Executive Vice President, Chief People and Culture Officer

Company: Opportunity Finance Network

Location: Washington , DC

Job Function: Human Resources


See full job posting HERE.

Based in Washington, D.C., the Opportunity Finance Network (OFN) is the nation’s leading intermediary and network focused on community development finance. With over $1 billion in total assets under management, OFN manages a membership of over 400 community development financial institutions (CDFIs), which include community development loan funds, credit unions, green banks, banks, minority depository institutions, and venture capital funds.

Our network of CDFIs work to ensure communities underserved by mainstream finance have access to affordable, responsible financial products and services, with deep focus on serving rural, urban, and Native communities across the United States.

OFN is a trusted investment partner to the public, private, and philanthropic sectors – foundations, corporations, banks, government agencies, and others. For nearly 40 years, OFN has helped partners invest in communities to catalyze change and create economic opportunities for people and places traditional finance doesn’t reach.

In April 2024, OFN was selected to receive a $2.29 billion award from the U.S. Environmental Protection Agency (EPA) under the Clean Communities Investment Accelerator (CCIA) grant competition, part of the EPA’s $27 billion Greenhouse Gas Reduction Fund (GGRF), to finance the clean energy transition in low income and disadvantaged communities across the country. This marks a pivotal step forward in OFN’s commitment to mobilizing financing and private capital to address the climate crisis, increasing access to capital in underinvested communities, and advancing environmental justice by delivering lower energy costs and economic revitalization to communities that have historically been left behind.


The Executive Vice President (EVP) & Chief People and Culture Officer (CPCO) is a newly established executive position at OFN. Reporting directly to the CEO, the CPCO will lead and drive the organization’s people function, strategy and execution by fostering a culture of inclusion, engagement, and excellence. This role is pivotal in shaping and implementing human capital practices that support OFN’s mission and strategic growth goals. The CPCO will serve on the Executive Leadership Team (ELT) and be responsible for the overall HR strategy and execution, including: including: workforce planning; talent acquisition/recruitment; HR administration (salary/benefits); compliance with local, state and federal regulations, workforce development, culture, benefits administration, recruitment & retention, performance management, employee engagement onboarding/orientation and exit strategies among other HR business practices related to the life cycle of OFN employees. In addition, the CPCO is responsible for organizational design and development, employee engagement, development, and culture.


Strategic Leadership

  • Strategy: Develop and implement a comprehensive people and culture strategy that drives growth and evolves OFN’s culture, in alignment with the organization’s mission, vision, and values.
  • Organization Development: In collaboration with senior leadership, lead the strategic development and implementation of people and culture programs that drive organizational effectiveness, focusing on workforce planning and talent management to ensure alignment with the company’s vision and growth objectives. Collaborate with the COO on systems, data, and technology aspects of organizational development.
  • Change Management: Co-lead with the COO to design and lead people-oriented organizational change initiatives in response to the massive growth agenda, aimed at enhancing employee engagement, performance, and retention.
  • Cohesion: Drive cohesion within and across teams by ensuring that culture evolves, is consistently well-understood, and reflected in teammate behavior.

Talent Management & Sourcing

  • Workforce planning: Prepare and design workforce planning strategies that align with the fulfillment of the organizational strategy.
  • HR Administration: Design and implement salary and benefits that are market appropriate and aligned that will enable OFN to attract and retain and inclusive workforce.
  • Recruitment and Retention: Develop and oversee recruitment strategies to attract and retain top talent, ensuring a diverse and inclusive workforce.
  • Performance Management: Implement effective performance management systems that encourage continuous improvement and career development.
    Succession Planning: Establish succession planning frameworks to ensure leadership continuity and mitigate risks associated with turnover.

Employee Relations

  • Employee Engagement: Design and implement initiatives to boost employee engagement, satisfaction, and retention.
    Conflict Resolution: Act as a mediator in employee disputes, ensuring fair and equitable resolutions.
  • Policy Development: Develop and enforce HR policies and procedures that comply with legal standards and promote a healthy work environment. Also, provide summary of organizational policy in an easy accessible employee handbook (online).

Justice, Equity, Diversity and Inclusion (JEDI)

  • JEDI Strategy: Lead the development and implementation of JEDI strategies to foster an inclusive workplace.
    Training and Development: Conduct training programs to educate employees on working across inclusion principles and practices for effective workforce engagement and performance. Evaluate the same programs to ensure efficacy of the JEDI goals.
  • Metrics and Reporting: Establish human capital metrics to measure the effectiveness of inclusive performance initiatives and report on progress.

Operational Administration and Management

  • HR Technology: In close collaboration with Chief Operations Officer, implement and manage HR technology solutions to streamline HR operations and improve employee experiences.
  • Budget Management: Anticipate, advocate for and manage the HR budget effectively, ensuring optimal use of resources.


  • Minimum of ten years of progressive HR leadership experience, at least five years in senior or executive leadership.
  • Bachelor’s Degree or ten years of work experience in lieu of degree required; Master’s degree in human resources, business administration, or related field from an accredited institution of higher education, preferred.
  • SHRM Senior Certified Professional (SHRM-SCP) or SHRM Certified Professional (SHRM-CP) certification preferred.
  • Proven track record of developing and implementing successful people and culture strategies.
  • Experience in social/finance inclusion, mission-driven, nonprofit, and/or community-focused organization is highly desirable.
  • Job requires ability to travel throughout the United States as needed (< 10% of time).

Compensation and Benefits

Compensation $250,000 to $300,000 annual base salary.

How to Apply

Fusion Search Partners, a global firm, with a leading Social Impact practice, has been exclusively retained for this engagement. Leading the search is Nicole Kamaleson, Founding Partner, in the firm. She is supported by a team of consultants and researchers.

To make recommendations or express your personal interest, candidates should submit a resume and brief cover letter outlining your qualifications and interest in the role to ofn@fusionsearchpartners.com.

Only completed applications will be presented to the client. All inquiries, documentation and discussions will be considered strictly confidential.

For a brief 10 min introductory call, please use this LINK to schedule time with a Fusion Search Partners team member to answer any questions you may have. Thank you!

Fusion Search Partners and OFN are equal opportunity, affirmative action employers and are firmly committed to a policy against discrimination based on age, sex, race, religious creed, sexual orientation, sexual identity, political orientation, disability or ethnic or national origin.

Contact Information: OFN@fusionsearchpartners.com