Vice President Model Risk Management Jobs in Chicago, IL

National Equity Fund, Inc. (NEF), a leading non-profit syndicator of low-income housing tax credits (LIHTC), is seeking a Vice President, Human Resources to conduct a wide range of new business initiatives. The LIHTC program is the most important resource available today for creating affordable housing in the United States. NEF uses its extensive experience, talent, and resources to create sustainable affordable housing. 

The Vice President, Human Resources is responsible for strategic leadership and operational oversight of the organizations Total Rewards Programs, Risk Management, Workplace relations, and overall HR operations team. This role develops and implements strategies that attract and retain talent, safeguard organizational assets, ensure compliance with employment laws and regulations and foster a positive-high performing workplace. The Vice President collaborates with business leaders to ensure these functions align with organizational goals, promote employee well-being, mitigate organizational risk, maintain compliance with employment laws, and regulations, and foster a culture of accountability, engagement and continuous improvement. 

Essential Duties: 

Strategic Leadership & Planning

• Partner with the Head of Human Resources to execute the organization’s people strategy and advance key business priorities. 

• Develop and implement strategic initiatives that strengthen organizational effectiveness, employee experience, and operational excellence. 

• Serve as a trusted advisor to leaders on matters related to Total Rewards, workplace relations, organizational risk, and employment compliance. 

•  Foster leadership alignment on people’s decisions by promoting data-informed, values-driven solutions that support performance and engagement.

• Develop and monitor key performance indicators (KPIs) to measure the effectiveness of Total Rewards, employee relations, compliance, and risk management initiatives. 

• Prepare executive-level reports and recommendations for senior leadership on workforce trends, compliance risks, and strategic priorities.

Total Rewards & Recognition Program Development

• Design and oversee comprehensive, equitable, and competitive total rewards programs, including base pay, incentives, health, retirement, wellness leave, and  recognition programs.

• Partner with communications and marketing teams to ensure reward programs are visible, accessible, and celebrated across the organization.

• Oversee annual compensation planning, salary administration, job evaluation, market benchmarking, and pay governance.

• Direct benefits strategy, vendor partnerships, and employee wellness initiatives to ensure programs meet organizational and workforce needs.

• Lead the organization's compensation philosophy and Total Rewards strategy to ensure alignment with business objectives and workforce needs.

Employee & Workplace Relations, Risk Management & Compliance 

• Provide strategic leadership and oversight of the organization's employee and workplace relations, workers' compensation, and employment risk management functions.

• Partner with leaders to foster a workplace culture built on accountability, respect, inclusion, and high performance while ensuring the consistent application of employment policies and organizational standards.

• Serve as the organization's primary advisor on complex employee relations matters, including performance management, workplace investigations, conflict resolution, corrective action, and policy interpretation.

• Oversee the organization's workers' compensation and return-to-work programs, partnering with carriers, third-party administrators, and internal stakeholders to ensure effective claims management and positive employee outcomes.

• Lead employment-related risk management initiatives by identifying, assessing, and mitigating organizational risks while ensuring compliance with applicable federal, state, and local employment laws and regulations.

• Develop, implement, and maintain Human Resources policies, procedures, and governance practices that support legal compliance, operational effectiveness, and organizational integrity.

• Partner with Legal, Finance, and organizational leaders to support regulatory compliance, internal audits, business continuity, workplace safety, and enterprise risk initiatives.

• Monitor workplace trends, claims data, investigations, and compliance metrics to identify opportunities for continuous improvement, reduce organizational risk, and strengthen employee engagement and retention.

The ideal candidate:

• Bachelor's degree in Human Resources, Business Administration, Organizational Development, or a related field required. 

• Minimum of 10 years of progressively responsible Human Resources experience, including leadership responsibility in Total Rewards, Employee Relations, Risk Management, and Employment Compliance.

• Demonstrated experience developing and implementing strategic Human Resources programs that support organizational objectives.

• Experience leading organizational change, cross-functional initiatives, and continuous process improvement.

• Professional certification such as SHRM-SCP, SPHR, CEBS, CCP, or equivalent is preferred.

•  Comprehensive knowledge of compensation, benefits, workers' compensation, employee relations, employment law, and regulatory compliance, including FMLA, ADA, ACA, ERISA, HIPAA, COBRA, FLSA, and applicable state employment laws.

• Strong business acumen with the ability to align Human Resources strategies with organizational priorities.

• Demonstrated ability to interpret complex employment regulations and provide practical, risk-based guidance to leaders.

• Experience utilizing HRIS platforms, workforce analytics, and data reporting to support strategic decision-making.

•  Exceptional leadership, coaching, and relationship-building skills with the ability to influence leaders at all levels of the organization.

• Strong analytical, financial, and problem-solving skills with experience evaluating program effectiveness and organizational trends.

• Excellent written, verbal, and presentation skills, with the ability to communicate effectively with executives, leaders, and employees.

• Demonstrated ability to manage multiple priorities, lead through change, and drive continuous improvement.

• High degree of professionalism, integrity, sound judgment, and discretion when handling sensitive and confidential information.