Team and will be expected to travel to their local NFF office for Team Retreats, candidate interviews, and cross team collaboration meetings.

The Vice President, Talent & Organizational Culture will report to the Chief Operating Officer who is based in New York City.

What Youll Do

Talent & Culture

• Partner with the COO to develop and execute strategic workforce initiatives, assess organizational health, and drive operational effectiveness through targeted talent solutions that support NFF's goals
• Lead comprehensive workforce planning initiatives, including succession planning, performance management, talent pipeline development, and strategic hiring forecasts
• Coach and guide staff to develop exceptional people, operations, systems, and HR policies that ensure compliance across multiple jurisdictions while maintaining NFF's cultural values and employee-first approach
• Foster a culture of care and responsiveness to ensure exceptional supports and services for staff
• Evaluate and improve NFFs progressive performance management and feedback mechanisms
• Work closely with suite and department leads to ensure a system of review and update of job descriptions, competencies, and evaluative tools as a key element of supporting staff development
• Design and implement hybrid/remote work policies that balance flexibility and engagement with operational effectiveness
• Identify critical skills gaps that impact business strategy execution and work closely with stakeholders to design and execute targeted staff development initiatives to bridge those gaps
  
  

• Collaborate with the COO to optimize resource allocation and budget planning for talent programs
• Evaluate and implement HR technology solutions that streamline operations, enhance employee experience, and provide actionable analytics to the organization and Executive Team
• Research and integrate emerging talent management practices from both nonprofit and corporate sectors to elevate NFF's approach to people operations
• Design and maintain a competitive total rewards strategy through market analysis, ensuring internal equity.
• Guarantee compliance and timely submission of talent and employment data for external agencies and internal department needs.
• Manage Talent vendors and consultants to ensure delivery of services
• Present talent analytics and strategic updates to NFF Leadership Team, Board of Directors and relevant committees
  
  

• Refine and manage an innovative talent acquisition strategy that positions NFF as an employer of choice in the nonprofit sector
• Work closely with stakeholders to ensure implementation of best-in-class methods to debias selection and ensure broad recruitment
• Define a comprehensive recruitment strategy to measure and report analytics to optimize the hiring process
• Build strategic partnerships with professional networks, educational institutions, and industry groups to enhance NFF's talent pipeline
• Maintain up-to-date knowledge of advancements in recruitment and selection practices for a mission-driven nonprofit organization
  
  

• Champion a healthy, high-performance organizational culture and staff engagement that centers high levels of employee engagement and people development
• Oversee complex employee relations matters, including investigations, leaves, and conflict resolution, while maintaining relationships with employment counsel to ensure multi-state compliance and risk management
• In partnership with the Executive Team (CEO, COO, Sr. Director of DEIB) and people managers, deploy effective engagement and development strategies to build a well-equipped, values-driven workplace and empowered workforce with a focus on retention of top talent
• Serve as an internal coach and consultant to leadership, managers and employees, offering proactive guidance on critical issues, identifying solutions, resolving problems, and facilitating developmental opportunities.
  
  

• You have a minimum of 10 years of progressive experience as leading a Talent and HR benefit function in a CDFI, nonprofit or mission-led organization, with at least 6 years in senior leadership positions
• Experience partnering with C-suite executives to drive organizational effectiveness and culture change
• Expert knowledge of HR information systems, and track record of setting and meeting ambitious HR performance metrics
• Track record of ensuring compliance with federal and state employment laws while scaling operations
• Ability to maintain strict confidentiality in all aspects of HR operations, ensuring the protection of sensitive employee information, personal data, and company-related matters in compliance with legal and ethical standards.
• Relevant HR certifications (SPHR, SHRM-SCP) highly valued
  
  

• Led full-cycle organizational transformation initiatives, including restructuring, mergers, or significant growth phases
• Designed and implemented comprehensive talent strategies that measurably improved key metrics related to staff retention and employee engagement
• Successfully managed human resources and talent function for an organization that has an operating budget of $20MM+
• Developed innovative total rewards programs that improved retention while maintaining budget discipline
• Created and led data-driven organizational culture initiatives that demonstrably increased representation and employee engagement metrics
• Managed and designed hybrid/remote work policies and programs across multiple jurisdictions
  
