Description
Position Summary
The Vice President of People & Culture (VPPC) serves as a strategic executive leader responsible for shaping and advancing a high-performing, people-centered organizational culture across the Richland-Lexington Airport District. As a member of the executive leadership team, this role provides enterprise-wide leadership for human capital strategy, organizational development, workforce planning, talent acquisition, employee engagement, total rewards, leadership development, and culture transformation.
The VPPC will champion initiatives that foster innovation, accountability, inclusivity, and employee well-being while aligning workforce strategies with the District’s mission, values, and long-term strategic objectives. This role ensures the Airport District remains an employer of choice within the aviation, transportation, and public service sectors.
Supervisory Responsibilities
Provides direct leadership and strategic oversight for Human Resources division staff.
Maintains organization-wide accountability for workforce performance, employee engagement, and organizational culture initiatives.
Leads enterprise-wide talent and leadership development strategies.
Key Responsibilities
Strategic Human Capital Leadership
Serve as a trusted advisor to the President/CEO, executive leadership team, and Commission on workforce strategy, organizational culture, and talent-related risks and opportunities.
Develop and execute enterprise-wide people strategies aligned with organizational goals and operational priorities.
Lead strategic workforce planning, succession management, and organizational design initiatives.
Culture, Engagement & Organizational Development
Champion a culture of inclusion, belonging, and employee well-being across all levels of the organization.
Lead organizational development efforts that strengthen performance, accountability, collaboration, and leadership effectiveness.
Drive change management initiatives supporting growth, transformation, and continuous improvement.
Talent Acquisition & Leadership Development
Oversee talent acquisition strategies to attract, recruit, and retain diverse, high-performing talent.
Build leadership pipelines and succession plans to support long-term organizational sustainability.
Develop leadership training and professional development programs.
Compensation, Benefits & Total Rewards
Lead the design and administration of competitive compensation, benefits, recognition, and wellness programs.
Ensure total rewards strategies support recruitment, retention, and employee satisfaction.
Employee Relations & Compliance
Oversee employee relations programs, fostering transparency, trust, and accountability.
Ensure compliance with federal, state, and local employment laws and regulations.
Support labor relations strategies and workforce relations, as applicable.
Analytics & Performance
Utilize workforce data, HR analytics, and performance metrics to inform strategy and improve organizational effectiveness.
Establish key performance indicators (KPIs) related to retention, engagement, diversity, and workforce development.
Risk Management Program
Lead employee-related risk management programs.
DBE and Small Business Programs
Coordinate outreach to increase engagement by historically underutilized groups in airport vendor opportunities.
Manage the airports’ DBE and ACDBE programs, to include required reporting.
Requirements
Qualifications
Education
Bachelor’s degree in Human Resources, Organizational Development, Business Administration, or related field required.
Master’s degree in Human Resources, Organizational Leadership, Business Administration, or related field preferred.
Experience
Minimum of 15 years of progressively responsible HR leadership experience.
Minimum of 5 years in a senior executive or enterprise leadership role.
SHRM-SCP or equivalent professional certification preferred.
Demonstrated success in culture transformation, workforce strategy, and leadership development.
Experience in aviation, transportation, public sector, or other highly regulated industries preferred.
Knowledge, Skills & Abilities
Strategic and visionary leadership capabilities.
Deep expertise in organizational culture, workforce planning, and employee engagement.
Strong understanding of DEIB principles and implementation strategies.
Extensive knowledge of employment law, compliance, and public-sector HR practices.
Strong executive presence with exceptional communication and interpersonal skills.
Proven ability to lead organizational change and transformation.
Advanced analytical and decision-making skills.
Strong conflict resolution and negotiation capabilities.
Experience with HR technologies and workforce analytics systems.
Working knowledge of risk management principles and best practices
Core Competencies
Strategic Leadership
Culture Stewardship
Talent Development
Organizational Effectiveness
Change Management
Workforce Planning
Employee Engagement
Coaching for Performance
Executive Influence
Compliance & Risk Management
Success Measures
Success in this role will be measured by:
Employee retention rate
Employee engagement score (NPS)
Leadership succession readiness for key roles
Time-to-fill critical operational positions
Internal promotion rate
DEIB representation benchmarks
Training and leadership development completion rates
Employee relations case resolution and compliance performance
On-time preparation and submission of required reports
Physical and Other Special Requirements
Prolonged periods of standing, sitting and working on a computer.
Must be able to occasionally lift up to 15 pounds.
Ability to attend meetings, training, and events on and off-site as needed.
Must be able to pass pre-employment and random drug screening in compliance with the District’s drug-free workplace policy.
Must be able to obtain and maintain airport-issued security credentials.
Must be able to operate a motor vehicle and maintain an acceptable driving record.
The position will remain open until filled. Applications submitted by July 15 will be reviewed during the initial review period.
