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Chief People & Culture Officer - National Office (remote)

May 8, 2026

Interested candidates should send a letter of interest and comprehensive resume to Dina Satriale at [email protected] Job Description The YMCA of the USA (Y-USA) is recruiting for a Chief People & Culture Officer (CPCO), a new role created to steward the organization's people, culture, and talent strategy while advancing the important work and agenda of its members - putting Christian principles into practice to build healthy spirit, mind, and body-during an unprecedented inflection point in our nation's history. The CPCO will play a pivotal role in shaping organizational culture, strengthening the workforce, and ensuring that millions of lives continue to be positively impacted through the Y's programs and national reach. As the national resource office for the Movement, Y-USA exists to support and strengthen its member associations' ability to carry out the mission in their communities while advancing collective goals and priorities. As one of the most well-known and trusted nonprofit brands in the country, the YMCA is uniquely positioned to lead in youth development, healthy living, and social responsibility. Local Ys serve as essential social, health, and development anchors in thousands of communities nationwide. The CPCO will be responsible for aligning Y-USA's people and culture strategy with its mission and operational goals, ensuring the organization has the workforce capacity, inclusive practices, and organizational culture to serve more than 2,650 local Ys. This includes oversight of all aspects of human resources-talent strategy, culture, organizational development, employee engagement, compliance, and workforce transformation-while ensuring people-centered practices and transparency deliver value for associations of all sizes. Reporting directly to the Chief Operating Officer (COO) of Y-USA, the CPCO will serve as a strategic partner in shaping long-term organizational direction while ensuring day-to-day excellence in people operations and culture. This is a unique opportunity for a mission-driven, visionary human capital leader to guide the country's largest health and human services nonprofit through a period of transformation and growth. The ideal candidate will bring exceptional HR and organizational leadership experience, proven success in complex or federated organizations, and the ability to balance strategic vision with operational excellence. A collaborative communicator and servant leader, the CPCO will be people-focused and results-oriented, embodying the Y's values while advancing its mission. Organization Overview The YMCA of the USA (Y-USA) is a leading nonprofit membership organization committed to strengthening community by empowering young people, improving the health and well-being of people of all ages, and inspiring action in and across communities. Founded in 1844, the YMCA (The National Council of Young Men's Christian Associations) has grown into one of the largest organizations focused on strengthening communities, serving more than 64 million people in 120 countries. Across the globe, individual Ys respond to community needs with programs and services that empower all people to reach their full potential with dignity. In the United States, the Y Movement is comprised of the YMCA of the USA, a national resource office headquartered in Chicago, and over 2,650 Ys serving 11 million people in 10,000 communities across all 50 states, the District of Columbia, and Puerto Rico. Y-USA operates with approximately 200 employees and an annual budget of $99 million. Its endowment is valued at $85 million, with more than $40 million raised yearly through grants, contributions, and major gift donations. Y-USA's budget is primarily funded by its member associations. These associations are autonomous corporations, separately incorporated in their respective states, and have independent boards and issue separate financial statements. The Y-USA is governed by its National Board of Directors, whose purpose is to carry out the objectives, goals, and powers in the organization's Constitution. We offer a full benefits package including medical, dental, vision, defined benefit plan (retirement savings), defined contribution plan (403(b) plan, life and disability insurances, technology stipend, and generous paid time off. YMCA of the USA (Y-USA) embraces a remote-first working environment which means most employees work remotely from a home office within the continental United States. Qualifications The CPCO will be a proven HR and culture leader with extensive executive-level experience in complex, mission-driven organizations. Education/Certification <ul> <li>Bachelor's degree in Human Resources, Organizational Development, or a related field required.</li> <li>Master's degree or MBA preferred.</li> <li>Active SHRM-SCP, SPHR, or equivalent certification strongly preferred.</li> <li>Active Certified Benefits and Compensation Professional (CBP, CCP) certification strongly preferred. </li> </ul> Knowledge and Work Experience <ul> <li>Minimum 10+ years of progressively responsible HR leadership experience, preferably in mission-driven or national organizations.</li> <li>Demonstrated experience leading equity-focused HR strategies, large-scale cultural change, and organizational transformation.</li> <li>Experience managing HR in multi-site, matrixed, or federated structures preferred.</li> <li>Deep knowledge of employment law, compliance practices, and professional HR operations.</li> </ul> Leadership Skills & Core Competencies <ul> <li>Board & Executive Engagement: Proven ability to engage Boards and executive leaders with clarity, credibility, and influence.