Vice President, People & Culture

Position Title: Vice President, People & Culture
Location: Washington, DC (Hybrid)
Reports to: Chief Administrative Officer
Direct Reports: Manager, People & Culture
FLSA: Exempt

Company Background:
Managed Funds Association (MFA), based in Washington, D.C., New York City, Brussels, and
London, represents the global alternative asset management industry. MFA’s mission is to advance
the ability of alternative asset managers to raise capital, invest it, and generate returns for their
beneficiaries. MFA advocates on behalf of its membership and convenes stakeholders to address
global regulatory, operational, and business issues. MFA has more than 180 fund manager
members, including traditional hedge funds, private credit funds, and hybrid funds, that employ a
diverse set of investment strategies. Member firms help pension plans, university endowments,
charitable foundations, and other institutional investors diversify their investments, manage risk,
and generate attractive returns throughout the economic cycle.

Position Summary:
The Vice President, People & Culture is MFA’s senior HR leader responsible for building a
high‑performance, people‑first organization grounded in strong culture and values. This role sets
the People & Culture strategy, leads day‑to‑day HR operations, and partners with MFA leadership
to attract, develop, and retain top talent in a member‑focused environment. The VP models MFA’s
values through example, accountability, and decision-making, embedding culture into talent
processes, performance management, leadership behaviors, and employee interactions at every
level. The VP will steward MFA’s culture, advance staff engagement, and ensure compliant,
modern HR practices that scale with organizational growth. The role reports to CAO; partners
closely with President & CEO and Leadership Team.

Essential Responsibilities:

1. People Strategy & Leadership
   • Develop and execute a multi‑year People & Culture strategy aligned to MFA’s mission,
     values, and strategic plan; translate strategy into annual goals and measurable outcomes.
   • Advise the CAO and Leadership Team on organizational design, workforce planning,
     succession planning, and change management to support MFA’s evolving priorities and
     growth.
   • Lead, manage and mentor the Manager, People & Culture.
   • Strengthen organizational culture, enable data‑driven leadership decisions, and proactively
     address workforce needs by establishing a reliable mechanism to measure and act on the
     employee experience.
   • Lead the resolution of employee-relations issues, including investigations, performance
     concerns, and conflict management. Partner closely with leaders and legal counsel to
     proactively find resolution in a timely manner.
   • Lead strategy, planning, and execution of MFA staff events (e.g., staff retreat, holiday party)
   • Serve as advisor on the Team Engagement Committee and actively participate on the Core
     Values subcommittee.
2. Talent Acquisition & Onboarding
   • Own full‑cycle recruiting for all functions and locations; implement rigorous, equitable
     hiring processes and candidate experience standards.
   • Oversee the onboarding of new hires, focusing on MFA values, culture and skillset required
     for successful integration.
   • Oversee a high-impact intern and alumni program that builds a sustainable diverse talent
     pipeline; strengthens the organization’s employer brand and creates long-term
     organizational ambassadors and future hires.
3. Learning & Development
   • Provide executive coaching to MFA’s Leadership team and coordinate the development
     needs of senior staff.
   • Support Manager, People & Culture in developing a comprehensive L&D portfolio (internal
     professional development, online learning platform, lunch and learns), measure impact on
     performance and retention.
   • Champion a culture of transparency, respect, and accountability by equipping staff with
     tools and training to manage performance, addressing concerns early, while upholding the
     MFA values.
   • Curate external partners and trainers; negotiate and manage engagements to deliver ROI.
   • Partner with the CAO and IT to develop and lead workforce adoption of AI and digital tools,
     including training strategy and measurement of success.
4. Total Rewards & Performance Management
   • Lead compensation, benefits, and recognition programs; ensure competitiveness via
     regular market benchmarking (e.g., trade association surveys) and internal equity reviews.
   • Oversee performance management (goals, feedback, reviews); evolve bonus/merit cycles
     and promotion processes in coordination with Finance/CAO.
   • Provide strategy, planning, and communication support on annual benefits renewal.
   • Partner with PEO/EOR to optimize the employee experience and education (e.g., annual
     open enrollment communications, trainings, etc.).
5. HR Operations, Compliance & Risk
   • Ensure compliant, scalable HR operations (policies, handbooks, employee relations,
     investigations, leaves, accommodations, records).
   • Maintain accurate, confidential records and data systems; own HRIS roadmap,
     automation, and reporting.
   • Manage vendor relationships (payroll/PEO, benefits, background checks, training partners)
     and associated budgets; coordinate with Finance/Operations.

Qualifications: Required

• Minimum of 10 years of progressive HR/People leadership experience with responsibility
  across talent, rewards, employee relations, and HR operations; 3+ years leading an HR
  team.
• Demonstrated success building culture, leading change and manager capability in a
  fast‑paced, global environment.
• Expertise with compensation benchmarking and benefits design in the
  nonprofit/association sector (familiarity with salary surveys).
• Strong command of U.S. employment law and compliant policy administration.
• Exceptional judgment, confidentiality, discretion, and interpersonal skills; proven ability to
  influence senior leaders.
• Demonstrated ability to work collaboratively in a team-oriented culture that values the
  importance of being a good teammate, communicator, and partner.
• Excellent written/verbal communication and time management skills.
• Demonstrated ability to self-start, think ahead, problem solve, and engage proactively with
  high professionalism, reliability, and accountability.
• Proficiency with Microsoft Office Suite, including Word, Excel, and PowerPoint.
• Occasional travel to MFA offices, most frequently to NYC.

Preferred

• Experience in policy, financial services, or association environments in a global
  environment (DC/NY/Brussels/London).
• HR certification (SHRM‑SCP, SPHR) or relevant graduate degree.
• Hands‑on HRIS and analytics fluency.
• Executive coaching certification with a successful track record.
• AI acumen

Benefits of working at MFA:

• Competitive compensation and benefits package
• Retirement savings plan with employer matching
• Hybrid work schedule (Mon and Fri remote; Tues-Thurs in-office)
• Generous paid parental leave and transition time back to work
• Professional development and career opportunities
• People-centric culture
• Generous paid time off and holidays
• Healthy food and snacks
• Employee assistance programs
• Staff retreats and social events
• Community involvement
• Team Engagement Committee

Disclaimer: The starting annual base salary range for this position is $175,000 – $185,000. Additionally, employees are eligible for an annual discretionary bonus. Please note that the annual base salary range provided is a general guideline and compensation decisions are dependent on a variety of factors. These factors include, but not limited to, the scope and responsibilities of the position, years of work experience, work location, education/training, internal peer equity, and external market data.