The Community Foundation for a greater Richmond stewards more than $1 billion in assets on behalf of our donors and community and employs a staff of approximately 50. We recently launched a multi-year strategic plan, and human capital — how we structure work, develop people, and reward performance — is central to executing it. We're looking for an experienced HR executive who wants to keep operating at a senior level — shaping strategy, sitting credibly with the Executive team, and coaching leaders — without carrying a full-time role.

This is a genuine hybrid:

the right person will spend real time on strategic work but will also roll up their sleeves and execute tactically when that's what the moment requires. It is not a role where administrative work is someone else's job — it's a role where you decide, week to week, what needs your strategic judgment and what you simply need to do yourself. This role reports to the Chief Financial & Operations Officer, giving it a direct line into both financial governance and organizational operations — a natural home for compensation strategy, incentive plan design, and workforce planning decisions. This is a part-time, exempt position at approximately 25 hours per week, with schedule flexibility to accommodate the CFOO's calendar, Executive team meeting cadences, etc. Hybrid work arrangement based in the Richmond, VA area, with regular in-person presence expected for Executive team and staff engagement. The salary range for this position is $80,000-$100,000 annually, determined by candidate experience, credentials, and demonstrated scope of prior HR leadership responsibility. This range is posted in accordance with the Commonwealth of Virginia's pay transparency requirements and represents a good-faith estimate of anticipated compensation. To learn more about our vision and mission, please visit cfrichmond.org/About/Our-Story.

Key Responsibilities:

This role is not purely strategic, and it's not purely operational — it's built to flex between the two depending on what the organization needs in a given week. You'll partner closely with existing staff on shared HR functions, such as payroll, benefits administration, and onboarding. Realistically, you should expect to execute hands-on work including but not limited to recruiting, prepping board materials, policy administration, etc. What You'll Do Strategic Partnership & Organizational Design Serve as a trusted advisor to the CFOO, CEO, and Executive team on the people implications of the Foundation's strategic plan Translate strategic priorities into workforce, staffing, and organizational design decisions the Executive team can act on Total Rewards & Compensation Own and evolve the Foundation's compensation philosophy, ensuring it is competitive, equitable, and defensible to the Board Ensure incentive compensation design complies with IRS rules and best practices governing nonprofit executive and staff compensation Work directly with the CFOO on budget impact, plan funding, and compensation governance — a single-point relationship that streamlines approval and avoids the translation layer a separate CFO/COO structure would require Performance Management Maintain and continuously improve performance review systems across levels, including the executive-level review process Coach Executive team members and people managers on giving effective, development-oriented feedback Culture, Inclusion & Staff Development Champion a culture of inclusion and collaboration across a 50-person staff, translating that commitment into concrete practices, not just language Build relationships with staff at every level — not just the Executive team — serving as a credible, approachable resource for coaching and development Design and support staff development programming, including manager coaching, growth planning, workforce development and succession planning HR Operations, Administration & Compliance Own HR operations end-to-end — executing directly where needed, and partnering key stakeholders (Finance, Operations, IT, etc.) where their roles intersect with HR Train and direct dotted-line resources on HR administrative tasks including applicant tracking, onboarding coordination, and open enrollment coordination Partner with the Assistant Controller on payroll and benefits plan design, compliance, and HR vendor management Ensure HR policies and practices meet employment law requirements and nonprofit sector standards

Required Qualifications:

10+ years of progressive HR leadership experience, including senior-level (Director/VP/CHRO-level) responsibility A track record of being a genuine strategic thought partner to executive leadership — not solely a program administrator Experience in compensation design, including incentive and bonus plan structuring; nonprofit incentive compensation experience is a strong plus Demonstrated success building cultures of inclusion and collaboration, with the interpersonal skill to coach and build trust across all levels of a staff Comfort operating across the full spectrum from strategic advisor to hands-on executor — genuinely willing to do the tactical work yourself when the situation calls for it, not just direct others to do it Experience partnering effectively with staff outside your own function (e.g., finance, front-office/administrative staff) to get HR work done without a dedicated HR team Strong judgment about where to spend limited hours — the ability to triage what's strategic versus what needs your direct execution in the moment Nonprofit sector experience is a plus, not a requirement; what matters most is senior HR judgment that transfers across sectors

Salary:

$80,000 - $100,000 / year

Benefits:

This position includes a 403(b) w/ 4.5% match How to

Apply:

Submit resumes and cover letters to cfengage.org/jobapplication

Job Classification:

Leadership & Executive