Vice President of People & Culture in Falmouth, Massachusetts at Woodwell Climate Research Center Inc

Mission:

Woodwell Climate Research Center (Woodwell Climate) works at the intersection of science and decision-making. We partner with communities, businesses and policymakers to protect life and livelihoods from the devastating impact of climate change.

Woodwell Climate is a global non-profit, working at the intersection of science and decision-making. We are built on a foundation of world-class research with the drive to take action and contribute real-world solutions - partnering with communities, businesses and policymakers to protect life and livelihoods from the devastating impacts of climate change. Founded in 1985 by world-renowned ecologist George Woodwell, our organization is headquartered in Falmouth, MA with over 150 employees.

Summary:

Join Woodwell Climate as the Vice President of People & Culture (VPPC). In this role, you will serve as a strategic, collaborative, and forward-thinking leader responsible for aligning human resources initiatives with our mission, core values, and strategic plan. You will play a pivotal role in establishing professional workplace standards, elevating managerial capabilities, and fostering a culture of accountability, constructive feedback, and mutual respect.

As the leader of the P&C department, you will modernize operational infrastructure and support high-performing staff during an important phase of organizational growth. This position reports directly to the Chief Operating Officer (COO).

Responsibilities include but not limited to:

Strategic Leadership & Advisory

Act as a trusted advisor to executive leadership, department managers, and the Board of Directors.

Partner with the COO, President’s Office, and Senior Management on organizational design, management issues, and operational alignment.

Present workforce analytics, policy updates, and progress on strategic P&C initiatives to senior leadership and the Board.

Manage the P&C department budget, strategic planning, and annual work plan objectives.

Partner with the President’s Office to develop internal communications that reflect organizational mission, vision, and core values.

Culture, Engagement & Belonging

Foster an inclusive, supportive, and engaging work environment focused on staff well-being, trust, and mutual respect.

Establish and champion modern guidelines for workplace norms, professional conduct, communication, and business etiquette.

Integrate principles of diversity, equity, accessibility, and belonging (DEAB) across all P&C policies, hiring practices, and the employee lifecycle.

Drive engagement and retention initiatives to effectively manage organizational growth and enhance the staff experience.

Talent Management & Employee Lifecycle

Guide and mentor the P&C team to continuously improve department workflows and core HR functions.

Oversee workforce and succession planning to align staffing with organizational goals and develop internal talent.

Direct the strategy and execution of performance management, professional development frameworks, and manager training.

Identify human resources trends to introduce innovative and supportive workplace programs.

Compliance, Policy & Risk Management

Ensure operational efficiency, regulatory compliance, sound risk management, and data-informed decision-making.

Develop, review, and refine institutional policies, employee handbooks, and operational procedures.

Approve policies developed within various sub-functions and departments.

Oversee HRIS operations and integrated software platforms (e.g., ADP Workforce Now, Thinkzoom) to streamline processing and analyze metrics.

Serve as the primary liaison to outside legal counsel on employment matters and advise leadership on employment contracts.

Manage complex employee relations with empathy, fairness, strict confidentiality, and discretion.

Must have the following Knowledge, Skills and Abilities:

Executive Presence & Advisory: Proven track record collaborating with executive teams, senior departmental leaders, and a Board of Directors, ideally within a non-profit, scientific, research, or engineering organization.

Change Management & Adaptability: Demonstrated success leading change management initiatives with a highly distributed workforce; highly comfortable navigating ambiguity and resolving issues across functional boundaries.

Strategic & Operational HR Expertise: Deep knowledge of succession planning, workforce planning, policy formulation, non-profit compliance, compensation and benefits structures, and organizational risk management.

Inclusive Leadership: Proven ability to build collaborative, fair, and supportive workplace cultures where diverse perspectives are welcomed and integrated into daily operations.

Culture Elevation & Professionalization: Proven success in coaching growing teams through organizational maturity—establishing workplace norms, elevating professional standards, and instilling a culture of accountability without sacrificing mission dedication.

Manager Training & Development: Demonstrated ability to train, mentor, and empower managers (especially those from non-traditional or academic backgrounds) on effective supervision, performance management, and empathetic leadership.

Communication & Interpersonal Skills: Exceptional written, verbal, and presentation skills—capable of drafting executive memos, staff-wide communications, and reports for senior leadership.

Organizational Rigor: Highly detail-oriented and organized with the ability to manage competing priorities, meet deadlines, and deliver accurate results independently and as a team player.

Proficient with following tools and applications: ADP Workforce, Payroll systems, Learning Management Systems (eg ThinkZoom), Performance Management Tools and Microsoft Office Suite and/or Google Workspace

Proficiency in leveraging HRIS operations and integrated software platforms.

Ability to handle sensitive and confidential matters with absolute integrity.

Budgetary Management: Ability to effectively own and manage departmental budgets, strategic planning, and annual work plan objectives.

SPHR/SHRM-SCP preferred

Position requires a hybrid schedule, requiring 3-4 days per week at the Center.

Qualifications:

8+ years of managerial experience within human resources

15+ years Human Resource experience

Bachelor’s degree in Human Resources, Human Resource Management (HRM),Business Administration or related field

Master’s degree in Human Resource Management or related field preferred

Work Environment

The functions of this role are conducted in an indoor, office setting.

Hours of Work

This role is paid on a salary basis.

Typically, full-time employees work 40 hours during a Monday through Friday work week. However, this is a salaried position. Therefore, the individual is expected to work as required to complete the duties of the position. This may mean weekend hours and/or hours beyond 40 per week.

Application review will begin ongoing

Desired Start Date: December 2026

Classification and Compensation: This is a full-time, salaried, exempt, at-will position, the annual salary range is starting at $165,000 +, dependent on qualifications and experience. Woodwell offers a generous benefits package and work-life balance.

Location: Falmouth, Massachusetts onsite or hybrid (3+ days/week on campus)

Application Instructions: To apply, please send your resume and cover letter addressing your experience and qualifications in relation to the responsibilities as a single PDF to our career’s portal. Resumes without cover letters will not be considered.

Please visit Woodwell's website to learn more about Woodwell’s work.

Located on a 10-acre campus near the village of Woods Hole, the Woodwell Climate Research Center (Woodwell) is a private, non-profit research center. Woodwell is a leading source of climate science that drives the urgent action needed to solve climate change. Woodwell has 100+ staff members and is excited to welcome new employees to this work.

Woodwell Climate is an equal opportunity employer. All qualified applicants will receive consideration for employment without regard to race, color, religion, sex, mental, or physical disability, age, sexual orientation, gender identity, national origin, familial status, veteran status, genetic information or any other characteristic protected by applicable laws. Woodwell is committed to providing access, equal opportunity, and reasonable accommodation for all individuals in employment practices, services, programs, and activities.