Head of Human Resources

POSITION PURPOSE

The Head of HR is responsible for executing YPO’s human capital strategy in alignment with the organization’s vision, mission, and global priorities. This role oversees the full spectrum of HR functions, ensuring a best-in-class associate experience while fostering a high-performance culture.

As a key member of the leadership team, the Head of HR provides strategic counsel and operational oversight across all facets of people operations, including Talent Acquisition, Learning & Talent Development, Total Rewards (Compensation & Benefits), HR Technology (HRIS), and HR Operations. This leader champions innovative workforce strategies, optimizes HR processes, and cultivates a dynamic and inclusive workplace that attracts, develops, and retains top talent worldwide.

PRIMARY RESPONSIBILITIES

Bridging Strategy and Execution

• Bridge the Board of Director’s strategic vision and organizational execution, translating high-level objectives into dynamic, results-driven people processes and practices.

• Drive and elevate the Human Resources function to ensure it effectively supports YPO’s vision, mission, service values, and strategic priorities across global markets.

Organizational Strategy and Leadership

• Build and cultivate a high-performing, adaptable and strategically aligned HR team that is deeply attuned to both organizational dynamics and the needs of members and associates, results-driven, and respected.

• Design and implement forward-thinking human resource strategies, policies, processes, practices and metrics that seamlessly align with YPO’s business objectives and service values, driving organizational excellence.

• Optimize organizational design and workforce planning by collaborating with the leadership team, understanding YPO’s portfolios and priorities, and assessing member impact to ensure a right-sized, highly effective workforce that delivers exceptional member support.

• Oversee the department budget with a keen focus on cost efficiency, ensuring a strategic and data-driven approach to HR investments that maximize return on investment and long-term organizational impact.

Talent Strategy and Execution

• Define and drive talent strategies that align with organizational goals, collaborating closely with the Board of Directors and leadership team to design and implement programs across the entire talent life cycle, including recruitment, retention, performance assessment, succession planning, talent development, total rewards, workforce planning, and change management.

• Lead enterprise-wide initiatives that enhance associate engagement, foster diversity, equity & inclusion, and elevate the overall associate experience, strengthening YPO’s reputation as a premier employer of choice.

• Shape a comprehensive talent strategy that attracts, develops, and retains top-tier professionals ensuring YPO has a workforce that is highly skilled, engaged, and empowered to drive exceptional member experiences.

Change and Culture Leadership

• Drive clear, timely, and strategic communication to leadership and management on critical changes in HR policies, processes and practices, ensuring transparency and alignment across the organization.

• Foster associate alignment with organizational goals, proactively mitigating lack of clarity and disruption to maintain seamless operations and delivery of uninterrupted, high-quality support to members.

People Operations Excellence

• Lead continuous HR process enhancement by evaluating and implementing models, tools, and technologies that streamline, standardize, and automate HR operations for greater efficiency and impact.

• Identify and drive improvements in ways of working, leveraging data and feedback to refine and scale HR processes effectively across a global landscape.

• Ensure seamless execution of essential HR operations, including payroll, benefits administration, data management and reporting, regulatory compliance, and employee relations, maintaining operational excellence.

• Maximize the use of technology to enhance the efficiency, accuracy, and scalability of core people processes.

Global Navigation, Compliance Leadership and Risk Management

• Anticipate and mitigate HR-related risks, safeguarding the organization from potential financial, legal, and reputational impact.

• Partner with Finance and external counsel to ensure full compliance with employment laws, regulations, and industry best practices.

• Oversee the consistent implementation of HR policies and practices, ensuring alignment with legal requirements and fostering a compliant, ethical, and equitable workplace.

SKILLS/COMPETENCIES

• Building, managing and leading a high performing and global team.

• Service and hospitality orientation, in addition to upward and lateral stakeholder management, with a proactive, problem-solving, and solutions-focused approach that continues to develop positive relationships and align solutions.

• Managing trade-off decisions, prioritizing competing opportunities, balancing member and internal stakeholder needs with organizational priorities, managing across functional expectations, and clearly articulating the rationale behind decisions.

• Connecting people, programs, and information to integrate, influence, partner, and foster strategic trusted advisor relationships with members and all levels of the organization.

• Navigating ambiguity and change, confidently offering creative solutions and managing conflict in a frequently changing environment while bringing a sense of calm to the team, leading them through high priority and impactful engagements.

• Growth mindset with a continuous curiosity to understand the why, challenge the status quo, and constantly seek to improve and refine programs, projects, processes, relationships, and culture to support the strategic goals of the organization.

• Analytical with strong judgement, structured thinking, and problem-solving skills to ensure solutions for the highest opportunity areas.  Anticipating stakeholder needs and delivering with clarity.

• Superior written and verbal communication skills, with ability to present effectively.

• High ethical work standard and discretion regarding confidential information.

• Fostering cross-departmental collaboration, information sharing and goal alignment.

• Demonstrating which innovations are worthwhile, determining how technology can further improve business processes and successfully garnering support for change.

• Distinct global mindset, sensitive to local and international customs and protocols with a strong grasp of global business, economic and political issues.

EXPERIENCE/BACKGROUND

• 15+ years of experience in human resources in a global organization with at least 10 years serving as a people leader.

• Proven track record of leading HR in a global service or membership organization required.

• Experience leading HR centers of excellence across multiple and diverse international geographic regions required.

• Skill and experience collaborating with and influencing global executives including Board of Directors, steering committees and leadership teams.

• Strong knowledge and experience across all HR functions designing and implementing a comprehensive, strategic HR program that drives organizational success.

• Demonstrated experience operationalizing project plans, designing new solutions, and building capability through continuous improvement.

EDUCATION/TRAINING/CERTIFICATION

• Bachelor’s degree or equivalent experience required; MBA preferred.

• SPHR/SHRM-SCP certification preferred.

PHYSICAL REQUIREMENTS

• Ability to work flexible and/or extended hours as needed to accommodate members and team members in multiple time zones.

• Ability to work for extended hours at a computer screen.

• Willingness and ability to travel, domestically and internationally, without restrictions, approximately 25% per year.

EOE

YPO is an Equal Opportunity Employer. YPO takes pride in supporting a diverse workforce and demonstrates this through its policies and practices. YPO does not discriminate in recruiting, hiring, training, promotion, or other employment practices for reasons of race, color, religion, gender, national origin, age, sexual orientation, marital or veteran status, disability, or any other legally protected status.