Vice President and Chief Human Resources Officer

About the Foundation

The Robert Wood Johnson Foundation (RWJF), located in Princeton, N.J., is a leading national philanthropy dedicated to taking bold leaps to transform health in our lifetime. To get there, we must work to dismantle structural racism and other barriers to health. Since 1972, we have focused on developing and promoting innovations in health and healthcare to improve the lives of millions. Through funding, convening, advocacy, and evidence-building, we work side-by-side with communities, practitioners, and institutions to achieve health equity faster—ultimately, paving the way, together, to a future where health is no longer a privilege, but a right.

We take seriously our responsibilities, and we pledge to work in ways that reflect our Guiding Principles. These are rooted in equity and influence everything we do at RWJF. Equity, diversity, inclusion (EDI), and collaboration enable our staff’s wide range of experiences, passions, and perspectives to strengthen our ability to address our nation’s most pressing health issues and support a culture of belonging. Part of this work includes actively shaping an inclusive, antiracist organization where all staff members thrive as we build and use our capabilities, voice, and power to advance health equity. RWJF offers a collaborative, collegial, and creative work environment. With a career at the Robert Wood Johnson Foundation, you will make a difference.

RWJF Guiding Principles

• We seek bold and lasting change rooted in the best available evidence, analysis, and science, openly debated.
• We treat everyone with fairness and respect.
• We act as good stewards of private resources, using them to advance the public’s interest with a focus on helping the most vulnerable.
• We cultivate diversity, inclusion, and collaboration.
• We speak out as leaders to promote health and wellbeing.

Generational Goals

At RWJF, we’re committed to acting now so that change will be realized and sustained over the course of generations—so that our children, and their children, will live in a world where:

• All families have the resources they need to raise children who will thrive.
• Public health and healthcare systems prioritize individual and community wellbeing—and remain accountable to them; and
• Communities foster the conditions that allow all residents to reach their best possible health and wellbeing.

Purpose of Position

The vice president and chief Human Resources (HR) officer (VP/CHRO) reports to the chief operating officer and serves as a strategic partner and senior advisor on all people, culture, and organizational development matters. The VP/CHRO is responsible for designing and implementing a progressive talent strategy that enables RWJF to achieve its mission, vision, and Executive Goals. This role ensures that RWJF remains an employer of choice, fostering a thriving, inclusive, and equitable workplace that supports employees in achieving their full potential.

As a member of the Executive Leadership Team (ELT), the CHRO also maintains a dotted-line reporting relationship to the President and CEO, serving as a strategic advisor on issues of organization-wide talent planning, policy, and resource alignment.

The VP/CHRO’s core responsibilities include:

• Human Resources Leadership: Developing and executing an enterprise-wide human capital strategy that fosters a high-performance, inclusive, and mission-driven culture. Serving as a champion for equity and inclusion, ensuring that HR policies and practices promote fairness, transparency, and equitable access to opportunities for all employees.
• Executive Leadership: Effectively advise the President/CEO, COO, ELT, and Board members in identifying and making strategic people-related resource and policy decisions that align with our mission, values, and Guiding Principles.
• Operational Oversight and Management: Oversee core HR operations including employee relations, talent acquisition, learning and development, compensation and benefits, and workforce planning. Manage human and financial resources within the HR function, ensuring compliance, efficiency, and alignment with RWJF’s strategic goals.
• Organizational Development and Structure: Lead efforts to evaluate and refine the Foundation’s organizational design, working norms, and talent strategies to ensure that Foundation teams are optimally aligned to implement the strategic framework across program and operational areas to effectively achieve impact and contribute to partnership with others. This includes driving role redesign, skills development, staff recruitment, and process improvements that enhance overall team effectiveness.
• Change Management: In collaboration with the ELT and senior leaders at the Foundation, develop and execute enterprise-wide change management strategies that support the Foundation’s long-term transformation and growth.
• Culture, Leadership Development, and Relationship-Building: Champion a culture of collaboration, equity, inclusion, and innovation by implementing leadership development initiatives and fostering an environment where diverse perspectives are valued.
• Equitable Philanthropic Practices: Promote and integrate the Foundation’s equitable philanthropic principles into HR policies and practices, ensuring alignment with RWJF’s transparency and trust-building framework.
• Inclusive Strategy Development: Create a workplace where strategic decision-making is open, inclusive, and equitable, allowing diverse opinions and perspectives to be heard and considered.
• Employee Growth & Accountability: Foster a climate of continuous personal and professional development by equipping staff with the tools, resources, and support needed to excel. Encourage a shared sense of accountability for organizational success.

