Vice President of Human Resources

HopeLink Behavioral Health•Oakton, VA

19h•$0 - $160,000•Hybrid

About The Position

The Vice President of Human Resources (VP, HR) is a senior organizational leader responsible for overall leadership and accountability for the Human Resources function at HopeLink Behavioral Health and for advancing workforce strategies that support the organization's mission, sustainability, and strategic priorities. Reporting to the Chief Financial and Administrative Officer (CFAO), the VP, HR provides organization wide leadership in workforce sustainability, organizational development, leadership capability, employee relations, compliance, and culture. This role directly supervises the Director of Human Resources and ensures that HR systems, practices, and services effectively support a complex, mission driven behavioral health organization. The VP, HR partners closely with senior organizational leadership to translate strategic priorities into practical, sustainable workforce solutions while maintaining clarity of authority, accountability, and decision making within the HR function.

Requirements

Bachelor's degree required
SHRM-SCP, SPHR, or comparable senior-level HR certification required; equivalent combination of advanced HR leadership experience and credentials will be considered
Minimum of ten (10) years of progressive HR leadership experience
Demonstrated success leading workforce strategy and organizational development initiatives
Demonstrated ability to manage complex workforce issues in mission-driven organizations
High degree of empathy and commitment to HopeLink's mission and the population it serves.

Nice To Haves

Master's degree in Human Resources, Business Administration, Organizational Development, or related field preferred
Experience in behavioral health, healthcare, human services, or other highly regulated environments strongly preferred

Responsibilities

Partner with the CFAO and senior leadership to align workforce strategy with HopeLink's strategic plan, operational needs, and long-term financial sustainability.
Provide leadership on workforce sustainability initiatives, including staffing models, succession planning, and leadership readiness.
Serve as a senior advisor on organizational design, change readiness, and capacity building during periods of growth or transformation.
Anticipate and mitigate workforce risks related to labor market dynamics, regulatory changes, and service expansion.
Promote a culture that supports psychological safety, resilience, accountability, retention, and staff well-being.
Collaborate with leadership to address drivers of burnout and turnover in high-intensity service environments.
Lead the development and implementation of workforce development pathways, career ladders, and upskilling strategies aligned with organizational needs.
Ensure effective onboarding, training, cross-training, and supervision frameworks are in place to support staff competence and retention.
Partner with program leadership to strengthen supervision capacity and leadership effectiveness at all levels of the organization.
Oversee the strategic use of organizational development consulting resources.
Support leadership development and succession planning efforts that build internal capability and continuity.
Provide overall leadership, accountability, and decision-making authority for the Human Resources department through the Director of Human Resources.
Ensure clarity of roles, authority, and accountability within the HR function to support consistent, effective service delivery.
Establish and monitor department-level metrics related to recruitment, retention, onboarding effectiveness, engagement, and compliance.
Provide senior-level oversight of third-party HR vendors, consultants, and partners to ensure alignment with organizational needs and service quality.
Oversee compensation and benefits strategies in collaboration with Finance, ensuring competitiveness, internal consistency, and fiscal responsibility.
Monitor workforce cost trends and recommend adjustments aligned with strategic priorities and budget sustainability.
Ensure compensation and total rewards practices support recruitment, retention, and long-term workforce stability.
Ensure compliance with all applicable federal, state, and local employment laws and regulatory requirements.
Provide senior-level guidance on complex employee relations matters and sensitive personnel issues.
Oversee HR policies and procedures, ensuring consistency, training, and defensibility.
Serve as a key administrative partner with legal counsel on employment-related matters and risk mitigation.
Ensure people practices reflect organizational values while supporting operational effectiveness.
Ensure ownership and effective use of HR technology platforms, including ADP, to support accurate reporting, forecasting, and organizational decision making.
Use workforce data and analytics to inform planning, evaluate initiatives, and identify emerging risks or opportunities.
Lead continuous improvement efforts across HR systems, policies, and workflows to strengthen infrastructure over time.