</li> <li>Team Leadership: Track record of leading diverse HR teams, mentoring talent, and building strong succession pipelines.</li> <li>Values & Inclusion: Demonstrates commitment to the YMCA's core values of caring, honesty, respect, and responsibility.</li> <li>Strategic Vision: Ability to align people strategy with organizational mission, long-term goals, and workforce sustainability.</li> <li>Influence & Communication: Exceptional interpersonal, coaching, and communication skills, with the ability to present complex HR and cultural information to varied audiences.</li> <li>Results Orientation: History of achieving organizational objectives, driving high performance, and implementing data-informed HR strategies.</li> <li>Adaptability: Flexibility and openness to change, with a collaborative and solution-oriented approach to problem-solving.</li> </ul> Essential Functions Strategic HR Leadership <ul> <li>Serve as a key member of the Senior Leadership Team, advising the CEO, COO, and executive team on organizational culture, structure, and talent strategy.</li> <li>Align HR functions and initiatives with Y-USA's strategic priorities and mission.</li> <li>Represent HR expertise in national forums and lead cross-association collaborations, research, and capacity-building efforts.</li> <li>Lead organizational change management, leadership development, and workforce transformation initiatives.</li> </ul> Talent Strategy & Culture <ul> <li>Develop and implement people strategies that strengthen performance, professional development, and retention of top talent.</li> <li>Champion a culture of inclusion, psychological safety, and continuous improvement.</li> <li>Provide strategic guidance for succession planning, leadership pipelines, and career mobility across the YMCA Movement.</li> <li>Strengthen the employee experience across the full lifecycle-from recruitment to offboarding.</li> </ul> National Engagement & Thought Leadership <ul> <li>Establish and lead national HR communities of practice, advisory groups, and convenings for HR professionals across the YMCA network.</li> <li>Curate and share national HR trends, policies, tools, and best practices to strengthen local YMCAs.</li> <li>Build relationships with external partners (SHRM, HRCI, consultants, etc.) to bring innovation and expertise into the YMCA ecosystem.</li> </ul> Unifying the Network <ul> <li>Build and maintain trusted relationships across the YMCA Network to strengthen adoption of Y-USA HR strategy.</li> <li>Align HR practices and strategies across Y-USA and local associations to create shared goals and outcomes.</li> <li>Serve as the HR practice leader for Y-USA and a collaborative partner to CHROs across the Movement.</li> </ul> Compliance & Operational Excellence <ul> <li>Lead HR compliance strategy for the national office, ensuring adherence to all relevant laws, regulations, and internal policies.</li> <li>Oversee compensation, benefits, employee relations, HR systems, and workforce analytics with a data-informed approach.</li> <li>Implement risk mitigation strategies and ensure fair, consistent application of employee relations protocols.</li> </ul> Learning & Organizational Development <ul> <li>Oversee leadership development, coaching programs, and organizational training aligned with YMCA values and competencies.</li> <li>Promote a culture of continuous learning through professional development platforms and equity-centered capacity-building.</li> <li>Partner with the Learning and Leadership Development teams to align national staff growth with movement-wide priorities.</li> </ul> Ymca Careers Similar Positions Chief Financial Officer - National Office (Remote) YMCA of the USA

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Common Interview Questions And Answers

1. HOW DO YOU PLAN YOUR DAY?

This is what this question poses: When do you focus and start working seriously? What are the hours you work optimally? Are you a night owl? A morning bird? Remote teams can be made up of people working on different shifts and around the world, so you won't necessarily be stuck in the 9-5 schedule if it's not for you...

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When you're working on a remote team, there's no way to chat in the hallway between meetings or catch up on the latest project during an office carpool. Therefore, virtual communication will be absolutely essential to get your work done...

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With this question, companies are looking to see what equipment they may need to provide you with and to verify how aware you are of what remote working could mean for you physically and logistically...

5. HOW DO YOU PROCESS INFORMATION?

Several years ago, I was working in a team to plan a big event. My supervisor made us all work as a team before the big day. One of our activities has been to find out how each of us processes information...

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Or you may receive even more specific questions, such as: What's on your calendar? Do you plan blocks of time to do certain types of work? Do you have an open calendar that everyone can see?...

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The day I watched Marie Forleo's film separating the important from the urgent, my life changed. Not all remote jobs start fast, but most of them are...

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This is a great question because it shows your comfort level with technology, which is very important for a remote worker because you will be working with technology over time...