This role leads the Human Resources function for Optimal Blue, serving as a strategic advisor to executive leadership and shaping people strategy to advance business performance, growth, and organizational effectiveness. The VP of Human Resources partners closely with business leaders and home office/corporate HR to lead strategic initiatives, shape culture and engagement, guide organizational change, and manage risk, compliance, and employee relations in support of business progress. This role will help lead the organization through growth by building people strategies, organizational capabilities, and HR support models that scale with the business. Given the current size of the department, this role requires a leader who can operate strategically while also being highly hands-on in execution, directly managing day-to-day HR activities, employee support, recruiting, and key people processes within a small department.

The target base pay for this position is capped at $185,000 per year.

Job Responsibilities:

• Strategic Business Partnership:
  • Serve as a trusted advisor to executive leadership, aligning people strategy with business priorities, growth objectives, and organizational performance.
  • Anticipate workforce implications and deliver practical, forward-looking solutions grounded in business strategy and the operating model.
  • Lead enterprise and portfolio HR initiatives and contribute a clear point of view on talent, culture, risk, and change in leadership discussions.

• Culture, Engagement, and Organizational Effectiveness:
  • Lead initiatives that strengthen culture, engagement, and organizational effectiveness across the portfolio.
  • Assess organizational health and drive actions that improve retention, manager effectiveness, and the employee experience.
  • Champion change management and communication strategies that support adoption, trust, and momentum.

• Policy, Governance, and People Programs:
  • Provide leadership over HR policies, practices, and programs to support enterprise standards and the evolving needs of Optimal Blue.
  • Drive consistent, scalable people processes across talent, performance, development, rewards, and workforce planning, with clear execution and measurable outcomes.

• Risk Management, Compliance, and Employee Relations:
  • Lead a balanced approach to risk management that enables progress while addressing employee, legal, compliance, and reputational considerations.
  • Ensure sound HR controls and compliance with employment laws, internal standards, and audit expectations.
  • Oversee complex employee relations matters and coach leaders through sensitive decisions with a focus on fairness, consistency, and business continuity.

• Home Office / Corporate HR Partnership:
  • Build strong relationships with home office and corporate HR partners to ensure alignment, communication, and advocacy for the business.
  • Represent business needs while ensuring enterprise priorities and standards are implemented effectively.
  • Navigate escalations and cross-functional matters with professionalism and sound judgment.

• Leadership and Functional Oversight:
  • Lead, coach, and develop the HR team, building capability, accountability, and a high-performance culture within a small team.
  • Assess resource needs and establish priorities, operating rhythms, and service standards to support the business effectively as it grows.
  • Lead and evolve the HR function through growth, building team capability and support models that meet the changing needs of the business.
  • Operate effectively in a lean HR environment, balancing strategic leadership with direct ownership of key initiatives, employee matters, recruiting activity, and day-to-day HR execution as needed.

• Talent, Development, and Workforce Planning:
  • Provide strategic oversight for talent acquisition, onboarding, leadership development, succession planning, and retention across the portfolio.
  • Partner with leaders to anticipate talent and organizational needs as the business grows, strengthening organizational capability, leadership readiness, and bench depth.

• Projects, Metrics, and Executive Reporting:
  • Lead portfolio and enterprise HR initiatives with disciplined execution and stakeholder alignment.
  • Leverage people metrics and provide actionable reporting to senior leadership on workforce risks, engagement, talent, and HR outcomes.

• General: Performs other duties as assigned.

Competencies:

• Executive Comm