Head of Human Resources Development Jobs

DEPARTMENT: Office of the CEO

REPORTS TO: CEO

POSITION SUMMARY/OBJECTIVE:

The Head of People serves as a strategic advisor, trusted partner, and member of the leadership team responsible for developing and executing a comprehensive human capital strategy that supports Space Foundation's mission, culture, organizational growth, and strategic objectives. This role provides leadership across all areas of human resources, including workforce planning, talent management, succession planning, leadership development, total rewards, employee relations, employee engagement, organizational effectiveness, compliance, and HR operations.

As a trusted advisor and partner to senior leadership, the Head of People provides counsel and recommendations on organizational effectiveness, workforce strategy, talent development, culture, compensation, employee relations, and change management initiatives. The Head of People influences and advises leaders on shaping and sustaining a high-performing, values-driven culture that promotes employee engagement, accountability, innovation, collaboration, and organizational success.

The Head of People partners closely with the CEO, Chief of Staff, and Executive Leadership Team to ensure organizational strategies are supported by effective people practices and leadership capabilities. This position leverages workforce analytics, industry trends, and market insights to inform decision-making and continuously improve organizational performance, employee experience, and business outcomes.

The Head of People leads, formulates, maintains, updates, and communicates policies and practices relating to employment, compensation, benefits, performance management, and organizational development while ensuring compliance with all applicable federal, state, and local employment laws and regulations.

RESPONSIBILITIES:

The following briefly describes representative responsibilities of this job, but it is not intended to be a complete or all-inclusive listing of activities, duties or responsibilities that are required of this position:

Strategic Human Capital Leadership

• Develop and execute a multi-year human capital strategy aligned with organizational priorities, workforce needs, and long-term business objectives.
• Serve as a trusted advisor and strategic partner to the CEO, Chief of Staff, and Executive Leadership Team on workforce, talent, culture, organizational effectiveness, and people-related matters.
• Partner with senior leadership to align people strategies with business goals and support organizational growth and transformation.
• Influence executive decision-making through data-driven recommendations regarding workforce planning, talent risks, succession readiness, engagement, and organizational performance.
• Lead organizational design, workforce planning, and change management initiatives that support organizational effectiveness and long-term sustainability.
• Evaluate emerging workforce trends and recommend innovative solutions that enhance organizational performance and employee experience.
• Establish and monitor key human capital objectives and metrics that measure organizational effectiveness and workforce success.

Culture, Employee Engagement & Organizational Effectiveness

• Influence and advise senior leaders on fostering and sustaining a high-performing, values-driven culture that reflects the mission and strategic goals of Space Foundation.
• Develop and implement strategies that strengthen employee engagement, organizational trust, inclusion, retention, and overall employee experience.
• Lead employee engagement assessments and culture initiatives, translating workforce feedback into actionable strategies and measurable outcomes.
• Serve as an executive sponsor and ambassador for culture-building initiatives across the organization.
• Partner with leaders to identify and address organizational barriers that impact employee performance, engagement, and effectiveness.
• Facilitate organizational change efforts through effective communication, coaching, and leadership support.

Talent Management, Leadership Development & Succession Planning

• Develop and oversee an enterprise-wide talent management strategy, including performance management, leadership development, succession planning, career development, and employee retention.
• Define successful leadership/leadership brand for Space Foundation articulating and operationalizing behavior and competencies for leaders that drive performance, accountability and desired culture.
• Design and implement programs that identify, develop, and retain high-potential employees and future organizational leaders.
• Develop and lead succession planning processes for key leadership and mission-critical positions to ensure workforce continuity and organizational readiness.
• Assess leadership bench strength and develop strategies to mitigate succession risks and capability gaps.
• Facilitate talent reviews and talent assessment discussions with executive leadership.
• Oversee leadership development initiatives, management training, coaching programs, and professional development opportunities.
• Partner with leaders to create career pathways and internal mobility opportunities that drive engagement and retention.
• Ensure performance management programs align individual contributions with organizational objectives and desired cultural outcomes.

Workforce Planning & Talent Acquisition

• Lead workforce planning efforts to assess current and future talent needs and align staffing strategies with organizational priorities.
• Develop recruitment and employer-branding strategies that position Space Foundation as an employer of choice.
• Partner with hiring managers to identify workforce requirements and develop proactive recruitment and talent pipeline strategies.
• Oversee all talent acquisition activities to ensure consistent, equitable, and legally compliant hiring practices.
• Guide compensation decisions for new hires and internal talent movements to ensure market competitiveness and internal equity.
• Ensure onboarding programs effectively integrate new employees into the organization and reinforce culture, values, and expectations.

Total Rewards Strategy & Benefits Administration

• Develop and oversee the organization's total rewards philosophy and strategy to support attraction, engagement, retention, and organizational performance.
• Partner with Finance and executive leadership to align compensation and benefits strategies with organizational goals and financial objectives.
• Analyze benefits, compensation, and workforce trends to ensure programs remain competitive, equitable, and fiscally responsible.
• Direct benefits administration, enrollment activities, and communications with providers and team members.
• Coordinate health, dental, life, disability, retirement, and wellness programs and evaluate opportunities for continuous improvement.
• Manage vendor relationships and participate in annual benefits renewal strategy and negotiations.
• Ensure compliance with COBRA and other applicable benefits regulations.

Employee Relations & Compliance

• Provide strategic guidance and support to leaders and employees regarding employee relations matters, organizational changes, separations, leaves of absence, and workforce transitions.
• Lead investigations into employee concerns, complaints, and workplace issues, providing recommendations that align with organizational values and legal requirements.
• Advise, train, and coach managers on effective employee relations practices, conflict resolution, performance management, and workforce leadership.
• Ensure organizational compliance with all applicable federal, state, and local employment laws and regulations.
• Support leaders in maintaining a respectful, productive, and legally compliant work environment.