Key Responsibilities

Strategy and Leadership

• Lead the development and execution of a comprehensive HR strategy that aligns with RWJF’s Executive Goals, mission, and values.
• Serve as a trusted advisor to the President/CEO, COO, and Board on people and culture-related issues.
• Develop strategies that foster a workplace culture of innovation, integrity, and belonging.
• Ensure alignment of talent strategy with RWJF’s organizational transformation goals.
• Champion RWJF’s commitment to racial equity, inclusion, and workforce development.

Talent Management and Organizational Development

• Oversee recruitment, retention, and succession planning strategies to attract, develop, and retain top talent.
• Provide ongoing support of Foundation units and teams in evaluating their structures, talent needs, and skillsets to ensure the Foundation is equipped to implement the strategic framework across program and operational areas.
• Implement leadership and professional development programs that build skills and capabilities across all levels.
• Develop a data-driven approach to performance management, ensuring accountability and continuous feedback mechanisms.
• Establish systems to enhance leadership effectiveness and team cohesion.

Total Rewards, Compensation, and Benefits

• Develop modernized compensation structures to ensure equity, transparency, and market competitiveness.
• Ensure that total rewards programs support employee wellbeing and drive engagement and performance.
• Partner with finance and legal teams to ensure regulatory compliance and risk mitigation.

Equity, Diversity, and Inclusion

• Partner with the vice president, Equity and Culture (VPEC) to embed equity into all aspects of the employee lifecycle.
• Ensure HR strategies prioritize fairness, transparency, and equity in hiring, promotions, and compensation.
• Foster a workplace culture that reflects RWJF’s commitment to social justice, antiracism, and systemic change.
• Support VPEC in driving the Foundation’s internal Truth, Repair, and Transformation efforts. This may include adapting practices to acknowledge and continuously learn from how our structures, processes, and systems may have been misaligned with our stated mission and values.

Workforce Planning and Operational Excellence

• Utilize predictive analytics and workforce insights to drive data-informed decisionmaking.
• Implement scalable HR technology solutions to enhance efficiency and employee experience.
• Maintain compliance with all federal, state, and local employment laws and regulations.
• Optimize HR processes to enhance employee engagement and operational efficiency.

The ideal candidate will be a seasoned HR executive with a proven track record of leading complex, mission-driven, and equity-oriented organizations. They will possess deep expertise in organizational development, change management, and talent strategy, along with the ability to influence and collaborate at the highest levels of leadership. Strong emotional intelligence, strategic vision, and communication skills are essential to foster a culture of transparency, inclusion, and continuous growth at RWJF. The VP/CHRO must bring a forward-thinking mindset, analytical rigor, and the ability to drive meaningful workforce transformation while upholding RWJF’s values and commitment to equity.

