Senior Vice President, People Business Partners & Workforce Architecture

Cityblock Health

8d•Hybrid

About The Position

As the SVP People Business Partnerships and Workforce Architecture, you will lead as both a hands-on operator and enterprise strategist, fostering strong relationships with key business leaders with strong expertise building and leading a best in class framework for future of work, strategic workforce planning, and employee relations to define the future of Cityblock. You will be a key decision-maker and escalation point on the People Leadership team, often acting as a deputy to the Chief People Officer, with a deep knowledge of matrixed organizations and healthcare. You will directly own People Business Partnership, Employee Relations, and Workforce Architecture, while leading and partnering with functional leaders across Total Rewards, Talent Management & Development, and Talent Acquisition. You will shape how Cityblock builds, structures, deploys, and develops its workforce and design the systems that will scale us into the future. The reach of this role is enterprise-wide. You will partner directly with the C-suite, Board, and senior executives to translate complex workforce strategy into decisions that move the business, while also rolling up your sleeves to do critical work directly, draft frameworks, get into the data, and build alongside your team.

Requirements

12+ years of progressive HR experience, with 7+ years leading People Business Partner teams in complex, matrixed organizations
Proven experience in healthcare, technology, value-based care, or mission-driven organizations
Demonstrated success as a strategic HR partner to C-suite and senior executive leaders
Hands-on experience with workforce architecture, org design, strategic workforce planning, and employee relations — not just ownership of teams who do this work, but direct contribution
Track record of building in ambiguity — creating frameworks, processes, and strategies from the ground up, not just inheriting and optimizing
Experience scaling organizations through periods of rapid growth or transformation
Comfort operating at multiple altitudes simultaneously: setting enterprise strategy in the morning and rolling up your sleeves to get into the details in the afternoon
Bachelor's degree in Human Resources, Business Administration, Organizational Development, Industrial/Organizational Psychology, or a related field required.

Nice To Haves

Experience influencing business strategy through people data, workforce insights, and organizational diagnostics
Familiarity with AI-enabled HR tools, workforce planning technology, or people analytics platforms
Experience in value-based care, community health, or organizations serving Medicaid/Medicare populations
Demonstrated ability to build, develop, and retain high-performing People teams through change
Exceptional written and verbal communication skills, with proven ability to translate complex workforce strategy, data, and org design into crisp, compelling narratives for Board and ELT audiences
A collaborative leadership style grounded in kindness and curiosity, someone who builds trust across functions, leads with questions before conclusions, and brings people along rather than pushing them forward

Responsibilities

Build and continuously evolve a best-in-class People Business Partner model that meets current and future organizational needs at every stage of growth
Serve as a senior strategic partner to C-suite and executive leaders, providing consultative guidance on organizational effectiveness, talent, and workforce decisions
Partner with the CPO to translate strategic priorities into actionable plans and oversee execution across the full People team, including acting as deputy to the CPO
Own the development and delivery of workforce and people strategy content for Board and ELT audiences, translating complex data, org design decisions, and people initiatives into clear, compelling narratives that drive executive alignment and inform strategic decisions
Lead enterprise employee relations strategy, creating a positive, inclusive, and legally sound workplace culture, resolving complex issues, and championing employee well-being
Drive change management initiatives that support organizational transformation and keep employees connected to Cityblock's mission, vision, and values
Serve as a culture steward for the organization, actively shaping and sustaining a workplace culture that reflects Cityblock's mission and values, using engagement data, listening strategies, and leadership modeling to diagnose and strengthen organizational health
Roll up your sleeves when needed, stepping into high-stakes ER situations, difficult leadership conversations, and org design decisions directly rather than managing only from a distance
Lead enterprise workforce architecture, designing organizational structures, roles, capabilities, and operating models that align with business priorities and future growth
Establish and own frameworks for role architecture, job leveling, career pathways, and skills-based workforce planning across the organization
Drive headcount strategy, capability forecasting, succession planning, and workforce mix decisions (FTE, contract, vendor, AI-augmented) in partnership with Finance and business leaders
Partner cross-functionally with Finance, Legal, and business leaders to align workforce architecture decisions with financial planning cycles, compliance requirements, and operational realities, translating people strategy into language and frameworks that resonate across functions
Translate workforce architecture strategy into practical, executable plans, building the models yourself when the work demands it, not just overseeing others who do
Establish and lead a data-driven people analytics strategy that delivers actionable workforce insights to executives and business leaders
Develop and own key workforce metrics — retention, engagement, performance, internal mobility, productivity, diversity, and organizational effectiveness
Build organizational capability to leverage people data effectively, moving Cityblock toward evidence-based people decisions at every level
Get into the data directly — synthesizing findings, building analyses, and presenting insights to executive audiences with clarity and conviction
Identify, evaluate, and implement emerging technologies that improve employee experience, manager effectiveness, operational efficiency, and workforce decision-making — with particular focus on AI-enabled solutions relevant to Cityblock's healthcare context
Champion experimentation and continuous improvement — piloting new approaches, pressure-testing assumptions, and iterating quickly
Define what the future of work actually means at Cityblock: how clinical, tech, and operational workforces evolve together, and how we design for flexibility, resilience, and impact