Vice President of Equity, People and Culture

Greater Pittsburgh Community Food Bank

Website Greater Pittsburgh Community Food Bank

The VP of Equity, People and Culture contributes to Greater Pittsburgh Community Food Bank’s (Food Bank) success through highly skilled, collaborative, dynamic, and mission-driven leadership. The VP sets the vision and functions for the Food Bank’s equity journey, human resources and organization culture; and actively participates in developing and implementing organizational strategy. The VP helps build a caring workplace community that ultimately serves people serving our neighbors who are food insecure in the most successful and inclusive ways.

As a key member of the Executive Team, the VP provides leadership and strategic oversight of solutions to advance the Food Bank’s equity commitment through the functions of human resources and organization culture; drives long and short-term planning, budget processes and program evaluation; inspires and leads a high-functioning team; and maintains collaborative relationships with key internal and external stakeholders.

Key Responsibilities:

Member of Executive Team

  • Supports the President and CEO in strategic, long-range planning that aligns with the Food Bank mission and vision.
  • Clearly and quickly works through complex organizational issues, problems and opportunities and lead the organization to action.
  • Attracts, develops and retains talent, at both board and staff level, to ensure that people with the right skills and motivations to meet our mission are in the right place at the right time.
  • Builds energy, passion and commitment for fulfilling our mission with both internal and external audiences (staff, board, community and network partners) by serving as an ambassador for the organization.
  • Integrates diverse information to develop a well-informed perspective that can help optimize organizational performance.
  • Creates an environment that embraces change, makes change happen and helps others to accept new ideas.
  • Actively prepares for and participates in board meetings and board committee meetings and reports on the Equity, People and Culture Department as needed.

Equity, People and Culture Department Leader

  • Provides leadership to achieve the Food Bank’s equity commitment and internal capacity-building, including: developing HR and organizational systems and processes that create inclusive excellence, diversity and multicultural competency; driving internal policy change.
  • Serves as a key driver of the Food Bank’s equity initiatives motivating teams to access and operationalize equity.
  • Oversees HR staff and provides direction and ultimate responsibility for the HR systems and service for the organization with an equity lens, including: recruitment, onboarding, payroll, benefits and wellness, employee relations, retention, coaching, performance management, compensation, and compliance.
  • Supports all staff toward their achievement of professional development, mentorship and leadership opportunities within the organization.
  • Partners with the President and CEO to influence, drive and maintain positive culture and engagement at the Food Bank.
  • Collaborates with the senior leaders’ team to actively model and demonstrate care, vulnerability, perspective and shared accountability; contributes to a spirit of trust and high morale; drives results for high impact, evaluates efficacy and productivity.
  • Serves as coach and advisor, using an equity lens/approach, for all levels of leadership and staff throughout the organization.
  • Provides logistics support and facilitation for staff training and development; designs and facilitates internal learning opportunities to achieve desired outcomes.
  • Creates and manages departmental budget.

Required characteristics, abilities and skills:

  • Deep passion for eliminating hunger and its root causes.
  • Passion for economic, social and racial justice issues.
  • Outstanding interpersonal skills: good listener and thoughtful respondent; positive influencer; adept writer who can vary communications to fit cultural context and circumstances.
  • Motivated and courageous; can nudge and challenge staff and leaders to seek multiple perspectives and check assumptions.
  • Demonstrated exceptional conflict management skills.
  • Disposition and willingness to innovate, problem solve, test, fail and adjust.
  • Demonstrated ability to think strategically, take initiative, and to maintain confidentiality.
  • Project coordination and organization skills; ability to manage multiple projects with attention to detail; meet deadlines, ability to handle interruptions, and produce timely, accurate work.
  • Ability to meet benchmarks and check assumptions about results and end goals.
  • Ability to work independently and as part of a team; provides role clarity, shows willingness to support others to build momentum and share success, comfortable working in an office environment and offsite.
  • Ability to thrive in a creative, responsive, and fast-paced culture.
  • Proficiency in Microsoft Office, including Word, Excel and PowerPoint.
  • Ability to obtain Act 33 and Act 34 certificates.

Education and experience:

  • Bachelor’s degree, master’s preferred.
  • Minimum of five years’ experience as a senior manager, with deep human resources experience; responsibility for staff supervision, planning, budgeting and consulting.
  • Human Resources professional certification, such as SHRM-SCP or SPHR.
  • Demonstrated experience with equity concepts and initiatives.
  • Experience facilitating or coordinating trainings, dialogue sessions or workshops to promote understanding and deepening equity competency.
  • Demonstrated experience with conflict management.
  • Experience working cooperatively within and across teams; belief in the value and power of participatory decision-making.
  • Valid drivers’ license.

Preferred Qualifications:

  • Lived experience of inequity/oppression and connections to marginalized communities.
  • Bilingual and/or multi-cultural.


The preceding job description has been designed to indicate the general nature and level of work performed by employees within this classification. It is not designed to contain or be interpreted as a comprehensive inventory of all responsibilities, duties, and qualifications required of employees assigned to this job.

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