Chief People Officer

About the role

This role is onsite/hybrid and can be based out of any of our locations in WI, MO, MI, CO, TX, or IL.

At Vivent Health, we’re on a mission to end HIV/AIDS through integrated, personalized, judgment-free care. That means meeting people where they are and supporting the whole person—medically, socially, and emotionally. Every role here plays a part in that mission. We believe healthcare works best when it’s rooted in equity, dignity, and access for all. At Vivent Health, we’re building a culture where every person—both patients and employees—feels seen, respected, and empowered to thrive. You’ll be part of a deeply collaborative, interdisciplinary team united around one goal: better outcomes for the communities we serve. Our model brings together medical care, behavioral health, pharmacy, research, and prevention, creating a holistic approach that changes lives every day.

Your Contribution

Deliver Excellence. Oversee with Integrity. Drive Progress. Exceed Expectations.

Responsibilities

• Leads the teams and all operations of Employee Resource Center/Human Resources functions providing strategic leadership, diagnosing, translating, improving, and defining future business needs with overall integrated strategic HR plan in strategic alignment with organizational plans
• Shape and drive people strategy at enterprise level, including approach to recruiting, retaining, workforce planning, leadership development and other training programs
• Execute a comprehensive compensation plan, performance management strategy, and workplace policies for Vivent Health to balance employee well-being and organizational financial performance objectives
• Serves as a strategic advisor to the CEO and executive team on workforce trends, talent risks, culture, organizational design, succession planning and capability
• Gather feedback on Employee Experience and engagement to inform enterprise culture strategies and initiatives, with CEO and Executive Team
• Partner with General Counsel on compliance and governance adherence and initiatives, including Employee and Labor Relations
• Partner with relevant Board Committee and participate in Board meetings, to keep governance informed on current trends, strategies and plans

People Strategy and Culture

• Design and execute a multi-year people strategy that advances mission, vision, and guiding principles across all locations
• Build a respectful and supportive culture that reflects dignity, inclusion, and judgment-free engagement for all employees

Talent Acquisition and Workforce Planning

• Lead enterprise workforce planning to meet current and emerging needs across clinical, pharmacy, prevention, social services, legal, housing, case management, and nutrition services
• Oversee inclusive and data-informed recruitment, selection, onboarding, and retention practices for a multi-state, multi-site organization

Diversity, Equity, Inclusion, and Belonging

• Advance inclusion and health equity strategies that are embedded in hiring, development, advancement, and recognition
• Ensure equitable access to opportunities and resources for all employees

Total Rewards and Well-Being

• Direct compensation, benefits, recognition, and well-being programs that are competitive, equitable, fiscally responsible, and supportive of a mission-driven workforce

Leadership, Learning, and Organizational Development

• Build leadership pipelines and succession plans for critical roles
• Implement learning ecosystems that strengthen clinical and non-clinical capability, compliance, and leadership effectiveness

Employee and Labor Relations

• Ensure fair, timely, and values-aligned employee relations practices that promote a safe, respectful, and judgment-free workplace
• Provide counsel to leaders on performance, conduct, and change navigation

HR Operations, HRIS, and Service Delivery

• Modernize HR operations and service delivery
• Optimize HRIS/HCM, workflows, and employee self-service to improve consistency, speed, and experience

People Analytics and Workforce Insights

• Build people analytics to monitor hiring velocity, retention, engagement, development, and DEI progress
• Present clear insights to the President/CEO, Executive Leadership Team, and Board

Compliance, Risk, and Occupational Health

• Ensure compliance with federal, state, and local employment laws and healthcare-related standards, including occupational health requirements such as influenza vaccination and TB screening
• Maintain policy frameworks and documentation that support consistent application across all locations

Governance and Enterprise Partnership

• Serve as a strategic advisor to the President/CEO and Executive Leadership Team
• Partner with relevant Board committees on leadership succession, executive talent practices, and organizational health
• Adhere to all agency policies including, but not limited to, Confidentiality, Employee Handbook, Health Care Corporate Compliance Plan, Standards of Conduct, and required trainings

Leadership

Leadership is the ability to inspire, influence, and guide others toward achieving a common and/or strategic goal or vision. It involves several key elements:

• Vision and Direction: A leader has a clear idea of where they want to go and communicates this vision effectively to others.
• Motivation: Leaders inspire and motivate their team members, encouraging them to give their best effort and stay committed to the goals.
• Decision Making: Effective leaders make informed decisions, often considering input from their team while taking responsibility for the final choices.
• Communication: Communication skills are crucial for leaders to articulate their vision, provide feedback, and foster collaboration among team members.
• Empathy and Emotional Intelligence: Leaders understand and relate to the emotions of others, building trust and creating a positive work environment.
• Accountability: Good leaders take responsibility for their actions and decisions, setting a standard of accountability for themselves and their team.
• Adaptability: In a dynamic environment, leaders must be flexible and adaptable, adjusting strategies and approaches as needed to achieve success.
• Collaboration: Leaders model collaboration, engage teams and drive partnerships across departments to transfer knowledge, enhance decision-making and improve results.

Requirements

• Bachelor’s degree in Human Resources, Organizational Development, Business Administration, Public Administration, Industrial Relations, or another closely related field required
• Master’s degree in a related field preferred
• HR certification (e.g., SHRM-SCP, SPHR)
• Executive-level leadership experience in HR or People and Culture with demonstrated success leading multi-site, multi-state teams in mission-driven healthcare or social services settings
• 15 or more years of progressive HR leadership experience with responsibility for multi-state operations
• HRIS administration and optimization, people analytics, workforce planning, policy frameworks, and regulatory compliance
• Strong relationship building, communication, emotional intelligence, and change leadership capabilities

Preferred Qualifications

• Experience supporting DEIB and health equity initiatives
• HIV experience in a not-for-profit environment

Pay

$250,000/annually – $275,000/annually (depending on experience)

Benefits

• Generous PTO, including 12 paid holidays
• 401(k) with 100% employer match up to 5%
• 12 weeks fully paid parental leave for benefits-eligible employees after one year
• Employer-subsidized medical, dental, vision, and gender-affirming care
• Tuition reimbursement and licensure assistance
• Benefits for full-time and eligible part-time roles
• Public Student Loan Forgiveness eligibility (employment at our organization may qualify you for federal student loan forgiveness programs; we do not directly pay for or forgive federal student loans; our status as a not-for-profit organization under Section 501(c)(3) makes us an eligible employer; other determining factors may apply)