Vice President, Human Resources

About Us:

American Forests is a national non-profit organization committed to creating healthy and resilient forests from cities to large forest landscapes, that deliver essential benefits for climate, people, water, and wildlife. We advance our mission through forestry innovation, place-based partnerships to plant and restore forests, and movement building. We envision a world in which the significant environmental, societal, and economic benefits of forests are fully realized and equitably available to all people. Established in 1875, American Forests is the oldest national non-profit conservation organization in the U.S. working to restoring urban forests and forested landscapes for over 150 years. 

American Forests is proud to be a diverse, equitable, inclusive, and accessible workplace. These are our shared values. We welcome individuals who bring a variety of backgrounds and experiences to be a part of our team to help make a difference individually and collectively as we work toward achieving our mission. We are committed to fostering an environment that is welcoming and respectful and provides opportunities for advancement and professional growth for every team member. 

Position Summary:

We are seeking a dynamic Vice President of Human Resources who is equally strategic and hands-on to help drive our mission forward. With an HR team of two, this role requires a leader who can build and scale HR strategy while also rolling up their sleeves to manage day-to-day operations.

The Vice President of Human Resources will serve as both a strategic partner to the leadership team and a hands-on operator who leads all aspects of the HR function. This individual will be responsible for shaping and executing people strategies that support our conservation mission while also managing the day-to-day HR operations in a lean, agile environment. The ideal candidate is a seasoned HR leader with the ability to think big while remaining deeply involved in the practical, everyday needs of a growing organization. They will bring a comprehensive understanding of key HR functions, including recruitment, employee relations, benefits and compensation, compliance, DEIA, records and performance management, learning and development, and rewards and recognition.  They must be passionate about people, culture, and the role HR plays in creating an inclusive, equitable, and high-performing workplace.

Key Responsibilities:

Responsibilities will include but are not limited to:

Strategic Human Resources Management

• Collaborate closely with the President & CEO and senior leadership team to align HR strategy with the organization’s mission, goals, and values.
• Design and implement forward-looking talent strategies that support growth, performance, and sustainability.
• Champion diversity, equity, inclusion, and belonging (DEIB) across all HR practices, ensuring an inclusive environment where all voices are heard.
• Lead succession planning and organizational design initiatives to support long-term workforce development.

Hands-On HR Management

• Manage all core HR functions, including full-cycle recruitment, onboarding, performance management, benefits administration, and offboarding.
• Provide direct support to managers and employees with employee relations issues, conflict resolution, performance coaching, and compliance matters.
• Administer and maintain HR systems and data (HRIS), ensuring accurate records, reporting, and legal compliance.
• Oversee compliance with all federal, state, and local employment laws, including FMLA, ADA, and EEOC guidelines.
• Administer and manage leave programs including FMLA, parental leave, medical leave, and personal leave, coordinate documentation and communication with employees and managers.
• Handle all aspects of workers’ compensation claims, including incident reporting, liaising with insurance carriers, return-to-work programs, and maintaining OSHA logs.
• Manage short-term and long-term disability (STD/LTD) benefits, coordinating with benefits providers and ensuring timely and accurate processing of claims.
• Maintain and update employee handbooks, HR policies, and procedures to ensure legal compliance and alignment with best practices.
• Ensure benefit offerings support employee well-being and retention goals.
• Serve as a trusted advisor and coach to managers and staff on all HR matters.

Culture & Engagement

• Serve as a culture champion by nurturing a values-aligned, collaborative, and purpose-driven work environment.
• Design and lead employee engagement and wellness initiatives to promote staff satisfaction, well-being, and retention.
• Facilitate organizational development efforts including training, leadership development, and team-building activities.
• Develop and oversee employee recognition programs that reinforce a culture of appreciation and achievement.

Operational Oversight

• Supervise the Senior Manager of HR and coordinate team responsibilities to ensure smooth daily operations.
• Select, manage, and evaluate external HR vendors and services, including payroll, benefits brokers, and HR technology providers.
• Develop and manage the HR department budget and track key HR metrics (e.g., turnover, time-to-fill, employee engagement scores) to inform decision-making.
• Lead internal audits and ensure organizational readiness for compliance reviews, funder audits, and accreditation processes as applicable.

Qualifications:

While we do not expect any one candidate to possess all these qualifications, the ideal candidate will possess many of the following:

• Bachelor’s degree in human resources, Business Administration, English or related field is required. Advanced degree or HR certification (e.g., SPHR, SHRM-SCP) preferred.
• Minimum of 10 years of progressive experience in Human Resources, with at least 5 years in a senior or executive leadership capacity.
• Experience working in or with non-profit organizations, especially mission-driven or conservation-focused entities, is highly preferred.
• Must be able to effectively communicate with executive, Board members, employees and outside partners.
• Demonstrated ability to operate effectively in a lean, fast-paced, and hands-on environment.
• Deep knowledge of HR best practices across the employee lifecycle, including DEIA, employment law and federal, state and local compliance, performance management, and organizational development.
• Exceptional communication, coaching, and interpersonal skills; able to work with and influence stakeholders at all levels.
• Strong ethical compass, discretion, and commitment to confidentiality.
• Experience optimizing ADP or other HR systems and tools is a plus.   
• Demonstrated knowledge of employment law and federal, state and local compliance.
• Demonstrated commitment to and experience in fostering diversity, equity, inclusion and access in the workplace.
• Must be able to multi-task, managing multiple projects simultaneously.
• Demonstrated knowledge Office 365 and project management tools. Experience with Unanet is a plus.
• High emotional intelligence.

American Forests’ Core Competencies:

• Attitude: Brings a positive outlook to work and helps inspire others to achieve excellence. 
• Communication: Produces strong written documents, edits documents effectively, engages in effective verbal communication—1-on-1 and small group—and conducts effective large group presentations. 
• Organization: Prioritizes tasks effectively, accomplishes tasks efficiently, follows through on all commitments, breaks down large projects to make them manageable, and effectively manages complex projects involving multiple actors. 
• Problem-Solving & Creativity: Identifies issues, effectively structures problems, analyzes data to produce insights, and generates wise, actionable recommendations. Understands the limited resources available and produces creative solutions. 
• Representing the Organization: Serves as an effective ambassador, builds connections, and maintains relationships with outside partners, vendors and donors. Brings credibility to the organization in how they present themselves. 

Working Conditions

This is a remote position, with a strong preference for candidates in the Washington, DC area who can come into the office as needed.

The individual must be comfortable with prolonged periods of sitting and/or standing at a desk and working on a computer. Reasonable accommodation may be made to provide access to all individuals along the continuum of human ability and experience.

American Forests is an equal opportunity employer and is committed to diversity in the workplace. All qualified applicants will receive consideration for employment without regard to race, color, religion, sexual orientation, gender, gender identity, national origin, age, disability, veteran status, or other characteristics protected by law.

Reasonable accommodations may be made to provide access to all individuals along the continuum of human ability and experience. 

Minority/Female/Disabled/Veteran/LGBTQ+

In accordance with federal law and U.S. Department of Agriculture (USDA) civil rights regulations and policies, this institution is prohibited from discriminating on the basis of race, color, national origin, sex, age, disability, and reprisal or retaliation for prior civil rights activity. (Not all prohibited bases apply to all programs.) Persons with disabilities who require alternative means of communication for program information (e.g., Braille, large print, audiotape, American Sign Language, etc.) should contact the responsible State or local Agency that administers the program or USDA’s TARGET Center at (202) 720-2600 (voice and TTY) or contact USDA through the Federal Relay Service at (800) 877-8339. Additionally, program information is also available in languages other than English.