  

• Develop, optimize, and scale-up mammalian cell culture processes for the production of therapeutic cells.
• Design and execute experiments to evaluate and select optimal cell culture media, supplements, and growth factors.
• Troubleshoot and resolve technical issues related to cell growth, viability, and productivity.
• Implement and validate cell-based assays for quality control and characterization.
• Maintain and manage cell banks and ensure proper inventory control.
• Collaborate with process engineers and manufacturing teams to ensure seamless technology transfer.
• Analyze experimental data, interpret results, and prepare detailed reports and presentations.
• Stay current with the latest advancements in cell culture technology and bioprocessing.
• Ensure adherence to Good Laboratory Practices (GLP) and aseptic techniques.
• Contribute to the development of Standard Operating Procedures (SOPs).

• Master's or Ph.D. in Biology, Biotechnology, Cell Biology, Bioengineering, or a related scientific field.
• Minimum of 5 years of hands-on experience in mammalian cell culture, preferably in a biopharmaceutical or biotechnology setting.
• Proven experience in optimizing cell culture conditions and media development.
• Strong understanding of cell biology, virology, and immunology principles.
• Proficiency in aseptic techniques and sterile cell culture procedures.
• Experience with various cell culture equipment, including bioreactors, incubators, and centrifuges.
• Familiarity with cell-based assay development and validation.
• Excellent analytical and problem-solving skills.
• Strong written and verbal communication skills, with the ability to document research clearly and effectively.
• Experience working in a regulated environment (e.g., GMP) is a plus.

Do you value organization, a collaborative environment, and deliver top-notch customer service? If you have a passion to serve, work with a strong and supportive team, and be a representative for employee development and wellbeing then this opportunity is right for you!

The Employee Resource Center (ERC) is the City of Eugenes human resources and risk services division that provides overall employee support to union and non-represented employees and promotes equity, inclusion and employee well-being. This Program Coordinator role will have strong paraprofessional level administrative skills and exceptional soft skills to support the Employee & Labor Relations and the Employee Training & Development programs with system organization, internal customer service, bargaining support, database data entry and administration, report creation, managing notifications, and more. Our ideal candidate values innovation, diversity, a collaborative process and requires good judgement and communications skills.

Application Deadline: Monday, August 25, 2025, at 5 p.m. P.T.

Information on How to Apply

Classification: Program Coordinator - Non-Represented

Salary: $31.31 - $9.03 hourly / 65,124.80 - 81,182.40 Annually

The City of Eugene determines starting pay within the range based on relevant education and experience as provided by the applicant in their application materials. This process is consistent with the Oregon Equal Pay Act (OEPA).

Department, Division: Central Services, Employee Resources Center

Position Information: Non-Represented, Non-exempt

Work Location: City Hall, 500 E. 4th Avenue, Eugene

Schedule: Monday Friday, 8:00 a.m. 5:00 p.m. with the flexibility per business need

Benefits: The City of Eugene offers robust and competitive benefits. For more information, select the Benefits Tab, or view benefits summaries as well as see information about all employee benefits.

Bilingual Pay Benefit: This position qualifies for up to an additional 5% of base salary for bilingual pay. Please see Supplemental Information at the end of the posting for more information.

Living & Working in Eugene: Information about living in Eugene, how the City of Eugene operates, and more can be found on our website.

The Program Coordinator on the People, Culture, and Development Team supports the Employee & Labor Relations and Training & Development Program with a variety of technical and administrative duties. As part of the Employee Resource Center (ERC), tasks and assignments support employees across multiple departments in the City of Eugene organization.

The Program Coordinator will support the Employee & Labor Relations program by maintaining databases, documentation, file organization, drafting documents for review, and compiling requested information related to contracts and records. This role will also provide support completing research and supporting collective bargaining processes.

Support for the Training & Development Program is provided by administration of the Enterprise Learning Management (ELM) component of Peoplesoft, which manages data related to training programs, courses, classes, employee learning transcripts, certifications, and employee access to the training catalog. The ELM component requires several layers of complex systems to create a functional course catalog that provides access, tracking, notification, and planning of training programs delivered to employees at all levels of the organization. This role will need to have or gain an administrative and programmer level understanding of the ELM system to create training programs, troubleshoot system errors, pull reports, develop program procedures, conduct specialized training and provide support to divisions across the organization to improve organizational use of the ELM system. This role also supports the Training and Development Manager with administration duties and communications that connect employees to services and requests of the Training and Development program.

