Vice President, Human Resources (ZERO Prostate Cancer)

Vice President, Human Resources
Full-Time ∙ Exempt-Salaried ∙ Remote

Are you seeking a fulfilling career that creates a meaningful impact? For over 25 years, ZERO Prostate Cancer has been a driving force in the fight against prostate cancer, offering vital support to patients and families impacted by prostate cancer. As the premier national nonprofit, ZERO drives research, enhances the lives of those affected by the disease, and sparks advocacy. With consistent recognition as one of the Best Nonprofits to Work For by the Nonprofit Times, our focus on supporting our team and community stands out. Our dedication to fostering a culture of growth, inclusivity, and camaraderie remains steadfast. At ZERO, our philosophy of high responsibility and high freedom empowers team members to excel in their careers and personal lives, all while making a significant impact in the fight against prostate cancer. Joining ZERO means becoming part of a remarkable community where individuals inspire each other daily, transcending the typical job experience.

We are seeking a dynamic and experienced Vice President, Human Resources to lead the HR department. The Vice President, Human Resources will be responsible for leading the development and implementation of HR strategies, policies, and programs that support the organization's mission and foster a positive work environment.

In this role, the Vice President, Human Resources will oversee all aspects of Human Resources operations, including recruitment, onboarding, training, and employee relations. They will play a critical role in fostering equity and inclusion within an organization to ensure effective integration into the organization's overall business strategy.
This role will report directly to the Chief Operating Officer to support ZERO’s mission to end prostate cancer.

This position is based remotely, and candidates may live in any area within the United States. It will also require domestic travel approximately four times per year to ZERO meetings and/or training.

Duties/Responsibilities:

• Strategic Leadership:
  • Develop and execute HR strategies that align with the organization's goals and values.
  • Ensure ZERO is fostering a workplace that is anchored in diversity, equity, and inclusion principles.
  • Provide guidance and support to managers and employees on HR-related matters.
  • Collaborate with senior leadership to address organizational development and talent management needs.
  • Actively participate in management team meetings and contribute on human resources issues.

• Benefits and Compliance:
  • Manage employee benefits programs, compensation, and payroll administration.
  • Ensure compliance with employment laws and regulations and maintain HR policies and procedures.

• Recruitment and Retention:
  • Oversee recruitment processes to ensure they are free from bias and that diverse candidates are actively sourced and considered. This includes training hiring managers on DEI best practices.

• Performance Management:
  • Implement and manage the goal setting, performance management, and performance review processes
  • Encourage and develop pathways for open dialogue between managers and employees throughout the performance management process.

• Conflict Resolution:
  • Develop clear procedures for addressing complaints related to discrimination or harassment. Ensure these procedures are transparent and accessible to all employees.
  • Act as a mediator in situations involving workplace conflicts, particularly those involving issues of equity or inclusion, to ensure fair and impartial resolutions.

• Cultural Development and Change Management:
  • Lead ZERO's cultural strategy development and implementation, fostering an environment of high responsibility, freedom, and mission focus through structured assessment tools and action planning
  • Design and execute change management initiatives that preserve core cultural elements while building organizational adaptability and resilience in a remote-first environment
  • Create and maintain comprehensive cultural onboarding and recognition programs that reinforce organizational values and strengthen employee engagement across distributed teams

• Professional Development and Career Growth:
  • Design and implement comprehensive career pathways across all organizational levels, with clear progression milestones and skill development requirements aligned with ZERO's mission
  • Create leadership development and succession planning frameworks that identify and nurture internal talent while supporting ZERO's long-term sustainability
  • Establish mentorship programs and learning initiatives that enhance both technical and soft skills, with a particular focus on nonprofit sector expertise and remote leadership capabilities

• Employee Engagement:
  • Lead HR projects and initiatives to enhance employee engagement and retention.
  • Monitor HR metrics and analytics to assess the effectiveness of HR programs and initiatives.
  • Lead the charge in staying ahead of HR trends, best practices, and evolving legal requirements, ensuring not just compliance but driving transformative and continuous improvement across the organization.
• Community Engagement:
  • Build relationships with external organizations, such as non-profits and educational institutions, to support broader DEI efforts and community outreach.
  • Represent the company at industry events and conferences on DEI topics, positioning the organization as a leader in this area.

 
Desired Knowledge/Skills/Abilities:

• Strong knowledge of HR best practices, employment laws, and regulations.
• Excellent communication, interpersonal, and leadership skills.
• Ability to build and maintain positive relationships with employees at all levels.
• Experience in developing and implementing diversity, equity, and inclusion initiatives.
• Familiarity with HRIS systems and tools.
• Ability to adapt to changing situations.
• Excellent communication skills and ability to work across teams/departments.

 
Minimum Qualifications:

• Bachelor’s degree in human resources, Business Administration, or related field or an equivalent combination of education and work experience.
• Minimum of 15 years of proven experience in Human Resources, preferably in a nonprofit or mission-driven organization
• Proven experience in HR leadership roles, preferably in a nonprofit or mission-driven organization.

Preferred Qualifications:

• Master’s degree in human resources, Business Administration, or related field
• SHRM-SCP or SPHR certification is a plus.

 
Physical Requirements:

• Constant use of a computer and other office productivity equipment, such as computer printer, calculator, and copier.
• Prolonged periods of a stationary position at least 50% of the time.
• The ability to recognize details at close range for extended periods of time.
• The ability to communicate information and ideas so others will understand. Must be able to exchange accurate information in these situations.

One of many reasons to join the ZERO team is because we offer great benefits!

• Unlimited PTO
• 403(b) retirement plan matching
• Employer-paid benefits include: Medical, Dental, Vision, Short-Term Disability, & Long-Term Disability insurance
• FSA/HAA

Inquiries regarding the Vice President, Human Resources position should be directed to Jami Armstrong, Senior Consultant at Nonprofit HR at [email protected]. Please submit your application and cover letter outlining your interest and qualifications specific to the role, and your resume.

 ZERO Prostate Cancer is an equal opportunity employer and is committed to creating an
 inclusive work environment for all employees. We encourage BIPOC, Veterans, individuals with
 Disabilities and those affected by prostate cancer to apply. Applicants must be authorized to
 work in the United States.
 

Our Commitment to Diversity, Equity, Inclusion & Belonging

Nonprofit HR is committed to fostering and maintaining a work environment where diversity, equity, and inclusion (DEI) are fully integrated into everything we do for the benefit of our employees and the clients that we serve. To fully realize our goal, we prioritize our understanding of the complexities of DEI within our workforce to inform our approach to talent management. We believe that this guides how we do our work, advise our clients to operationalize DEI and position our content and educational opportunities help strengthen the talent management capacity of the social impact sector.

Continue reading our about our commitment at nonprofithr.com/deinow.