Vice President of People & Culture

The newly created role of Vice President of People & Culture provides strategic and operational leadership for all aspects of Portico’s people and culture function. Reporting to the Chief Operating Officer and serving as a key member of the Executive Leadership Team, this role ensures that Portico is positioned to attract, develop, and retain exceptional talent while cultivating a mission-driven, high-performance culture that reflects the organization’s faith-based values and commitment to service.

Leading a team of 10, this leader will modernize HR operations, strengthen core programs, and champion an integrated people strategy aligned with Portico’s Five Diamond Strategy and Service Model 2.0. Areas of responsibility include talent acquisition and retention, leadership and workforce development, total rewards, employee engagement and culture, HR systems and analytics, and organizational effectiveness.

• Ensure that total rewards programs are market-competitive, equitable, compliant, and aligned with Portico’s financial stewardship and mission-based values.
• Promote accountability, agility, and alignment through consistent HR governance and performance metrics.
• Advance a mission-aligned culture where employees feel valued, connected, and inspired by Portico’s purpose.
• Serve as a trusted advisor and member of the Executive Leadership Team, contributing to enterprise strategy and decision-making.
• Partner with Finance and Operations to establish transparent governance for pay structure, incentive plans, and benefits programs. Learning, Leadership, and Organizational Development
• Oversee the creation of learning programs, succession frameworks, and development pathways for employees at all levels.
• Provide insight and recommendations to shape workforce planning, organizational design, and leadership capability across the enterprise.
• Partner with business leaders to forecast talent needs, strengthen pipelines, and enhance succession planning for key roles.
• Ensure efficient, compliant, and scalable HR operations through process standardization, policy modernization, and effective use of ADP and related systems.
• Lead efforts in inclusion, diversity, and belonging consistent with Portico’s values and the Evangelical Lutheran Church in America’s guiding principles.
• Serve as the organizational lead for employee relations, investigations, and policy interpretation, ensuring fairness and alignment with Portico’s mission.
• Oversee enterprise-wide recruitment and selection processes, ensuring alignment with Portico’s mission and commitment to diversity, equity, and inclusion.
• Continuously identify opportunities to automate, streamline, and enhance the employee lifecycle experience.
• Design and deliver strategies that build leadership capability, strengthen team effectiveness, and enhance overall organizational performance.
• Build a compelling employment brand and candidate experience that attracts purpose-driven professionals in a competitive market.
• Lead the development and execution of a comprehensive people strategy that supports Portico’s mission, operational goals, and long-term sustainability.
• Ensure compliance with all applicable federal, state, and local employment laws and regulations.
• Maintain data integrity, accurate reporting, and actionable insights through HR analytics and dashboards.
• Lead the strategy, design, and administration of Portico’s compensation, benefits, and recognition programs.
• Maintain up-to-date HR policies and procedures that support consistency, transparency, and equity.
• Promote a culture of feedback, growth, and accountability through modern performance management practices.
• Develop and implement engagement strategies, leveraging data and feedback to improve employee experience and retention.

• Proficiency with ADP or comparable HRIS platforms and Microsoft Office Suite. This role operates in a hybrid environment with flexibility for in-office and remote work. Occasional travel to support leadership meetings, staff events, or external partnerships may be required.
• Skilled communicator who can engage effectively across all levels of the organization.
• SHRM-SCP, SPHR, or equivalent professional certification preferred.
• Master’s degree preferred.
• Bachelor’s degree in Human Resources, Business Administration, Organizational Development, or related field required.
• Experience in a mission-based or nonprofit organization strongly preferred.
• Deep understanding of contemporary HR practices, employment law, and organizational design.
• Demonstrated ability to lead teams through change with empathy, integrity, and resilience.
• Strong business acumen and ability to connect people strategy to operational and financial outcomes.
• Proven experience building culture, engagement, and inclusion programs that strengthen organizational identity.
• Demonstrated success leading HR modernization, system implementations, or organizational transformation initiatives.
• Exceptional leadership, influence, and relationship management skills.
• Minimum of 10 years of progressive HR experience, including at least 3 years in an executive or senior HR leadership role.

Total Rewards and Compensation Governance