Specific duties for these programmatic areas include but are not limited to:
Employee & Labor Relations:

• Maintain employee and labor relations filing, tracking and record retention systems.
• Actively update employee relations case files and pull data from employee discipline database and draft initial recommendation to inform related analysis.
• Support bargaining and other labor processes through notetaking, cataloging and organizing related records, and assisting in research as needed.
• Proofread and finalize collective bargaining agreements, MOUs, and other related labor communications.
• Develop and publish other related Employee and Labor Relations program resources including related internal City Hub SharePoint pages to ensure transparent communication of resources and processes.
• Monitor required labor communications and ensure related information is provided in a timely manner.

Employee Training & Development:

• Conduct administrative functions of the Peoplesoft 9.2 Enterprise Learning Management (ELM) system to create courses, classes, and programs in the catalog.
• Maintain rosters, enrollments, attendance, and supporting documentation of classes.
• Provide organization-wide support regarding policies and procedures as divisions utilize the ELM system to maintain accurate data and program usage.
• Support the Training Program with administrative duties to plan, market, and organize trainings through the internal SharePoint pages.
• Develop resources that enable employees to navigate the training catalog and utilize the ELM system.
• Conduct periodic testing of the ELM system and support regular updates.
• Create reports for training completions, comparative disciplines, and transcripts.
• Track and complete journal entry for training expenses.

To view detailed information on the duties, knowledge, and abilities that may be expected for this position, please see the classification: Program Coordinator - Non-Represented

Studies have shown that women and people of color are less likely to apply for jobs unless they believe they are able to perform every task in the job description. We are most interested in finding the best candidate for the job , and that candidate may be one who comes with relevant transferable skills from a variety of sources and experiences. If you are interested in applying, we encourage you to think broadly about your background and skill set for the role.

When screening your application, the City will consider an equivalent combination of relevant education and experience which provides the applicant with the knowledge, skills, and abilities required to meet minimum qualifications for this position.

Minimum Qualifications

Experience

• Four years of progressively responsible clerical or administrative support experience, providing excellent customer service. Experience working in an environment with access to confidential/ sensitive information preferred.
• The four years of experience must include two years of Human Resources experience or complementary experience in a field or program area focused on interpreting rules, regulations, policies and procedures as they apply to specific situations, and/or computer and database systems administration.

Education

• High school diploma or GED equivalent.
• Associate or college coursework directly related to human resources, business administration, psychology, or a related field is preferred.

Background

Must pass a background check.

The ideal candidate will have the following knowledge, skills, and abilities

• Exercise tact and discretion in dealing with sensitive, complex, and confidential issues and situations.
• Model and integrate organizational competencies in all aspects of work with a focus on a respectful and inclusive work environment and building trust and confidence with all our internal and external customers.
• Use strong analytical and problem-solving skills to research related policies, procedures, and contract provisions to complete detailed processes with a high level of accuracy.
• Flexibly manage multiple competing priorities and effectively partner with team members to accomplish a variety of initiatives.
• Develop strong working relationships with internal customers as well as external partners.
• Communicate effectively, both verbally and in writing, confidently, clearly, and professionally. Proficiently use existing tools and resources, including computers and related software applications, to complete day-to-day work.
• Willingly apply their unique strengths and skill set in service to our customers and organization.
• Ability to use tools and resources, including computers and related software applications (Microsoft Excel, Word, and Outlook), to produce reports, tables, organized data, and create the ability to track outcomes to advance division priorities.

Bilingual Pay Benefit

This benefit compensates non-represented employees up to 5% of their base salary. To qualify for bilingual pay, the employee must demonstrate fluency in an eligible language and pass a language proficiency test that is administrated by the Citys Employee Resource Center division.

Non-Represented Retirement Program

Upon eligibility, the City will contribute an employee contribution of 6%, as well as the employer contribution, to a retirement program administered by the Oregon Public Employees Retirement System (PERS). In addition, the City will pay a 3% contribution to a deferred compensation program if the employee contributes at least 1%.

