Vice President Human Resources

Healthy Alliance • Schenectady, NY

1d • Hybrid

About The Position

At Healthy Alliance, our purpose is to improve health and empower communities facing barriers. Every community has its own needs, affecting the health of those who live, learn, work, and play within them. Our network brings together organizations, big and small, to coordinate and collaborate so that all communities have reliable access to the resources they need. Why? Because every New Yorker deserves the same opportunity to be healthy. Designated as the Social Care Network (SCN) Lead Entity for the Capital Region, Central NY, and North Country under New York’s 1115 Waiver Amendment’s SCN & Health-Related Social Needs (HRSN) Program, we are responsible for ensuring that there is a seamless, consistent end-to-end process for screening, navigation, and the delivery of services – including food, housing, and transportation to thousands of Medicaid Members. Transformative in nature, this novel Program will further sustain our vision of cultivating a world wherein everyone has a fair and just opportunity to be as healthy as possible. As a 2019-2024 Albany Business Review’s Best Places to Work and a 2021-2025 Modern Healthcare’s Best Places to Work in Health Care award recipient, we strive to maintain a culture wherein high-performing, mission-driven team members collectively work toward better health for all. Dedicated to promoting a culture built upon autonomy, mastery, and purpose, we believe our differences in strengths and perspectives play an integral role in propelling us forward, while our core values ground us, serving as the common thread that unites our team.

The VP Human Resources serves as a key strategic partner to the CEO, executive, and senior leadership teams, ensuring that HR policies, programs, and initiatives align with Healthy Alliance's mission and organizational goals. The VP Human Resources is responsible for leading and evolving the HR function, providing hands-on leadership in driving organizational change, enhancing employee engagement, ensuring regulatory compliance, and fostering a culture of accountability and support.

This job description is not designed to cover or contain a comprehensive listing of task activities and/or duties that are required of the employee for this job. Responsibilities and activities may change at any time with or without notice.

Requirements

• Bachelor’s degree in Human Resources, Business Administration, or related field.
• SPHR, SHRM-CP or SHRM-SCP strongly preferred.
• At least ten years of progressive human resource leadership experience in varied disciplines including, but not limited to HR strategy, compensation, benefits, talent acquisition, organizational development, employee relations, performance management, and respective federal and state employment laws.
• Strong interpersonal and communication skills and the ability to work effectively with a wide range of people in a diverse community.
• Proven ability to lead teams and drive organizational change.
• Strong strategic thinking, problem solving, and communication skills (verbal and written).
• Periodic travel to other Healthy Alliance offices within New York.
• Ability to interpret business and operational needs and develop integrated creative solutions.
• Perform all work in accordance with Healthy Alliance core competencies and values.
• This position involves sedentary work that primarily involves sitting/standing, use of typical office equipment such as a computer, laptop, and cell phone.
• The physical demands described here are representative of those that must be met by an employee to successfully perform the essential functions of this job. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions.

Nice To Haves

• Experience in nonprofit, healthcare, or social services setting is strongly preferred.

Responsibilities

• Develop and execute an enterprise HR strategy that aligns with the organization’s mission and business objectives, translating priorities into clear people plans with measurable outcomes.
• Serve as a strategic advisor to the CEO, as well as executive and senior leadership teams, shaping enterprise decisions related to organizational effectiveness, talent, culture, and change.
• Provide executive leadership across all HR functions, including talent acquisition, total rewards, career and leadership development, succession planning, retention, and workforce planning, in close partnership with leaders across the organization.
• Establish and reinforce a performance management philosophy that strengthens accountability, elevates manager effectiveness, and promotes high performance across the organization.
• Lead comprehensive talent and leadership development initiatives to build internal pipelines and strengthen management capability in support of long-term organizational success.
• Drive enterprise change initiatives, enabling leaders to successfully execute growth, transformation, system implementations, and leadership transitions.
• Champion an inclusive, high engagement culture that enhances employee experience, productivity, and retention.
• Oversee competitive, equitable compensation and benefits strategies, ensuring alignment with business goals, market practices, and internal equity.
• Partner closely with the Finance department to ensure accurate payroll execution and effective budgeting, forecasting, and cost management for compensation and benefits programs.
• Serve as a trusted advisor on employee relations and people risk, navigating sensitive matters, investigations, and executive coaching with discretion and sound judgment.
• Build scalable HR infrastructure, including systems, policies, and processes that support organizational growth while maintaining agility and thoughtfully incorporating emerging tools, such as AI, into business practices.
• Leverage HR analytics, workforce data and industry studies to inform executive decision making and guide evidence-based people strategies.
• Drive continuous improvement of HR operations and service delivery, leveraging process optimization, cross functional collaboration, and employee feedback.
• Lead workforce planning and organizational design, ensuring scalable structures, role clarity, and headcount plans that support current and future business needs.
• Ensure compliance and risk management by maintaining expertise in employment law, regulations, and HR best practices.
• Develop strategic recruiting and retention plans that address the organization’s talent needs in support of its business priorities and long-term goals.

Benefits

• Competitive compensation package
• Comprehensive insurance benefits available the 1st of the month after hire, including but not limited to medical, dental and vision, group short-term disability and life insurance with buy-up options, flexible spending and HSA (Health Savings Account) company-contributed accounts, and more
• 401K with a company match
• Unlimited paid time off after 90 days of employment
• Company-sponsored training and certification opportunities
• Hybrid work environment
• A workplace that values safety, respect, employee engagement, recognition, and diversity

What This Job Offers

• Job Type: Full-time
• Career Level: Executive