Second Harvest Food Bank of Middle TN

Vice President, People & Culture

Second Harvest Food Bank of Middle TN

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Job Summary

As Second Harvest embarks on this exciting next chapter, they seek a Vice President, People & Culture (“VP”), who will be responsible for shaping and sustaining positive mission-driven and people-centered organizational success. Reporting to the President & CEO and leading a team of 2.5 FTEs, this role will oversee all human resources functions to ensure the workforce is engaged, well-supported, and aligned to Second Harvest’s mission, values, and strategic goals.

The VP leads talent strategy, workforce planning, culture and engagement, total rewards, safety and compliance, learning and development, and employee relations. This role guides organizational leaders in fostering an environment where employees feel valued, respected, included, and are equipped to thrive in the workplace.

Please find the Position Profile VP, People & Culture linked HERE 

 

Job Responsibilities

Specific responsibilities include but are not limited to:

Strategic Leadership & Culture

  • Lead development and execution of HR strategies that enable mission success.
  • Serve as the strategic HR partner to the Leadership Team, advising on workforce planning, culture,and organizational development.
  • Collaborate closely with executive partners to drive organizational success through people.
  • Champion a culture of belonging rooted in the values of Adaptability, Co-Creation, Equity,Innovation, Radical Hospitality and Empathy & Compassion.
  • Enhance employee engagement and retention through data-informed initiatives and continuousimprovement.
  • Champion the integration of data analytics and emerging technologies, including AI-driven tools, toenhance talent acquisition, benefits administration, and workforce planning.
  • Lead the people-centered strategy for Second Harvest’s upcoming major campus move, ensuringa smooth and engaging transition by driving comprehensive change management efforts, craftingclear and timely employee communications, and designing event-based engagement initiativesthat reinforce a positive, employee-focused experience throughout the transition.

Talent & People Experience

  • Oversee recruitment strategies that attract, develop, and retain top talent, ensuring a positivecandidate journey.
  • Support leadership and department heads in succession planning and talent pipeline development.
  • Provide coaching and guidance to managers on performance, employee relations, accountability,and recognition.
  • Oversee the performance management system to ensure clarity of expectations and continuousgrowth for employees.

Total Rewards & HR Operations

  • Design and maintain competitive and equitable compensation and benefits programs aligned withorganizational goals.
  • Lead benefits and retirement planning and vendor management, including brokers and insuranceproviders.
  • Oversee payroll administration to ensure accurate processing, compliance, and timely resolution of payroll-related issues.
  • Manage leave of absence programs, including FMLA, ADA and other statutory or organizationalleave policies, to ensure consistent interpretation, proper documentation, and supportivecommunication with employees and managers.
  • Oversee HR systems, compliance reporting, and personnel record integrity.
  • Manage HR departmental budget and prioritize resource investments to improve operationalefficiency.

Compliance, Safety & Risk Management

  • Ensure compliance with all HR regulatory and legal requirements (federal, state, and local).
  • Lead workplace safety initiatives, co-chair the Safety Committee, and administer Workers’Compensation programs.
  • Partner with legal counsel as needed concerning employment-related matters.
  • Represent the organization in audits, claims, and regulatory interactions.

Organizational Development

  • Identify organizational capability needs and drive learning and development initiatives.
  • Support organizational change management and communications as the organization scales andevolves.
  • Manage special projects and assignments in partnership with the President & CEO and CFO.

Qualifications

While it is understood that no candidate will offer every desired skill, quality, and characteristic, the following offers a detailed, aspirational view of the ideal candidate profile:
A Commitment to the Culture, Values, & Mission of Second Harvest Food Bank of Middle Tennessee

This leader will bring:

  • Genuine passion for Second Harvest’s mission, values, and impact.
  • A personal commitment to leading with integrity, discretion, and sound judgment.
  • Respect for diverse backgrounds, lived experiences, and perspectives; fostering an inclusive andvalues-driven culture.
  • The ability to bring Second Harvest’s strong mission and culture to life through innovative andinclusive HR practices.

A Mission-Driven HR Leader & Generalist

This leader will have:

  • Progressive and comprehensive HR leadership experience, ideally within mission-drivenenvironments.
  • Deep experience leading organizational culture, employee engagement, and people developmentefforts.
  • A record of developing and executing innovative, scalable HR strategies aligned with organizationalgoals.
  • A strong values-orientation, positioning HR as a trusted resource and culture steward.

A Relationship Builder & Collaborative Partner

This leader will:

  • Exhibit exceptional interpersonal, consultative, and communication skills, building trust across alllevels of the organization.
  • Be energized by the opportunity to serve as a trusted coach and strategic partner to the team.
  • Communicate with clarity and empathy, particularly during times of change or conflict.
  • Be an approachable, collaborative leader who listens actively and responds thoughtfully.

A Strategic & Results-Oriented Leader

This leader will be able to:

  • Balance strategic leadership with a practical, hands-on approach, delivering measurable impact.
  • Manage multiple priorities, lead change, and deliver results in a dynamic environment.
  • Anticipate organizational and workforce needs, proactively identifying opportunities for improvement.
  • Serve as a thought leader on people strategy, including benefits, culture, employee experience,and engagement.
  • Drive continuous improvement through data-informed decision-making and innovation.

Additional Information

Benefits

Salary is competitive and commensurate with experience, with a generous benefits package including:

  • Medical, dental, and vision insurance (Second Harvest Food Bank covers 100% of the employee-only contributions for each)
  • Health Savings Account (HSA) with employer funding
  • 100% employer paid Life Insurance, Short-Term Disability and Long-Term Disability
  • 403B Retirement Plan (After 1 Year, Second Harvest provides up to 3% contribution match and a5% base contribution of the employee’s compensation, length of service vesting)
  • 12 Sick Days Accrued/Year & 15 Vacation Days Accrued/Year (accruals increase according tolength of service schedule) and 10 Paid Holidays

How to Apply

DSG | Koya has been exclusively retained for this engagement, which is being led by Cheryl Stevens
and Claire Hunt. Express interest in this role by filling out our Talent Profile or emailing the
search team directly at secondharvest_vppc@dsgco.com. All inquiries and discussions are strictly confidential

Details

  • Date Posted: January 27, 2026
  • Type: Full-Time
  • Job Function: Executive Leadership
  • Service Area: Other
  • Working Hours: M-F, 8:00am - 4:30pm