Director, Human Resources

The Veterans of Foreign Wars National Headquarters, located in Kansas City, Missouri, is seeking a highly qualified professional to serve as Director of Human Resources.

ABOUT THE VFW

The Veterans of Foreign Wars (VFW) is not a typical corporate entity or standard nonprofit. The VFW is the nation's oldest and largest major international organization of combat veterans, serving veterans, service members, and their families worldwide through advocacy, assistance, community service, and legislative action.

The Director of Human Resources does not simply manage personnel programs. This position supports the employees who serve those who served in the past. The work performed in this role has a direct and meaningful impact on the lives of millions of veterans and their families around the world.

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DEPARTMENT: Human Resources

POSITION TITLE: Director of Human Resources

REPORTS TO: Adjutant General

WORKS CLOSELY WITH: Quartermaster General, Executive Leadership Team, Investment Committee

FLSA STATUS: Exempt

LOCATION: Kansas City, Missouri - This is not a remote work position, and the successful candidate must reside within the local commuting distance of Kansas City, Missouri. 

TRAVEL REQUIREMENTS: Up to 35% travel, including travel to the Washington, D.C. office, conferences, training programs, and organizational functions.

POSITION SUMMARY

The Director of Human Resources serves as the senior human resources executive for the Veterans of Foreign Wars (VFW), providing strategic leadership and operational oversight for all human resources functions across a nationwide workforce of approximately 200 employees located throughout the United States and internationally.

This position is responsible for developing and executing human capital strategies that support organizational objectives while fostering a high-performing, compliant, employee-focused workplace culture. The Director serves as the principal advisor to executive leadership on workforce planning, organizational design, talent management, employee relations, employment law, succession planning, compensation, benefits, organizational development, and human capital management.

The Director oversees all aspects of human resources, including talent acquisition, onboarding, payroll administration, compensation, employee benefits, retirement plans, employee relations, performance management, compliance, training and development, HR technology systems, workforce analytics, and organizational effectiveness.

Additionally, the Director provides executive oversight of the organization's defined benefit pension plan, defined contribution retirement plans, employee benefit programs, workers' compensation programs, and employee insurance programs while serving as a key liaison with actuaries, investment advisors, legal counsel, auditors, insurance carriers, third-party administrators, and consultants.

ESSENTIAL DUTIES AND RESPONSIBILITIES

Strategic Leadership and Workforce Planning

• Develop and implement comprehensive human resources strategies aligned with organizational goals and long-term workforce needs.
• Serve as a strategic advisor to executive leadership regarding organizational effectiveness, workforce planning, succession planning, talent management, employee engagement, and culture.
• Lead enterprise-wide workforce planning and organizational design initiatives.
• Advise leadership on organizational structure, staffing models, workforce trends, and succession planning.
• Participate in executive planning and decision-making processes affecting organizational operations and personnel.
• Lead organizational development and change management initiatives that support organizational growth and effectiveness.

Human Resources Operations

• Direct and oversee all human resources functions, including recruitment, onboarding, employee relations, compensation, benefits, payroll administration, performance management, training and development, compliance, and HR systems administration.
• Plan, direct, and supervise all activities related to Human Resources operations to maximize organizational effectiveness and return on human capital.
• Oversee recruitment, selection, promotion, onboarding, and retention processes.
• Develop and maintain job descriptions, performance evaluation systems, compensation structures, and career development programs.
• Ensure fair, consistent, and legally compliant administration of personnel policies and employment practices.
• Monitor workforce trends, turnover, engagement, retention, and productivity metrics.

Employee Relations and Compliance

• Lead employee relations efforts, including conflict resolution, investigations, disciplinary actions, corrective action planning, and performance management processes.
• Conduct investigations involving employee complaints, workplace concerns, ethics matters, and policy violations.
• Counsel managers and employees on employment-related matters and assist in resolving workplace conflicts.
• Ensure compliance with all applicable federal, state, local, and international employment laws and regulations, including FLSA, FMLA, ADA, COBRA, ERISA, HIPAA, EEO, OSHA, USERRA, workers' compensation regulations, and other employment-related requirements.
• Coordinate employment-related activities with legal counsel and external consultants as necessary.
• Develop and implement policies and procedures designed to mitigate organizational risk and ensure legal compliance.

Compensation, Benefits, and Retirement Programs

• Develop and maintain a competitive compensation philosophy and salary administration program aligned with market conditions and organizational objectives.
• Conduct compensation studies, pay equity reviews, market analyses, and salary structure evaluations.
• Oversees administration of employee benefit programs including health, dental, vision, life, disability, flexible spending, wellness, and retirement programs.
• Oversees employee benefits communication and education initiatives.
• Evaluate benefit plan performance and recommend enhancements supporting recruitment, retention, and employee satisfaction.
• Oversee administration of the organization's defined benefit pension plan and defined contribution retirement plans.
• Oversees coordination with actuaries, investment advisors, trustees, auditors, legal counsel, and third-party administrators to ensure effective plan administration.
• Support the Investment Committee through analysis, reporting, and strategic recommendations regarding retirement plan investments and funding objectives.
• Coordinate investment management functions with the Investment Committee and Quartermaster General, including periodic review of investment allocations and performance.