Professional Experience/Qualifications

The ideal candidate will be a visionary and strategic leader with experience managing a high-performing and diverse team of leaders in mission-driven organizations. They will bring a strong track record of success in people and culture strategy, talent management, and organizational development, with a focus on advancing equity and inclusion. Additional skills and qualifications include:

• Extensive expertise in human resources, workforce planning, and leadership development, particularly within complex, equity-focused organizations. Ability to position HR as a critical driver of organizational strategy and success.
• Demonstrated ability to develop and implement innovative HR strategies that drive organizational effectiveness and cultural transformation. Confidence to communicate bold ideas, navigate constructive disagreements, and foster open, transparent dialogue.
• Expertise navigating complex interpersonal dynamics with self-awareness; in building trust; communicating transparently; and managing high-stakes situations effectively.
• Demonstrated emotional intelligence fostering a culture of empathy and collaboration. Skilled at engaging executives and staff at all levels, building strategic alignment, and empowering leadership capabilities across the organization.
• Proven experience in leading large-scale change management initiatives in collaboration with executive leadership. Demonstrates political savvy and a collaborative spirit when navigating peer-level and Board relationships.
• Strong analytical and strategic thinking skills, with the ability to assess complex challenges and develop data-driven solutions.
• Exceptional ability to foster an inclusive, transparent, and collaborative decision-making environment where diverse voices are valued. Exceptional skills in influencing and negotiation, supporting positive outcomes in complex environments.
• Experience using data, workforce analytics, and industry trends to shape HR policies, optimize processes, and improve overall employee experience.
• Deep understanding of equity, diversity, and inclusion principles and their application in HR policies, talent strategy, and organizational development.
• Strong communication and interpersonal skills, with the ability to engage and influence at all levels of the organization.
• A leader with a people-first approach, fostering trust, accountability, and professional growth among staff.
• Experience in philanthropy, nonprofits, healthcare, or social impact sectors is preferred.
• Ability to travel for staff engagement, industry gatherings, and partner collaboration.

Educational Background

Bachelor’s degree required; master’s degree preferred in Human Resources, Organizational Development, Business Administration, or a related field.

Physical Requirements/Working Conditions

The incumbent performs job duties in a normal business office environment. Tasks are generally carried out with no specific or unusual physical or environmental demands. While performing the duties of this job, the incumbent is regularly required to work at a desk with a computer for extended periods of time. Specific physical abilities required by this job include operating basic office equipment such as personal computers, duplicating machines, fax machines, and standard office telephones. The incumbent is to attend meetings, both on-site and off-site, via phone or videoconference. RWJF is an Equal Opportunity Employer.

Assigned Office Location

This position is assigned to our Princeton, N.J. headquarters offices.

Hybrid: Flexible Purpose (HFP)

• HFP Explained: As of January 1, 2023, the Foundation has implemented a model we call Hybrid: Flexible Purpose (HFP). RWJF’s innovative operating model is the infrastructure (policies, practices, protocols, procedures, systems, etc.) that form the basis for how the day-to-day operations are managed, culture is built and nurtured, and mission is delivered. This model is designed to meet the needs of the organization while giving employees as much flexibility as possible. On-site participation is determined by job responsibilities, organizational and team-level requirements, and mandatory gatherings throughout the year. While there are no fixed days per week, all employees are expected to plan their time on-site and cover commuting expenses as needed to meet those expectations. Learn more about our operating model and in-office requirements. 
• Office Attendance Requirements: All RWJF employees will be required to come into Foundation offices during the year for purposes related to their position such as critical tasks (e.g., building operations, grantee meetings), organizational events (e.g., training and development), and internally focused team activities. The number of required meetings in Princeton is subject to change as we continue to evaluate and improve the model.
• Office Availability: All RWJF offices remain open for all Foundation employees for focused work, optional organizational activities, and connecting with colleagues informally as needed for work purposes.
• Travel to Office Responsibility: While employees have flexibility where they live, employees are responsible for covering any expenses incurred from commuting to their assigned office for any and all required meetings.

Compensation

The starting salary for this position is $387,200. Candidates who the Foundation determines have directly related experience exceeding the minimum requirements may be provided a higher starting salary of up to $405,700. All salary offers are non-negotiable.

Benefits

RWJF offers comprehensive health and retirement benefits to employees, generous paid time off, and more. Why work at RWJF? Learn more about the benefits of working at RWJF.

How to Apply

Applicants should submit a resume and required letter of interest to Korn Ferry.

Application Deadline

The position will remain open until filled.