Vice President of Human Resources

Vice President of Human Resources

Overview
ReloShare is a pioneering tech company that bridges technology and social impact, serving social service agencies and organizations that provide emergency housing and support to vulnerable populations. Our innovative products, Safe Stays—a transactional hotel booking platform—and The Grove, an interagency shelter availability platform, have revolutionized the way social service agencies operate.

As we grow, we’re seeking a Vice President of Human Resources to build and lead the company’s human resources and people operations function. Based in our Chicago office, this full-time, in-office role will initially report to the Chief Financial Officer and play a critical role as advisor to the Leadership team as well as Company managers. This individual will focus on performance management, employee engagement, benefits administration, recruitment, training, total rewards, employee relations, and fostering a culture that thrives both in person and across a dispersed, remote team. The ideal candidate will bring a hands-on, data-driven approach to building scalable HR systems while championing an inclusive and supportive workplace culture.  

While system implementation and building processes are important aspects of this role initially, the ideal candidate will also aspire to understand, enhance, and help execute the Company’s strategic vision and goals in collaboration with the executive team.

Role and Responsibilities

People Operations Leadership

• Performance Management:
  • Collaborate with leadership to create a vision for how we “do” performance management at ReloShare, taking into account our desire to help our people grow while we grow as a company.
  • Design, implement, and manage a performance management process and program that aligns employee goals with organizational objectives.
  • Regularly review and refine performance evaluation tools and processes to ensure consistency, fairness, and effectiveness.
  • Manage and support performance improvement plans (PIPs) as needed to ensure employees receive appropriate guidance and opportunities for success.
• Benefits Administration:
  • Oversee the design, implementation, and administration of employee benefits programs, including health, dental, vision, and retirement plans.
  • Collaborate with external advisors and vendors to ensure benefits are competitive, cost-effective, and meet the needs of employees.
  • Manage the annual benefits review and open enrollment processes, ensuring clear communication and smooth execution.
  • Serve as the primary contact for employee benefits inquiries, resolving issues promptly while maintaining compliance with regulations (e.g., ACA, ERISA).
  • Explore and recommend new benefits and perks to enhance employee satisfaction and retention.
  • Manage leave administration processes, including parental leave, disability, FMLA, and other statutory or company-provided leave programs.
• Total Rewards:
  • Develop a Total Rewards philosophy that will provide the guardrails for compensation administration moving forward.
  • Conduct market research to ensure market competitive compensation.
  • Administer compensation planning.
• Policy Development and Compliance:
  • Develop and implement HR policies and procedures that reflect the company’s values and mission.
  • Ensure compliance with all applicable employment laws and regulations, maintaining strong internal controls and mitigating risk.
• Career Development:
  • Create and oversee career development initiatives that support employee growth and align with business needs.
  • Provide tools and resources for managers to foster ongoing professional development within their teams.

Employee Experience and Culture

• Foster a collaborative and inclusive workplace culture that balances the needs of in-office team members in Chicago with those of a dispersed, remote workforce.
• Champion diversity, equity, and inclusion initiatives that support the varied backgrounds and perspectives of employees across engineering, finance, and social service functions.
• Lead initiatives to maintain a feel on the pulse of employees including engagement surveys, focus groups, and 1:1 meetings.
• Promote a culture of engagement and respect through company events, recognition programs, and transparent communication.

Planning and Reporting

• Collaborate with leadership on HR strategies impacting budget and business planning.
• Develop and maintain key HR metrics and reporting to monitor recruitment, retention, performance, and employee satisfaction.
• Use data and analytics to provide actionable insights and recommendations for continuous improvement in HR processes and policies.

Recruitment and Onboarding

• Collaborate with leadership to understand and plan for current and future hiring needs, aligned with headcount goals.
• Design, implement, and manage scalable recruitment strategies to attract top talent, including implementation of candidate tracking systems and employment branding efforts.
• Lead the full recruitment lifecycle, from initial screening to final offer negotiations, ensuring a positive candidate experience.
• Develop and execute a seamless onboarding process that integrates new hires into the company effectively.
• Curate an onboarding framework that includes orientation, benefits enrollment, role-specific training, and introductions to company culture and personnel.

Miscellaneous

• Develop and implement change management programs that will enhance our employees’ experience, particularly during times of growth and change.
• Manage the offboarding process, ensuring a positive employee experience throughout the entire employment lifecycle. Gather and apply data that can be used to continually enhance the company’s people programs and employee experience.

Key Competencies

• Strategic Vision and Execution:
  • Develop high-level strategies while maintaining the ability to implement detailed, actionable plans.
  • Adapt and evolve systems to support the company’s growth and long-term goals.
• Analytical and Data-Driven:
  • Use data and metrics to assess HR processes and performance, driving informed decision-making and strategic planning.
• Culture Champion:
  • Promote respect, inclusion, and collaboration while enhancing company culture and employee engagement.
  • Build a workplace environment that inspires creativity, productivity, and employee retention.
• Collaborative Leadership:
  • Lead by example, fostering trust, transparency, and effective communication across diverse teams.
  • Work closely with senior leadership to align HR strategies with organizational priorities.
• Entrepreneurial Mindset:
  • Thrive in a dynamic, fast-paced environment with the flexibility to pivot and problem-solve as needed.
  • Bring an owner-operator mentality, taking accountability for outcomes and striving for continuous improvement.
• Ethics and Integrity:
  • Uphold confidentiality and inspire trust through transparency and ethical practices.

Requirements

• 8+ years of hands-on HR experience, including expertise in benefits administration, performance management, recruitment, and onboarding, employee relations.
• Proven track record of working in and building scalable HR systems for rapid growth, entrepreneurial organizations.
• Experience collaborating with diverse teams, including IT, finance, and social service professionals.
• Effective communication skills, both written and verbal, with the ability to convey complex concepts clearly.
• Bachelor’s degree required; advanced degree in HR or related field a plus.
• Demonstrated success in entrepreneurial or high-growth environments.
• Proficiency in HR software, analytics tools, and productivity platforms.
• Strong change management skills, with experience building out and implementing change management plans during times of change.
• SHRM-SCP certification or equivalent preferred.

Compensation and Benefits

• Competitive salary (with a range of $115,000 to $155,000, depending on experience) and annual bonus.
• Comprehensive and market competitive benefits including:
• Health, dental, and vision coverage (provided by company)
• 401(k) program with generous company matching
• Tele-health with $0 co-pay
• Flexible PTO
• Monthly health & Wellness allowance 
• Monthly phone and internet reimbursement
• Long-term and short-term disability coverage
• HSA, FSA, Dependent Care, and Commuter benefits programs
• Company provided life insurance, with voluntary feature to add spouse / children
• Pet insurance
• Relocation incentive program

About ReloShare
ReloShare is committed to fostering a diverse and inclusive workplace. We believe in supporting our team members’ growth and ensuring they can make meaningful contributions in a mission-driven environment. We welcome qualified applicants of all backgrounds and experiences to help us continue serving agencies that work with the most vulnerable communities.