Interim CHRO/VPHR Network (1099 Contractor Pool)

Interim VP of HR – CHRO 1099 Contractor Pool | Job Announcement & Candidate Interest Form This is not a posting for a single open role. Submitting your interest adds you to an active pipeline for current and future interim engagements. Opportunities arise on a rolling basis, and being in the pool means you may be contacted when a match is identified based on your profile, availability, and location. Nonprofit HR Powered by OneDigital engages mission-driven clients who may have need for senior HR leaders in an interim/fractional 1099 capacity. These are time-limited, high-impact leadership engagements designed to support nonprofits through transitions, growth, or critical HR infrastructure needs. We are building an active network of experienced senior HR leaders who are open to full-time interim 1099 engagements with nonprofit and mission-driven clients. These assignments are ideal for accomplished HR executives who can enter a new environment quickly, lead with confidence, and stabilize or strengthen core HR operations in times of transition. Engagement Snapshot Engagement typeFull-time, interim, 1099 contractor Typical duration6–24 months Bill rate range$100–$125/hour depending on skills and experience Work arrangementFully remote, hybrid, or on-site depending on client need Geographic scopeNational, with current active need in the Washington, DC / DMV metro region Who We're Looking For — Ideal Profile

• VP-level or above HR title with demonstrated executive presence and the ability to partner with senior leadership and boards.
• Nonprofit sector experience, ideally in advocacy, policy, research, or similarly mission-driven organizations.
• DC / DMV-based or highly accessible to the DC metro area for embedded, on-site support when required.
• Compliance fluency with the ability to conduct or lead an HR compliance audit immediately upon starting.
• HR staff supervision experience; these roles include overseeing existing HR staff, not simply advising from a distance.
• Policy and workflow assessment expertise with the ability to quickly evaluate and improve existing HR infrastructure.
• Interim or fractional HR experience, especially success stepping into organizations mid-transition and operating without a long ramp-up period.
• Strong credentials such as SPHR, SHRM-SCP, JD, or advanced HR-related degrees that signal depth of expertise.
• Culture fluency and the ability to preserve organizational culture through a period of change.

Minimum Qualifications

• 10+ years of progressive HR experience, including time at the director level or above.
• Full-scope HR generalist background spanning compliance, employee relations, performance management, onboarding, and policy development.
• Experience supervising HR staff or managing HR operations.
• Immediate or near-immediate availability; this is not a fit for someone in a long notice period or with conflicting commitments.
• Comfort operating in ambiguity and the ability to assess, prioritize, and execute quickly without a defined playbook.

Credentials that signal depth: PHR, SPHR, GPHR, SHRM-CP, SHRM-SCP, CEBS, JD, or advanced HR-related graduate degrees are all welcome. Important Note Submitting this form does not constitute an application to a specific organization or client. It indicates your openness to being contacted for interim HR engagements that match your experience, availability, and geographic preferences. We will reach out when an opportunity arises that aligns with your profile. To be considered for the network, please attach your resume and provide your LinkedIn URL as part of the interest form. Thank you for your interest in joining the Nonprofit HR Powered by OneDigital Interim HR Executive Network. A member of our team will be in touch when an opportunity arises that aligns with your profile. Our Commitment to Diversity, Equity, Inclusion & Belonging Nonprofit HR is committed to fostering and maintaining a work environment where diversity, equity, and inclusion (DEI) are fully integrated into everything we do for the benefit of our employees and the clients that we serve. To fully realize our goal, we prioritize our understanding of the complexities of DEI within our workforce to inform our approach to talent management. We believe that this guides how we do our work, advise our clients to operationalize DEI and position our content and educational opportunities help strengthen the talent management capacity of the social impact sector. Continue reading our about our commitment at nonprofithr.com/deinow.