The Vice President of People and Systems at the Pahara Institute at Lone Rock shapes and implements the systems, practices, and experiences for employees who power Pahara’s mission. This leader designs and drives an integrated talent strategy that ensures the organization attracts, develops, and retains exceptional people while maintaining efficient and compliant human resource operations. This VP, reporting to the EVP of Growth & Operations, catalyzes employee experiences that embodies the organization’s core values of connection, courage and evolution, and enables an environment where every team member can thrive.

ESSENTIAL DUTIES AND RESPONSIBILITIES

Area 1: Talent Attraction and Cultivation

• Set the vision and long-term strategy for attracting and retaining exceptional talent in alignment with Pahara’s mission, values, and organizational priorities.
• Oversee the design and continuous refinement of organization-wide recruitment systems that identify and engage candidates who embody Pahara’s leadership expectations and cultural values.
• Establish organization-wide role architecture, including aspirational job descriptions, career pathways, and compensation frameworks that enable growth, equity, and strategic workforce planning
• Own the strategy and implementation of a transformative onboarding experience that accelerates connection, belonging, and readiness for impact across all roles and levels.
• Cultivate high-impact external partnerships with networks, institutions, and leaders to strengthen Pahara’s presence and build sustainable, diverse pipelines of future candidates.

Area 2: Human Resource Systems and Processes

• Set the strategic direction for Pahara’s HR infrastructure, ensuring systems, policies, and processes are streamlined, employee-centered, and aligned with organizational goals
• Oversee the development, implementation, and governance of HR policies, including leading periodic reviews of the Employee Handbook to ensure clarity, compliance, and cultural alignment
• Lead the organization’s total rewards strategy, ensuring compensation, payroll operations, and related practices are accurate, equitable, competitive, and support long-term workforce planning
• Establish organizational standards and decision frameworks for leave and time-away practices, ensuring they balance operational continuity with a commitment to staff well-being and sustainability
• Design and administer benefits strategy and vendor management, evaluating programs to enhance employee value, manage costs, and support a holistic approach to employee well-being

Area 3: Performance Management

• Design and implement the performance management philosophy and its supporting systems, ensuring they support continuous learning and growth, in alignment with organizational goals.
• Build manager capability at scale, leading initiatives that equip leaders with the skills, tools, and mindsets necessary for high-quality feedback, coaching, and performance conversations
• Lead organization-wide calibration and talent review processes, ensuring consistency, fairness, and strategic alignment in how performance standards and growth potential are assessed
• Provide executive oversight for the resolution of performance issues, ensuring appropriate interventions, development plans, and supports are used to uphold high standards while enabling employee success.

Area 4: Talent Development

• Design and oversee learning and development strategies, ensuring professional growth opportunities are data-informed, equity-centered, and responsive to evolving organizational needs
• Advise and coach leaders to build high-performing, cohesive teams, providing supports that enhance collaboration, build effective team dynamics, and reinforce a culture of trust and accountability
• Oversee talent and succession planning processes, identifying future leadership needs and developing strategies that cultivate internal talent pipelines
• Facilitate organizational change initiatives with attention to employee experience
• Provide guidance to senior management on HR-related issues, provide informed decisions, evaluate the effectiveness of HR programs and initiatives, and continuously improve systems and practices.

Area 5: Human Resource Compliance and Risk Management

• Ensure organizational compliance with all federal, state, and local employment laws, regulations, and internal policies, proactively anticipating emerging requirements
• Keep the organization current on evolving HR regulations and industry best practices, translating insights into policy updates, training, and organizational guidance
• Oversee and coordinate an employee relations strategy, ensuring issues are addressed through fair, timely, and thorough investigation and resolution processes that reinforce trust, accountability, and organizational values
• Ensure the integrity and security of employee records and HR data systems, maintaining accuracy, confidentiality, and compliance with all legal and ethical standards.
• Lead risk mitigation efforts across the HR function, developing sound practices, documentation standards, and decision-making frameworks that safeguard the organization and strengthen operational resilience.

Area 6: Human Resource Data and Analytics

• Develop and maintain human resource information systems that provide accurate employee data
• Create regular reports on key human resource metrics to inform decision-making
• Lead analysis of trends in hiring, retention, engagement, performance, and other critical talent indicators, identifying opportunities to strengthen organizational health and effectiveness
• Use data-driven insights to shape HR strategy, offering proactive, evidence-based recommendations that enhance policies, programs, and people practices
• Conduct periodic compensation analyses to ensure market competitiveness and internal equity

Area 7: Culture and Employee Experience

• Partner with the EVP of Growth & Operations to develop and implement culture-building initiatives that maintain and strengthen connection, belonging, and alignment with the organization's core values
• Oversee organization-wide employee engagement strategies, including the design, administration, and analysis of surveys and pulse checks that surface insights and drive continuous improvement
• Design and implement recognition and appreciation programs, ensuring they reinforce Pahara’s values, celebrate excellence, and promote behaviors that support a thriving organizational culture
• Champion an inclusive, equitable workplace, embedding practices and norms that enable all employees to feel valued, supported, and empowered
• Serve as a trusted advisor and thought partner to staff and leaders, offering guidance on HR matters, career development, and organizational dynamics that shape the overall employee experience.

