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Vice President, People & Culture


True to our vision, Arts For Every Life, the Dr. Phillips Center is a place you can go to see amazing performances and also to play, participate, learn and dream. Named by Travel + Leisure magazine as "World’s Coolest New Tourist Attractions 2015" and among their “Best Places to Travel in 2015,” the two-block downtown destination includes the 2,700-seat Walt Disney Theater, 300-seat Alexis & Jim Pugh Theater, Seneff Arts Plaza, Dr. Phillips Center Florida Hospital School of Arts, the DeVos Family Room, and other event rental spaces. Future expansion includes Steinmetz Hall, a 1,700-seat acoustical theater, along with rehearsal rooms, office space and commercial development spaces. The Dr. Phillips Center brings the best international, national and local artists to its stages including Broadway, ballet, rock, orchestra, comedy, jazz, outdoor concerts, festivals, family shows and arts education programs.

The Dr. Phillips Center for the Performing Arts is a private non-profit 501(c)3 organization operating the state-of-the-art performing arts center in downtown Orlando, Florida. A public-private collaboration with the City of Orlando, Orange County, the State of Florida and generous donors, the Dr. Phillips Center mission is to be an inspirational, creative place where people love to be and where people love to work. For more information, please visit


The Vice President of People and Culture is a key member of the organization’s executive leadership team and is responsible for executing the vision, strategy, development and implementation of talent and culture management programs, and organizational effectiveness aimed at advancing the mission and enhancing business results.  The Vice President will partner with the organization’s leadership team and key stakeholders to ensure the development and advancement of an empowered, values-driven, kind workplace culture, and actively plan for, address, and forecast future people and cultural needs inclusive of change management.  This leadership position is responsible for up to a 600+ workforce comprised of full and part-time employees, an organizational-wide intern program, and a substantial volunteer base. Overall, the Vice President will offer timely, forward-thinking counsel on all issues related to the organization’s workforce, artists, guests, and culture in support of its mission to prepare all colleagues with the tools to fulfill our promise to evolve our industry.



  • Provides colleagues and cultural management leadership to organization-wide initiatives related to a start-up business, expanding facility and change management.
  • Initiates organizational performance through leadership by linking strategy to structure, building operating procedures and facilitating dynamic organizational issues.
  • Collaborates with peers across the organization to develop and integrate strategic and annual plans that incorporate talent acquisition, learning and development, performance management, professional development, succession planning and rewards.
  • Develops the strategic and annual work plans into team and individual strategic and operational plans. 
  • Enables the organization to attract, recruit, hire and retain top-quality employees, interns and volunteers with competitive salary, incentives/bonuses, benefits, and appreciation programs.
  • Leads the organization’s employee, intern and volunteer engagement and retention initiatives to increase organizational, initiative and individual performance.
  • Influences organizational decision-making with the use of relevant, value-added metrics and analyzes and reports in a manner that aligns with and supports the organization’s strategic and short and long-term business objectives and work plans.


  • Oversees, develops, and executes talent acquisition and retention strategies/plans for full-time and part-time employees, interns, and volunteers, including directing the design and implementation of the organization-wide employment, intern and volunteer programs for recruitment and retention strategies, candidate selection methods, and inclusion strategies and measurements.
  • Provide authentic feedback and coaching to senior leaders and managers, providing both constructive and appreciative feedback on behaviors, decisions, individual effectiveness, competencies and personal development.
  • Designs and implements integrated talent management solutions including, executive coaching, individual development planning, talent reviews, succession planning, and leadership development.
  • Builds a comprehensive diversity and inclusion strategy and builds diversity and inclusion as a capability throughout leadership and in the organization.
  • Leads and develops results-driven performance management tools and processes that integrate with the organization’s values and core competencies.
  • Oversees, develops, and implements a progressive total rewards program balancing organizational resources for employees, interns and volunteers.


  • Develops, directs and monitors strategies aimed at maintaining a healthy and kind workplace culture including strategies, programs and initiatives related to employee communications, engagement and relations across and inclusive of all the organization’s programs and teams. Proactively drives effective colleague communications in partnership with the leadership team.
  • Proactively and effectively addresses components that obstruct organizational and individual effectiveness in a manner consistent with the organization’s values and cultural standards.
  • Fosters a culture of “cool” while maintaining accountability, empowerment, trust, kindness, recognition and results among colleagues at all levels consistent with the short and long-term objectives of the organization.


  • Develops, manages and oversees a comprehensive training program for all full and part-time employees, interns, performers, teachers, and volunteers.
  • Advises the leadership team on the full range of colleague and cultural management and effectively implements strategies/action steps for new or improved programs, policies, and processes to affect defined organizational outcomes and mitigate risk.
  • Ensures compliance with all applicable Federal, State, and local employment laws including, but not limited to EEO, ADA, FMLA, FLSA, ERISA, OSHA, PPACA, workers’ compensation, etc.
  • Leads efforts to streamline colleague and cultural management work plans, measures and results, analysis, communications and reporting to increase the efficiency of the organization.
  • Directs the execution of data analysis and reports related to people and culture.
  • Provides active, intentional leadership to the colleague and cultural management of all individual associated with the organization; provides timely positive and constructive feedback; monitors the accomplishment of team and individual goals and objectives; fosters an environment of continuous learning consistent with the needs of the organization, every team and individual colleague members.
  • Develops and implements an internship program supporting all organizational teams with local, regional and statewide educational institutions.
  • Develops and implements a part-time workforce bank with local educational institutions or other organizations.
  • Positions the organization to be acknowledged as a place where people love to work including; full and part-time employees, interns, performers, teachers, and volunteers.
  • Ensures the Dr. Phillips Center Employee Handbook is updated as appropriate concerning legal, regulatory or cultural changes.
  • Establishes and enhances the employee on-boarding and off-boarding process.
  • Performs other duties as required.
  • Develops strong partnerships with local legal counsel for guidance that may be needed from time to time on labor issues; develops strong partnerships and relationships with ADP, who serves as our Professional Employee Organization and provides employee health and other benefit plans; develop and maintain strong relationships with other relevant service providers such as retirement plan administrators, advisers, and other applicable providers. 


  • Fifteen or more years of experience in progressive human resource and cultural management in a fast-paced, start-up, and or an evolving environment. 
  • Experience in strategic planning, execution, organizational assessment, developed leadership and interpersonal skills, and quantitative analytical abilities.
  • Demonstrated success in development and implementation of culture based orientation and training programs infused with organizational brand identity.
  • Experience in design, development and implementation of salary administration plans and benefit programs.
  • Experience in developing, integrating and examining operating procedures, formulating policies, and developing and implementing new strategies and procedures.
  • Experience and knowledge of federal, state, and local employment, wage and salary laws and regulations. Ability to interpret and advise on the application of EEO/AA laws.
  • Requires professional written and verbal communication and interpersonal skills. 
  • Ability to motivate teams to produce quality work.
  • Ability to build effective and motivated teams. 
  • Ability to participate in and facilitate group meetings. 
  • Minimum of ten years at the senior management or executive level in an organization of a similar size and/or industry. 
  • Bachelor’s degree or equivalent combination of education and experience. 

The Dr. Phillips Center provides equal employment opportunities to all qualified individuals without regard to race, creed, color, religion, national origin, age, sex, sexual orientation, disability, veteran status, or any other status protected under the law.

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