AVP of Human Resources

With a mission to promote meaningful and sustained well-being, the RFK Community Alliance (RFKCA) provides high-quality care and support to individuals and families facing complex challenges. As a multi-service agency, RFKCA offers a wide range of programs serving a variety of needs, including educational, developmental, and mental health needs across all ages, from infants to seniors. As 'team players when it comes to caring,' RFKCA works with the people we serve, their families, schools, and other community partners to develop a network of support. We provide opportunities to build skills and confidence while nurturing strengths, determination, and resilience.

RFKCA grew out of two organizations - Doctor Franklin Perkins School, founded in 1896, to educate and care for children with developmental and intellectual disabilities at a time when society refused to fully include them - and RFK Children's Action Corps, founded in 1969, to carry on the life and legacy of Robert F. Kennedy by helping children who were facing challenges who didn't have privilege or a voice.

RFKCA embraces the core values of: Collaboration, Compassion, Excellence, Learning, Inclusivity, Integrity, and Hope. Our programs and services include adoption, adult services, behavioral health, community services, education, youth justice transformation, and residential care, and are offered across the state of Massachusetts.

Who You Are

You are a strategic and operational HR leader who is committed to creating a diverse and inclusive culture of belonging that aligns people strategies with organizational mission and values. As the Associate Vice President (AVP) of Human Resources at RFK Community Alliance, you bring expertise across talent acquisition, employee relations, engagement, compensation, benefits, and HRIS. You're passionate about data-driven decision-making and using analytics to shape recruitment, retention, and workforce planning. You will report directly to the Chief Financial Officer (CFO) and serve as a strategic partner to the Executive and Senior Leadership Teams to ensure that HR priorities align with the organizational and financial goals. In collaboration with the CFO, you will develop and monitor workforce planning strategies that are informed by fiscal realities and long-term financial planning. Your work will help ensure that talent acquisition, compensation, benefits, and retention efforts support the organization's operational capacity while maintaining budgetary discipline and maximizing return on investment in human capital. Key responsibilities include:

* Talent Acquisition- Leads the Talent Acquisition team in executing a full lifecycle recruitment strategy to attract, source, and retain top human services talent, with a focus on increasing workforce diversity and expanding college recruitment efforts. Implements best practices in hiring, onboarding, employer branding, applicant outreach, social media engagement, and retention initiatives-including stay and exit interviews-to ensure a seamless and inclusive candidate experience.

* Employee Relations- Partners with the Director of Human Resources to provide strategic guidance on complex employee relations matters, including conflict resolution, MCAD complaints, corrective actions & performance management, and terminations. Advises senior leadership on the interpretation and application of organizational policies and employment laws (state and federal), ensuring consistent, compliant, and equitable practices. Oversees the resolution of employee investigations in alignment with legal requirements and organizational standards. Recommends and implements policy updates to reflect evolving legal requirements and HR best practices, while coaching leaders to navigate HR policies and procedures effectively.

* Employee Engagement & Retention- Collaborates with the Director of Human Resources and Agency Leadership teams to analyze staff turnover data, lead the annual employee feedback survey process, and develop data-driven retention strategies; also supports planning and communication of staff celebrations and engagement events to foster connection, inclusion, and alignment with the organization's mission.

* Benefits- Collaborates with the Benefits Manager to strategically develop, implement, and manage employee benefit programs, including health (ICHRA) and welfare, voluntary benefits, retirement plans, and leave programs, ensuring regulatory compliance, effective project management, and clear communication in alignment with the agency's Total Rewards Program.

* Compensation-Responsible for developing, managing, and evaluating the organization's compensation programs to ensure they are fair, competitive, and aligned with the strategic plan, including designing and maintaining compensation structures, conducting market analyses and benchmarking, ensuring compliance with wage and hour laws and pay transparency regulations, and advising managers and HR staff on compensation policies and practices.

* HRIS- Plays a key role in managing the organization's Human Resources Information System (HRIS), ensuring data accuracy, integrity, and functionality across all HR systems. Will also leverage the use of the HRIS system to generate actionable insights and support data-informed decision-making across HR and program functions.

Shift:

Monday-Friday, day shift.

About You & Key Qualifications

The ideal candidate will bring at least 10 years of progressive, broad-based HR leadership experience in a large, complex organization, with demonstrated expertise across all core areas of human resources management-including employee relations, employment law, talent acquisition, onboarding, benefits administration, HRIS, performance management, employee engagement, retention, and compensation. A master's degree in human resources or a related field is preferred; candidates with 15+ years of substantial HR leadership and supervisory experience will also be considered. This role requires deep knowledge of federal and state employment laws (including FMLA, ADA, FLSA, Title VII, and NLRA), as well as a thorough understanding of HR compliance regulations and their application in real-world settings. The successful candidate will be a collaborative and strategic leader with excellent communication and interpersonal skills, a strong commitment to diversity and inclusion, and a proven ability to lead and develop HR teams.

About Diversity, Belonging, Equity, and Inclusion at RFK Community Alliance

RFK Community Alliance is dedicated to a culture where everyone can show up to work as their full authentic selves. Diversity and inclusion don't happen by accident, it's by design.

Together we're the designers. RFK Community Alliance believes that a diverse and inclusive workplace makes our organization stronger and cares about including diverse perspectives and experiences throughout every level. This is why they are committed to honoring, celebrating, and fostering diversity and inclusion on their team, in their clientele, and within their community. RFK Community Alliance believes that their team must reflect their community and vice versa. They value, respect, and support all types of diversity across all identities including, but not limited to, ethnicity, race, gender, LGBTQIA, age, religion, and abilities. RFK Community Alliance takes responsibility for the community we're creating here are here to contribute to the progression of our society to a more inclusive and equitable one.

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