Vice President, People & Culture Corporate and Enablement
KANSAS CITY, MOFull-timePosted Aug 4, 2026
About the Role
As Vice President, People & Culture – Corporate and Operations at H&R Block, you lead the People & Culture generalist partnership for Marketing, Finance, Legal, and People & Culture, helping these teams deliver on Block Next, H&R Block’s strategy to strengthen the core business, accelerate growth, and modernize how work gets done across the enterprise. In this role, you translate business priorities into organization design, leadership capability, workforce plans, and talent decisions that enable teams to move with clarity, speed, and accountability. You are a strategic thought partner to functional leaders, connecting business priorities to performance expectations and leader effectiveness while strengthening a High-Performing Connected Culture through clear standards, everyday feedback, strong relationships, and accountability. You lead two direct reports: the P&C Enablement & Execution Director, who is accountable for cross-functional work coordination across the P&C organization, and the Generalist Director, who leads two People Business Partners supporting the business.
Key Responsibilities
- Strategic P&C generalist support for enterprise functions: Lead People & Culture partnership for Marketing, Finance, Legal, and People & Culture, ensuring leaders have clear talent strategies, organizational plans, and people solutions that support business priorities and advance Block Next.
- Executive partnership and talent advisory: Partner with functional executives and senior leaders to define leadership expectations, talent priorities, succession needs, and performance actions that help teams connect their work to our purpose, clients, and enterprise results.
- Org design, operating effectiveness & change: Partner with business functions to support org reviews, role clarity, spans and layers, decision rights, and people strategies for reorganizations and business transformations, with clear communication and adoption plans.
- Leader and team effectiveness: Coach and enable leaders to build high-performing teams through strong leadership team dynamics and connected leadership practices, including connection, clarity, feedback, development, and accountability.
- Talent planning & performance: Shape quarterly and annual talent plans, including headcount, critical roles, succession, and capability needs, and drive consistent performance and talent actions with fair calibration using the Block Behaviors as the shared language for what great looks like.
- P&C enablement and cross-functional coordination: Lead the P&C Enablement & Execution Director in coordinating cross-functional work across the P&C organization, improving operating rhythms, clarifying ownership, tracking progress, and enabling effective execution of enterprise people priorities.
- Data, technology & COE-enabled people solutions: Leverage people analytics, systems, and AI/automation to surface insights to influence and support business leaders; utilize data-led decision making to develop talent strategies that will lead to improved business outcomes for clients.
- Risk, compliance & policy stewardship: Partner with Legal to manage people-related risk, ensure compliant practices, and maintain policies that are clear, scalable, and aligned to our culture.
Leadership & Team Management
- Set a clear vision, annual priorities, and measurable outcomes for the P&C generalist and operations teams.
- Lead two direct reports: the P&C Enablement & Execution Director and the Generalist Director, who leads two Business Partners.
- Establish a high-quality operating cadence for business partnership and P&C operations, including weekly staff meetings, stakeholder reviews, talent/AR reviews, cross-functional work coordination, and quarterly planning.
- Coach and develop Directors and Business Partners through regular feedback, capability building, delegation, and succession planning.
- Create an environment of psychological safety, accountability, and continuous improvement.
Core Competencies
- Executive presence & influence: Trusted advisor who can challenge and support senior leaders with clarity and conviction.
- Business acumen: Understands product development and go-to-market motions, financial drivers, and risk/compliance considerations; connects people decisions to measurable outcomes.
- Org and talent diagnosis: Identifies root causes through structure, capability, incentives, leadership, and culture; brings clear options, trade-offs, and recommendations.
- Systems, data & technology: Leverages people analytics, HR platforms, and automation to design scalable solutions and improve manager/associate experience.
- Coaching & facilitation: Skilled in leadership coaching, team effectiveness, and conflict navigation.
Required Qualifications
- 12+ years of progressive HR experience, including senior HRBP/generalist leadership and advising executive leaders.
- Demonstrated success leading and developing high-performing teams, including leaders of leaders.
- Experience partnering across multiple business functions, including Marketing, Finance, Legal, and People & Culture, to drive outcomes through org design, workforce planning, leadership effectiveness, and performance management.
- Experience leading or partnering with HR/P&C operations teams to coordinate cross-functional work, improve operating cadence, and drive execution across a complex organization.
- Proven capability leading transformation and culture work, including reorganizations, operating model shifts, and leadership effectiveness initiatives.
- Strong judgment in employee relations, compliance, and people-related risk management, with effective partnership across Legal, Finance, and People & Culture Centers of Excellence.
- Bachelor’s degree or equivalent practical experience in HR, Business, Organizational Psychology, or a related field (advanced degree a plus). Experience using people technology and analytics to drive scale and efficiency strongly preferred.