Vice President, HR and Office Management na Affordable Homes & Communities

About AHC: AHC is a non-profit, affordable housing developer and service provider with offices in Baltimore, Maryland and Arlington, Virginia.  Our growing portfolio of 55 multifamily rental communities provides over 8,300 homes in D.C., Maryland, and Virginia.

Mission: The residents of Affordable Homes & Communities are at the heart of all we do. AHC builds opportunity by creating quality homes with holistic resident services. We drive change through innovation, genuine partnerships, and responsible investment.

HR/IT Goal: High Performing Organization – Invest in our staff, culture, and systems to align with our values and our commitment to Diversity, Equity, Inclusion, and Belonging.

Position Purpose: A member of the AHC Senior Leadership Team, the Vice President of HR will provide high-level leadership and drive employee experience strategies & policies to create an engaging and meaningful workplace for AHC staff.  The VP shall oversee, develop, and execute all the AHC Staff Training and Development Programs.

The Vice President will have direct supervision of Office Administration and Human Resources teams ensuring high level staff performance and department efficiency and effectiveness.  

Members of the Senior Leadership Team are expected to demonstrate AHC’s Core Values.  They are expected to achieve outstanding results, inspire and develop staff, and lead innovation and positive change.

Responsibilities:

Include but are not limited to the following: 

ORGANIZATIONAL STRATEGIES & RESULTS

1. Collaborates with the President/CEO and the Senior Leadership Team, utilize experience, business strategy, and networks to create and lead AHC’s short term and long-term strategies to foster AHC culture where staff are aligned with the AHC mission & core values. Guides AHC in developing staff skills and performance levels. 
2. Designs the strategy and oversees the development and completion of department programs and initiatives, defining program milestones and metrics. Ensures flawless delivery of all aspects of program and project execution. 
3. Designs and implements a Staff Training & Development Plan.  
4. Builds strong relationships with staff and community partners (e.g. NWA, HPN). Participates in coalitions with a variety of community-based organizations, as appropriate. 
5. Develops and implements training and capacity building strategies and programs. 
6. Serves as a key advisor to the Senior Leadership Team, Board of Directors, and liaison to the Board Committee (Governance Committee). 

DEPARTMENT OPERATIONS

1. Leads and executes the development of the organization’s strategies for recruitment & retention, compensation & benefits administration, compliance, staff training & development, IT infrastructure efficiency & growth while minimizing organizational risk.  
2. Drives and manages organizational change to increase employee satisfaction and productivity.  
3. Embeds and collaborates with leadership to create authentic and meaningful inclusion of DEIB perspectives in AHC policies, processes, and practices. 
4. Maintains and continuously improves HR policies and procedures.

FINANCIAL MANAGEMENT

1. Develops department annual budget. Partners with the CFO in budget planning to adjust for changes in business strategy. 
2. Reviews and monitors budget vs actual activity to identify variances and ensure financial activity is appropriate and correct.  
3. Observes and practices financial stewardship in managing AHC’s financial resources. 

CULTURE and STAFF ENGAGEMENT

1. Builds a team culture that supports the organization’s strategic direction with a deep commitment to collaboration, accountability, equity, and resident service. 
2. Establishes staff goals and deliverables; provides coaching and evaluation based on those goals to ensure the team maintains a high level of knowledge and competence related to AHC priorities. 
3. Creates the conditions for success. 
4. Engages cross-department collaboration. Fosters transparency and open lines of communication.  
5. Promotes inclusive department practices.
6. Motivates and inspires staff to achieve goals. 

Qualifications:

• Bachelor’s degree in human resources or related field is required. Master’s degree in HR, preferred. HR certification required. 
• Minimum of 15 years of progressive senior leadership role in managing human resources for mid-sized organizations. 
• Demonstrated understanding of change management and culture building. 
• Experience leading organization’s DEIB efforts. 
• Familiarity with local and state employment regulations.