Perform other responsibilities as assigned , contributing to organization-wide people-centered priorities

SUPERVISORY RESPONSIBILITIES

• May supervise Human Resource Generalist(s) or Human Resource Specialist(s) if added to the team
• Functional leadership for human resource processes and employee experience
• Guidance to managers on people management practices

REQUIRED KNOWLEDGE, SKILLS, AND ABILITIES

• Bachelor's degree required; degree in human resources, organizational development, or related field preferred
• 7+ years of progressive experience in human resources or talent management
• PHR/SPHR or SHRM-CP/SHRM-SCP certification preferred or some other relevant certification or license
• Experience in education, nonprofit, or mission-driven organizations preferred
• Comprehensive knowledge of human resource best practices and employment laws
• Experience designing and implementing talent management systems
• Strong understanding of compensation and benefits administration
• Knowledge of performance management approaches and best practices
• Experience with HRIS and HR technology platforms
• Excellent interpersonal and relationship-building skills
• Superior written and verbal communication abilities
• Strong analytical and problem-solving capabilities
• Ability to maintain confidentiality and handle sensitive information
• Project management skills and attention to detail
• Demonstrated commitment to diversity, equity, and inclusion
• Ability to travel for organizational meetings and events
• Proficient with Google Workspace, HR systems, and relevant technology
• Alignment with Pahara's core values

MUST-HAVES FOR SENIOR-LEVEL ROLES

• The VPs primary focus is to oversee the HR and talent function in the organization.
• The leader co-designs, leads, implements, monitors, and refines core organizational projects, processes, initiatives, systems, and tools. They guide long-term strategies with high process complexity, autonomy, proactive budget management, change management, and impact.
• The leader facilitates critical cross-organizational collaboration by coordinating workstreams to ensure objectives are achieved; they also provide functional support in specialized areas of expertise.
• You are motivated and bring a sense of openness to your work. You have a track record of learning quickly and addressing ambiguity productively; you're excited about the possibilities that come with change. You are deeply committed to development and continuous learning. You are comfortable in conversations that challenge the status quo and channel healthy tension into equitable, sustainable solutions.
• You are committed to impacting and changing the educational ecosystem. You understand how schools and school systems work and how school leaders navigate complexity. You genuinely believe that, as a result of Pahara Institute at Lone Rock’s transformative programming, diverse, high-integrity leaders can redefine public education. You do this work so every child in America has access to excellent educational opportunities in public schools.
• You find joy in building an inclusive, healthy, equitable work environment. You prioritize authenticity and wholeness at every level of your work and foster belonging and connection in virtual and in-person environments. While you are willing to hold the line on accountability with steadiness, patience, and empathy, you also have a strong analytical lens related to fairness, access, inclusion, and representation. You contribute to and model Pahara Institute at Lone Rock's organizational culture, aligning actions with organization's core values.

ADDITIONAL DETAILS

• Reporting Relationships: The VP of People and Systems reports to the Executive Vice President of Growth & Operation
• Work Environment: We are a hybrid organization and this role is a remote position by design so that the team can work where they have built their lives. Lone Rock, our campus in the Denver area, serves as a hub for our work and as the main location for all in-person events.
• Travel: This position will require travel to Lone Rock Campus for various purposes, including organizational meetings and events, operations support during programming, and other job-specific purposes. When at Lone Rock, you must be able to remain in a stationary position 50% of the time at a higher altitude while on campus and occasionally move boxes weighing up to 30 pounds for various needs. Seminar days often begin early and end late, so you should be able to commit to an unconventional schedule when participating in programming, as opposed to a 9am - 5pm schedule.
• Compensation: Pahara Institute at Lone Rock provides competitive compensation and an attractive benefits package, including full health care coverage and access to a 401(k) account with a matching contribution policy. The salary band for this role is $170,000 - $190,000

Please include both a resume and a cover letter with your application.

NON-DISCRIMINATION STATEMENT

Pahara Institute at Lone Rock is committed to non-discrimination and to providing equal opportunity. It is our policy to ensure that all individuals with whom we are in contact are treated equally, without regard to age (40+), color, mental or physical disability, gender, marital status, national origin, religion, sexual orientation, expression, gender identity, military or veteran status, or other legally protected classifications. Any job applicant or employee who requires an accommodation in order to perform the essential functions of the job should contact Human Resources and discuss the need for an accommodation. Pahara Institute at Lone Rock will engage in an interactive process with the applicant or employee to identify possible accommodation, if any, that will help the applicant or employee perform the job. An applicant, employee, or unpaid intern who requires an accommodation of a religious belief or practice (including religious dress and practices such as religious clothing or hairstyles) should also contact Human Resources and discuss the need for an accommodation. If the accommodation is reasonable and will not impose an undue hardship, Pahara Institute at Lone Rock will make the accommodation. Pahara Institute at Lone Rock will not retaliate against an applicant or employee for requesting a reasonable accommodation and will not knowingly tolerate or permit retaliation by others at Pahara Institute at Lone Rock.

ABOUT US

Pahara Institute at Lone Rock’s Website