From January 1, 2020, through December 31, 2034, most retirees may work for a PERS-participating employer for an unlimited number of hours while continuing to receive their pension benefit based on HB 2296. If you have questions about your specific situation, including any restrictions to hours, please refer to the PERS: Work After Retirement.

What to Expect from our Selection Process

Applicants are screened based upon their relevant knowledge, abilities, skills, experience, and training. The selection process varies according to the position and can include such things as screening of supplemental questionnaires, written or skill tests, ability or fitness tests, interviews, and assessment processes. In addition, background investigations and records checks may be required. Some positions also require applicants to have a psychological evaluation and/or physical examination and a drug test prior to employment. Marijuana use is evaluated consistent with current state law regulations. PLEASE NOTE: Once the posting closes, the process can take 4-6 weeks to complete.

Diversity, Equity, and Inclusion

The City of Eugene is committed to a respectful work environment. We value the cultural, educational, and life experiences of each employee. We believe that a diverse workforce enables us to deliver culturally responsive services to all members of our community. As part of our commitment to diversity, equity, and inclusion we desire to welcome, respect, and create a sense of belonging for a wide range of identities and experiences in our workforce. Women, people with disabilities, and persons of color are strongly encouraged to apply.

The City of Eugene complies with the Americans with Disabilities Act of 1990 . Any applicant with a qualified disability under the Americans with Disabilities Act may request accommodation by contacting an employment coordinator at ( .

In compliance with the Immigration Reform and Control Act of 1986 , the City of Eugene will request all eligible candidates who accept employment with the City to provide documentation to prove they are eligible for employment in the United States. NOTE: The City of Eugene does not participate in the E-Verify program; therefore, candidates requiring E-Verify for employment authorization will not be eligible for employment with the City.

LEGACY is a core value that Halekulani lives by to celebrate our cultural history. For over 100 years, the hotel has welcomed visitors to Waikiki Beach, sharing our gracious hospitality, impeccable service, and unparalleled cuisine. Halekulani and Halepuna Waikiki employees live the legacy through the "art of service."

As an integral part of a team, the HR Coordinator is responsible for continuously looking for ways to improve each team member's experience from providing exceptional service to providing clerical and administrative support. This will include, but not limited to, office administrative duties, printing reports, payroll, maintaining employee files, departmental records/logs, recruitment, benefits, safety and training. Provides guidance, support and coordination in the consistent application of policies, procedures and practices of human resources.

• Anticipate team members' needs, respond promptly and acknowledge all team members, however busy and whatever time of day.
• Maintains positive employee relations at all times. Resolves complaints, ensuring team member satisfaction.
• Maintains complete knowledge of, and complies with all departmental policies, service procedures, and hotel standards.
• Fosters positive teamwork by working closely within the HR Division to review processes and offer suggestions to champion change.
• Establishes, develops, maintains and updates filing system for the department. Retrieves information from files when needed.
• Maintains confidentiality and security of specified hotel information, correspondence, reports and files.
• Sorts and distributes departmental mail. Coordinates delivery/messenger services. Prepares and sends faxes; distributes faxes to appropriate personnel.
• Prepares IDs and nametags as requested for new hires or existing team members.
• Assists with Benefits, COBRA, Safety, Workers Compensation and Training programs, as needed or assigned.
• Maintains and tracks required certifications for respirator program, liquor commission, spa licenses, drivers' licenses.
• Maintains an inventory of supplies and required forms, ordering replenishments as necessary.
• Maintain locker room availability inventory.
• Processes reports for birthdays, perfect attendance awards, parking program and other requested items.
• Accurately maintains a cash bank for sales of movie tickets and other miscellaneous sales.
• Perform all other duties as may be required or assigned.

Reports To: Director of Human Resources

• Minimum one (1) year experience in Human Resources, preferably an upscale hotel with a large number of team members.
• Bachelors in Human Resource Management preferred.
• Any combination of education and experience which would provide the necessary knowledge, skills, and abilities to meet the minimum qualifications to perform the essential functions of this position.

