VP of Human Resources

WELLNEST EMOTIONAL HEALTH & WELLNESS•Los Angeles, CA

About The Position

Reporting to the Chief Operating Officer, with a coordinate reporting relationship to the President and CEO, the Vice President of Human Resources is a key member of the executive leadership team, responsible for shaping and executing people-centered strategies that support the organization’s mission, values, and long-term goals. This role serves as a trusted advisor and strategic partner to senior leadership, driving organizational effectiveness through inclusive culture-building, talent development, workforce planning, and operational excellence in HR practices. Rooted in a deep commitment to the employee experience, the VP of HR champions a people first approach that fosters engagement, growth, and belonging across all levels of the organization. The VP of HR leads with empathy, drives innovation in people practices, and strives to enhance leadership capability that promotes an organization of excellence.

Requirements

A bachelor’s degree in human resources, business administration, organizational psychology, or other related fields from an accredited college or university.
Ten (10) years of progressive HR experience is required.
Employee must maintain a valid California driver’s license and clean driving record that meets Wellnest’s insurance carrier’s criteria for liability coverage.
In keeping with Company policy for all employees, the successful applicant must also complete a test for TB, and fingerprint clearance by the Department of Justice.
A strong commitment to advancing Wellnest’s mission.
Thorough knowledge and understanding of state and federal labor laws and employment regulations.
Demonstrated expertise in strategic HR leadership, change management, DEI initiatives, and talent development.
Strong conceptual and analytical skills, with a proven ability to interpret data, inform goals and strategy development, and lead implementation/execution.
Excellent interpersonal skills and ability to build and cultivate effective relationships with diverse stakeholders.
Proven ability to lead through influence, empathy, and innovation.
Demonstrated ability to navigate complex issues and drive organizational change.
Proficiency in HRIS systems, data analytics, and using metrics to inform people-related decisions.
Strong written and verbal communication skills with the ability to convey information to a variety of audiences.
Familiarity with DEI frameworks and embedding equity in organizational systems.
Demonstrated cultural humility and sensitivity with diverse groups across lines of race, ethnicity, religion, sexual orientation, class, ability, gender, and other identifiers.
Strong self-awareness, empathy, and ability to navigate sensitive conversations with discretion and care.
Ability to handle complex employee relations matters and facilitate resolution while maintaining trust and compliance.
Ability to remain flexible in the face of competing demands and demonstrate comfort with ambiguity and change.
Ability to be proactive and capable of resolving complex problems expeditiously in support of the organization’s strategic goals.
Proficiency with Microsoft Office suite (i.e., MS Word, Excel, PPT, and Outlook).
Ability to talk or hear in order to give and receive information and instructions.
Ability to stand, walk, sit, use hands to finger, handle or feel objects, tools or controls
Ability to reach with hands and arms.
Ability to use computer keyboard up to 25% of the day.
Visual acuity, ability to adjust focus and peripheral vision for work on a laptop or other computer equipment.
Lift and/or move up to 75 pounds.
Able to use telephone, office copier, calculator, fax machine, computer printer and scanner, or other equipment as required.

Nice To Haves

Graduate degree preferred.
Human Resources certification is preferred but not required.
At least five (5) years in a senior HR leadership role within a non-profit, community mental health, or mission-driven organization is highly desirable.

Responsibilities

Serve as a functional expert and strategic advisor to the executive leadership and senior leadership teams on people-related matters and initiatives.
Develop and implement short and long-term HR strategies that align with organizational goals.
Ensure compliance with state and federal employment laws and regulations, accreditation standards (i.e., WASC), and HR best practices.
Partner with senior leadership to implement robust organizational development strategies such as employee engagement, workforce diversity, retention initiatives, succession planning, and performance management systems.
Design and implement system-level protocols to ensure all HR operations provide exceptional experiences for staff while aligning and complying with Wellnest policies, state and federal labor laws, and ensuring consistent, fair, and equitable application of policies and procedures that support ethical and legal practice while promoting trust.
Lead workforce planning and development to support the organization’s mission, service goals, and projected growth.
Oversee the organization’s compensation strategy and benefits program, including health and welfare, retirement, and leave benefits.
Lead efforts in organizational risk mitigation, including workplace safety, employee relations, and crisis response.
Lead the organization through necessary changes to maintain ongoing compliance including updating policies and procedures, training staff and supervisors, and consulting with legal counsel as necessary.
Direct the ongoing design and implementation of a scalable performance management framework that promotes a culture of feedback, accountability, and continuous improvement.
Oversee the design and implementation of training and development initiatives that support employee growth and leadership development.
Collaboratively develop and implement strategies that promote Wellnest’s commitment to advancing diversity, equity, and inclusion (DEI) at all levels of the organization.
Ensure DEI principles are embedded across the employee lifecycle, from hiring to promoting to retention.
Oversee HRIS systems and develop and implement innovative HR technologies that support hybrid/remote work, streamline processes, and data-driven decisions.
Manage HR data analytics to monitor and report on key HR metrics to the executive team, senior management and the Board of Directors.
Lead, develop and evaluate a high-performing HR team by fostering a culture of collaboration, responsiveness and continuous improvement.
Model and facilitate “best in class” culture practices and customer service standards aimed at delivering high-quality support to staff and leadership.
Evaluate and improve HR procedures to streamline operations, reduce administrative burden, and enhance data management and reporting.
Perform other duties as assigned.