Vice President of People and Culture

Pittsburgh Zoo & Aquarium

Position Description

Position Summary:

The Vice President of People & Culture is a strategic and compassionate leader responsible for shaping an engaging, inclusive, and mission‑aligned workplaces for all employees. This role oversees all aspects of Human Resources, including Talent Acquisition, Labor Relations, Organizational Culture, Performance Management, Staff Development, and Compliance. 

The VP of People and Culture will guide the zoo in fostering a people-first environment while ensuring the organization adheres to all policies, regulations, and best practices in HR administration.
 This position requires experience working in both unionized and non-union environments, deep understanding of nonprofit organizational culture, and the ability to serve as a trusted advisor to leadership, managers, and staff. The VP of People & Culture serves as a member of the zoo’s senior leadership team and reports directly to the President & CEO. 

Essential Job Functions:

Strategic Leadership & Culture

• Provide vision and leadership in cultivating a positive, equitable, and inclusive workplace culture aligned with the zoo’s mission and values.
• Partner with executive leadership to develop organizational strategies that support employee engagement, retention, and workforce effectiveness.
• Lead change management initiatives to support organizational growth, strategic objectives, and cultural alignment.
• Champion diversity, equity, inclusion, and belonging (DEIB) efforts across the organization.

Human Resources Administration

• Oversee all HR functions including recruitment, onboarding, compensation, benefits, training, employee relations, performance management, and compliance.
• Ensure all human resources policies are up to date, legally compliant, and consistently administered.
• Develop and maintain HR metrics, reporting, and analytics to guide leadership decisions.
• Manage annual performance review and goal-setting processes.
• Oversee compensation market reviews and partner with finance to align HR practices with the organization’s annual budget.
• Learning Management Systems (LMS)
• Data and reporting tools such as Excel analytics or Power BI

Labor Relations

• Serve as the primary point of contact for labor relations in a mixed union and non-union workforce.
• Build collaborative relationships with union representatives while protecting the zoo’s operational needs.
• Oversee contract negotiations, grievance resolution, and collective bargaining processes.
• Ensure HR practices adhere to labor agreements and employment law.

Talent Acquisition & Development

• Lead efforts to attract, hire, train and retain a diverse and high-performing workforce.
• Implement strategies to create robust internal career pathways and employee development programs.
• Oversee training initiatives, including leadership development, compliance training, onboarding and staff enrichment.

Compliance & Risk Management

• Ensure compliance with federal, state, and local employment laws and regulations.
• Oversee workplace investigations and ensure fair, thorough, and timely resolution of employee issues.
• Manage HR-related risk mitigation in coordination with relevant departments.

Technology & Systems Management

• Oversee HRIS platforms and ensure optimal use for data integrity, payroll interface, and operational efficiency.
• Maintain proficiency in systems necessary to manage HR operations, including: 
  • HRIS software (currently ADP)
  • Microsoft Office Suite (Word, Excel, PowerPoint, Outlook)
  • Applicant Tracking Systems (ATS)
  • Learning Management Systems (LMS)
  • Data and reporting tools such as Excel analytics or Power BI

Other Job Functions:

• Serve as senior supervisor for the entire zoo on occasional weekend days or holidays.
• Work with other senior leaders on zoo wide initiatives.

Education/Experience/Knowledge/Skills:

Qualifications

• Bachelor’s degree required, master’s degree in human resources, Organizational Development, Business Administration, or a related field preferred.
• 10+ years of increasing HR leadership experience, including significant experience in both union and non-union environments.
• Demonstrated success in building or enhancing organizational culture, especially in nonprofit or mission-driven settings.
• Experience with collective bargaining, grievance management, and building constructive labor relationships.
• Strong knowledge of employment law, HR compliance, and best practices.
• Exceptional interpersonal, communication, and problem‑solving skills.
• Demonstrated commitment to equity, inclusion, and workforce wellbeing.
• Strong proficiency with HRIS systems and modern workplace software tools.

Personal Attributes:

• Empathetic, approachable, and relationship‑oriented.
• Strategic thinker with the ability to translate vision into practical action.
• Skilled at managing complexity and balancing both staff needs and organizational constraints.
• Exhibits integrity, discretion, and professional judgment.