• None

• Able to anticipate team member needs; respond promptly and acknowledge all team members. Familiar with all hotel services/features and activities to respond to team member inquiries accurately.
• Possess strong collaborative, interpersonal communication and organizational skills with attention to detail.
• Strong proficiency in use of Microsoft Office programs such as Word, Excel, Outlook, and PowerPoint.
• Ability to maintain positive team member relations at all times.
• Able to maintain a high level of confidentiality as position will have access to sensitive information.
• Able to maintain a high level of professionalism and demonstrate superior customer service.
• Able to arrive to work on time and be ready to work as scheduled.

The physical demands and work environment characteristics described are representative of those that must be met by an employee to successfully perform the essential functions of this job. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions.

• Ability to transport up to 40 pounds.
• Ability to endure various physical movements throughout the work areas.
• Ability to stand/walk for up to 1 - 2 hours throughout work shift.
• Maintain a stationary position for up to 8 hours throughout work shift.

• Indoor, air-conditioned office
• Exposure to variable temperature conditions.
• Exposure to variable noise levels.
• Exposure to dust, chemicals, fumes, mites, and/or odor hazards.

Hotels and Resorts of Halekulani is an Equal Opportunity Employer and does not discriminate against any employee or applicant for employment because of race, color, sex, age, national origin, religion, sexual orientation, gender identity, status as a veteran, and basis of disability or any other federal, state, or local protected class.

• Pay Type Hourly
• Min Hiring Rate $25.00
• Max Hiring Rate $28.00

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• Halekulani , 2199 Kalia Road, Honolulu, Hawaii, United States of America

• High School Diploma or equivalent
• 1 year of administrative, human resources, or athletic related experience

• Bachelor's Degree
• Experience working within intercollegiate athletics

Hourly Wage: $22 - $5 per hour. The actual hourly rate will equal or exceed the required minimum wage applicable to the job location. Additional compensation includes annual or quarterly performance incentives. Additional compensation in the form of premiums may be paid in amounts ranging from 0.35 per hour to 3.00 per hour in specific circumstances. Premiums may be based on schedule, facility, season, or specific work performed. Multiple premiums may apply if applicable criteria are met. Employment Type: Full-Time Available shifts: Opening, Morning Location Walmart Supercenter #1660 40130 10TH ST W, PALMDALE, CA, 93551, US

Job Overview: Human Resource associates assist leadership with associate recruitment, hiring, staffing, development, succession planning, scheduling, attendance, and performance needs by identifying and analyzing HR (Human Resources) related issues; and providing guidance on the execution of company HR programs and initiatives.

Benefits & perks: At Walmart, we offer competitive pay as well as performance-based incentive awards and other great benefits for a happier mind, body, and wallet. Health benefits include medical, vision and dental coverage. Financial benefits include 401(k), stock purchase and company-paid life insurance. Paid time off benefits include parental leave, family care leave, bereavement, jury duty, and voting. Other benefits include short-term and long-term disability, company discounts, Military Leave Pay, adoption and surrogacy expense reimbursement, and more. You will also receive PTO and/or PPTO that can be used for vacation, sick leave, holidays, or other purposes. The amount you receive depends on your job classification and length of employment. It will meet or exceed the requirements of paid sick leave laws, where applicable. For information about PTO, see Smart Guide page. Live Better U is a Walmart-paid education benefit program for full-time and part-time associates in Walmart and Sam's Club facilities. Programs range from high school completion to bachelor's degrees, including English Language Learning and short-form certificates. Tuition, books, and fees are completely paid for by Walmart. Eligibility requirements apply to some benefits and may depend on your job classification and length of employment. Benefits are subject to change and may be subject to a specific plan or program terms. For information about benefits and eligibility, see One.Walmart.com. Walmart is committed to maintaining a drug-free workplace and has a no tolerance policy regarding the use of illegal drugs and alcohol on the job. This policy applies to all employees and aims to create a safe and productive work environment. Walmart, Inc. is an Equal Opportunity Employer- By Choice. We believe we are best equipped to help our associates, customers, and the communities we serve live better when we really know them. That means understanding, respecting, and valuing diversity- unique styles, experiences, identities, abilities, ideas and opinions- while being inclusive of all people.