Training, Development, and Organizational Effectiveness

• Develop leadership training and professional development programs for managers and employees.
• Oversee learning management systems and organizational training initiatives.
• Provide educational materials, workshops, employee handbooks, and management training programs.
• Promote a culture of continuous learning, accountability, inclusion, professional growth, and employee engagement.
• Support organizational transformation and change management initiatives.

Technology, Analytics, and Reporting

• Oversees direct administration and optimization of HR technology systems, including HRIS, payroll, recruiting, onboarding, and learning management platforms.
• Ensure data integrity, security, and operational efficiency across all HR systems.
• Develop and monitor HR metrics and workforce analytics to support data-driven decision-making.
• Provide executive reporting related to turnover, compensation, benefits, workforce planning, engagement, and compliance.
• Lead HR technology modernization and digital transformation initiatives.

Budget and Financial Oversight

• Develop and manage departmental budgets and expenditures.
• Oversee payroll operations exceeding $10 million annually.
• Analyze benefit costs and funding requirements to ensure financial sustainability.
• Support executive leadership in evaluating the financial impact of workforce initiatives and benefit programs.

Emergency Preparedness and Business Continuity

• Support organizational business continuity and emergency response planning.
• Ensure employee communication, workforce continuity, and remote work protocols are maintained during emergency situations.

QUALIFICATIONS

Education

Bachelor’s degree in human resources, Business Administration, Finance, Organizational Leadership, or related field required.

Master’s degree in human resources, Business Administration, Public Administration, Finance, or related discipline preferred.

Above qualifications may be substituted with a minimum of 12 or more years of service in the U.S. Military.

Preferred Experience

• Minimum of 10 years of progressively responsible human resources experience.
• Minimum of 5 years of senior-level management or executive leadership experience.
• Experience managing compensation, benefits, retirement plans, employee relations, compliance, and organizational development functions.
• Experience supporting executive leadership and governing boards preferred.
• Experience with defined benefit pension plans, retirement plan administration, and complex employee benefit programs strongly preferred.
• Experience within nonprofit, association, military, veterans service, or membership organizations preferred.

Professional Certifications Preferred

• SHRM-SCP
• SPHR
• CEBS
• Certified Compensation Professional (CCP)

KNOWLEDGE, SKILLS, AND ABILITIES

• Comprehensive knowledge of federal and state employment laws and regulations.
• Strong understanding of retirement plans, pension governance, benefits administration, and investment oversight.
• Ability to interpret actuarial reports, investment performance reports, financial analyses, and regulatory requirements.
• Strong leadership, organizational, and strategic planning skills.
• Exceptional written, verbal, presentation, and interpersonal communication abilities.
• Advanced analytical, problem-solving, and decision-making skills.
• Demonstrated success leading organizational change and workforce transformation initiatives.
• Proficiency with HRIS, payroll, reporting, workforce analytics, and learning management systems.
• Ability to maintain confidentiality and exercise sound judgment in highly sensitive situations.

SCOPE OF RESPONSIBILITY

The Director oversees all Human Resources, Payroll, and Benefits operations affecting approximately 200 employees located throughout the United States and internationally.

The position supervises Human Resources, Payroll, and Benefits personnel and is responsible for hiring, developing, evaluating, and, when necessary, disciplining or terminating departmental staff.

The position has organization-wide influence on workforce strategy, compliance, employee relations, compensation, benefits, retirement programs, succession planning, organizational effectiveness, and culture. Decisions made by the Director can significantly affect organizational operations, financial resources, employee satisfaction, retention, and legal risk.

COMPENSATION

Salary Range: $95,000 - $123,000 annually, commensurate with qualifications and experience.

WORKING CONDITIONS

The position operates primarily in a professional office environment. Responsibilities include frequent interaction with executive leadership, managers, employees, consultants, auditors, attorneys, actuaries, investment managers, insurance representatives, and other external stakeholders. Periodic travel is required for training, conferences, organizational meetings, and support of the Washington, D.C. office.

MAJOR ACCOUNTABILITIES

• Maintain a legally compliant and strategically aligned human resources function.
• Ensure effective administration of compensation, payroll, benefits, pension, and retirement programs.
• Support employee engagement, retention, and organizational effectiveness initiatives.
• Maintain competitive employee benefit and compensation programs.
• Provide executive leadership with accurate workforce data, analysis, and strategic recommendations.
• Support organizational financial stewardship through prudent management of compensation and benefit expenditures.
• Ensure accomplishment of all assigned duties in a timely, professional, and ethical manner.

The duties listed above are intended to describe the general nature and level of work performed and are not intended to be an exhaustive list of all responsibilities, duties, or qualifications required of the position.

If not directly listed as a requirement for the position, all employees (if eligible) are encouraged to become members of the VFW. If ineligible for VFW membership, employees (if eligible) are encouraged to join the VFW Auxiliary. Additionally, all employees are encouraged to actively promote the benefits of membership in the VFW and VFW Auxiliary to others who qualify.

The VFW National headquarters offers a competitive salary commensurate with experience, along with a comprehensive benefits package, including health insurance, retirement plans, and paid time off.

*This position is eligible for relocation assistance and participation in applicable benefit programs.