Vice President Human Resources

Must Reside in: California
Bilingual Spanish
Pay: $135,000/yr.
Vice President, Human Resources
Music Education Leader and Affiliated Companies
Position Summary
The Vice President, Human Resources and People and Culture serves as the senior HR leader
responsible for building and implementing the people infrastructure needed to support an
established leader in the Music Education space’s continued growth and organizational
maturity, along with affiliated entities in the sports and special education domains.
Working collaboratively with executive leadership and department leaders, this role will assess
organizational readiness, establish foundational HR policies and governance, streamline
processes, strengthen compliance, and create consistent practices across the employee
lifecycle.
This is a highly strategic and hands-on leadership position. The VP will not only develop HR
strategy, but will lead the functional implementation and adoption of new practices, systems,
policies, and processes, ensuring leaders understand expectations and employees experience
a consistent, efficient, and well-supported workplace across multiple entities.
Key Areas of Responsibility
● HR Strategy and Organizational Readiness
● Partner with executive leadership to develop a comprehensive people strategy aligned
with organizational mission, business priorities, and future growth.
● Conduct an assessment of current HR practices, processes, policies, systems, and
organizational readiness.
● Identify operational gaps, compliance risks, redundancies, and opportunities for greater
consistency and efficiency.
● Develop a prioritized HR roadmap that balances immediate organizational needs with
longer-term infrastructure and scalability.
● Establish measurable objectives and accountability for key people initiatives.
● ​​Lead HR readiness for expansion into additional states by identifying and implementing
state-specific employment, payroll, benefits, leave, hiring, onboarding, and compliance
requirements, ensuring scalable and compliant operations as the organization enters
new markets.
Policy Development, Governance & Compliance
● Lead the development and implementation of comprehensive HR policies, procedures,
and governance standards.
● Create and maintain the organization’s Employee Handbooks, ensuring policies are
clear, practical, compliant, and aligned with organizational culture.
● Establish consistent standards for employee relations, performance management,
attendance, leaves, accommodations, compensation practices, workplace conduct, and
other core employment practices.
● Partner with appropriate legal and external resources to maintain compliance with
applicable federal, state, and local employment requirements.
● Translate policy into practical processes that leaders can confidently and consistently
administer.
HRIS Implementation & Process Transformation
● Lead the assessment, implementation, optimization, and launch of the organization’s
Human Resources Information System (HRIS).
● Establish accurate employee data, workflows, approvals, reporting structures,
documentation standards, and system ownership.
● Evaluate existing manual or fragmented HR processes and identify opportunities for
automation and simplification.
● Develop scalable workflows that reduce administrative burden, unnecessary approvals,
duplicate work, and reliance on informal processes.
● Establish HR metrics and reporting capabilities to support informed leadership decision-
making.
Employee Lifecycle and Onboarding
● Redesign the end-to-end employee experience, beginning with recruitment and
extending through onboarding, development, performance management, engagement,
retention, and separation.
● Overhaul the onboarding experience to create a structured, welcoming, and consistent
introduction to the organizations.
● Establish clear onboarding responsibilities for HR, hiring managers, and organizational
leaders.
● Develop standardized orientation materials, required documentation, training schedules,
introductory milestones, and new-hire check-ins.
● Ensure employees understand organizational expectations, resources, policies, culture,
and how their work contributes to the mission.
Policy Rollout, Training & Change Management
● Develop a structured approach for introducing new policies, systems, and organizational
practices.
● Create and facilitate manager and employee training to ensure understanding, adoption,
and consistent application.
● Equip leaders with practical tools, templates, resources, and guidance to effectively
manage their teams.
● Partner closely with leadership to assess readiness for organizational change and
address barriers to implementation.
● Establish communication strategies that make change transparent, collaborative, and
understandable.
Leadership Partnership and Organizational Development
● Serve as a trusted advisor to executive leadership on organizational structure, workforce
planning, employee relations, leadership effectiveness, and people strategy.
● Partner with leaders to clarify roles, responsibilities, decision-making authority, and
accountability.
● Build leadership capability through coaching, training, tools, and consistent management
practices.
● Establish performance management practices that connect individual contribution with
organizational objectives.
● Support succession planning, talent development, internal mobility, and retention
strategies.
Process Improvement and Operational Excellence
● Review existing HR and administrative processes to identify opportunities to simplify,
standardize, automate, and scale.
● Create clear standard operating procedures and defined ownership for recurring people
processes.
● Reduce unnecessary handoffs and administrative redundancies while maintaining
appropriate controls.
● Develop practical documentation and workflows that allow HR practices to remain
sustainable as the organization evolves.
● Establish service standards and communication practices that create greater
transparency and responsiveness between HR, leaders, and employees.
Initial Priorities
During the first phase of the role, the Vice President will focus on:
1. Assess – Conduct a comprehensive review of current HR practices, compliance,
systems, policies, workflows, and organizational readiness.
2. Prioritize – Develop a practical HR roadmap identifying immediate risks, foundational
needs, and strategic opportunities.
3. Build – Create the Employee Handbook, core policies, procedures, governance
framework, and HR operating standards.
4. Implement – Lead HRIS optimization/implementation and redesign onboarding and key
employee lifecycle processes.
5. Train – Develop manager training and resources to ensure policies and practices are
understood and consistently applied.
6. Streamline – Simplify workflows, eliminate unnecessary administrative steps, and
establish scalable processes.
7. Measure – Introduce meaningful HR metrics and reporting to evaluate adoption,
compliance, engagement, retention, and organizational effectiveness.
Benefits Administration, Enrollment and Compliance
● Lead the design, administration, scaling, and continuous improvement of employee
benefits enrollment processes across the organizations.
● Serve as the primary HR partner to the organization’s benefits broker, health plans,
carriers, and third-party benefits administrators.
● Partner with the benefits broker to evaluate plan design, employee contribution
strategies, eligibility structures, renewals, and benefit offerings as the organizations
continue to grow.
● Ensure benefits eligibility, enrollment, payroll deductions, employee elections, and
carrier records are accurately and consistently administered across HRIS, payroll, and
carrier systems.
● Maintain required benefits documentation, notices, plan materials, employee elections,
and records in accordance with applicable federal and state requirements.
● Develop clear, employee-facing benefits communications, enrollment instructions, FAQs,
and educational resources that make benefits understandable and accessible.
Live Scan, DOJ Compliance & Custodian of Records
● Serve as one of the organization’s designated Custodian of Records for California
Department of Justice background check and Live Scan programs, as applicable.
● Maintain organizational compliance with DOJ requirements governing applicant
fingerprinting, criminal history information, authorized access, confidentiality,
record keeping, and information security.
● Maintain appropriate controls regarding access to and handling of confidential criminal
offender record information and ensure information is accessed and used only for
authorized purposes.
● Maintain required DOJ documentation, authorizations, records, and internal controls in
an organized and audit-ready manner.
● Ensure applicable HR personnel are appropriately trained regarding DOJ requirements,
confidentiality obligations, documentation standards, and the proper handling of
background check information.
Measures of Success
● Success in this role wi

Work arrangement
Yes