HR Analytics & Technology

• Develop and utilize workforce analytics to identify trends, risks, opportunities, and actionable insights that support strategic decision-making.
• Present workforce data and strategic recommendations to executive leadership and the Board of Directors as appropriate.
• Evaluate the effectiveness and return on investment of HR programs and initiatives.
• Oversee and optimize HR technology systems, including the HRIS, Applicant Tracking System, performance management tools, and employee engagement platforms.
• Ensure the integrity, security, and accuracy of workforce data and reporting.

General Human Resources Administration

• Communicate policy updates and organizational changes effectively to employees and leaders.
• Continuously evaluate and improve HR policies, programs, and processes to enhance service delivery and organizational effectiveness.

Team Training & Development

• Organize and facilitate team development, leadership training, and learning initiatives that support organizational goals.
• Provide guidance to managers regarding employee development, coaching, and career growth strategies.
• Foster a culture of continuous learning and professional development across the organization.
• May perform other duties as assigned.

SUPERVISORY RESPONSIBILITIES:

• Provides strategic leadership and direction to the Human Resources function.
• Oversees the work of assigned HR personnel by setting priorities, establishing performance expectations, coaching for development, and managing performance outcomes.
• Builds a high-performing HR team through mentoring, succession planning, professional development, and continuous learning.
• Promotes a culture of accountability, collaboration, innovation, and service excellence within the HR team.

BUDGETARY RESPONSIBILITIES:

• Develops and manages the Human Resources department budget.
• Oversees expenditures to ensure alignment with approved budgets and strategic priorities.
• Partners with Finance and executive leadership to support workforce planning, compensation planning, benefits investments, and other people-related investments.
• Evaluates the financial impact and return on investment of HR programs and initiatives.

COMPETENCIES:

Strategic Leadership Competencies

• Strategic workforce planning and business acumen.
• Executive influence and relationship management.
• Organizational effectiveness and change leadership.
• Talent management and succession planning expertise.
• Culture development and employee engagement leadership.
• Total rewards and compensation strategy.
• Data analytics and evidence-based decision-making.
• Leadership development and coaching.
• Financial and budget management.
• Executive presence and Board-level communication skills.

Core Competencies

• Ability to maintain a high degree of confidentiality and discretion.
• Exceptional interpersonal, consulting, and relationship-building skills.
• Ability to influence and advise leaders at all levels of the organization.
• Strong conflict management, mediation, and problem-solving abilities.
• Excellent verbal and written communication skills.
• Ability to balance strategic priorities with operational execution.
• Strong understanding of employment law and human resources best practices.

QUALIFICATIONS:

The following briefly describes knowledge, skills, abilities and characteristics associated with this position, including any required experience, education, licensure, certification, or combination thereof:

• Bachelor's degree in Human Resources, Business Administration, Organizational Development, Communications, or a related field required.
• Master's degree in Human Resources, Organizational Development, Business Administration, or related field preferred.
• Minimum of twelve (12) years of progressive Human Resources leadership experience with increasing responsibility in talent management, employee relations, compensation, workforce planning, organizational development, and business partnership.
• Demonstrated experience developing and executing human capital strategies aligned with organizational goals.
• Proven success influencing senior leaders and serving as a trusted advisor on workforce, culture, leadership, and organizational effectiveness matters.
• Demonstrated experience leading succession planning, leadership development, employee engagement, and culture initiatives.
• Experience utilizing workforce analytics and HR metrics to support strategic decision-making.
• Strong knowledge of federal, state, and local employment laws and regulations.
• Experience with benefits administration, compensation strategy, plan design, vendor management, and cost analysis.
• Demonstrated success managing a broad range of organizational and HR responsibilities.
• PHR or SHRM-CP certification required.
• SHRM-SCP or SPHR certification preferred.

PHYSICAL DEMANDS:

This position involves extended periods of sitting or standing at a workstation and frequent use of a computer and other standard office equipment. Occasional movement, including walking, lifting, or carrying items up to 15 pounds, may be required. Reasonable accommodation will be made to support individuals with disabilities in performing essential job functions.

WORK ENVIRONMENT:

This role is primarily based on an office environment, with access to standard equipment and furnishings. The employee may occasionally be required to participate in offsite meetings or events, including potential travel as needed. The work environment is generally quiet to moderate in noise level. Reasonable accommodation will be made for individuals with disabilities.

JOB STATUS:

• FLSA Classification: This position is an exempt according to guidelines of the Fair Labor Standards Act and, as such, an individual in this position is not eligible to receive overtime pay.
• Employment Status: This position is full-time. An individual in this position will work a schedule consisting of 40 hours per week.
• Work Location: This position is based at Space Foundation headquarters in Colorado Springs, CO. Under our current hybrid work policy, this role is eligible for up to two work-from-home days per week, with the remaining days worked on-site.
• Schedule: The position's usual business days are Monday through Friday, and its usual business hours are from 8:00 A.M. to 5:00 P.M. in the time zone in which it is located.

BENEFITS:

Space Foundation offers a comprehensive benefits package including:

• Medical, dental, and vision insurance
• Employer-paid basic life and AD&D coverage
• Short- and long-term disability insurance
• 401(k) plan with employer contribution
• Paid holidays and generous paid time off
• Access to employee assistance program (EAP)

EEO STATEMENT:

Space Foundation is an Equal Opportunity Employer. All qualified applicants will receive consideration for employment without regard to race, color, religion, sex, sexual orientation, gender identity, national origin, disability, or protected veteran status.