Senior Vice President, Human Resources

About the role

Well is a healthcare innovation company with the heart of a services organization and the DNA of a SaaS platform. Our Dynamic Engagement System transforms workforce health by uniting AI, human guidance, and proven behavioral science to reduce costs, improve outcomes, and create resilient, thriving workforces. We partner with the world’s largest, most sophisticated employers and the consultants who advise them. In addition to our product, we know our team makes us unique. We're a highly diverse and engaged organization whose employees are passionate about the mission of the company and whose management is passionate about the employees. We promote an employee- and member-centric culture with generous benefits, which you can learn more about here: https://www.well.co/careers.

Well is seeking a strategic, hands-on Senior Vice President, Human Resources to serve as the company's most senior People leader. This is a pivotal role for an experienced HR executive who can operate equally well with executive leadership and on the floor of our Chapel Hill operations center, setting the People strategy that underpins Well's growth. Reporting to the Chief Financial Officer and partnering closely with the Board and executive leadership team, the SVP, Human Resources will own the full People agenda: organizational design and workforce planning, executive talent and succession, total rewards and compensation philosophy, culture and engagement, and HR compliance and risk. The SVP will build, lead, and mentor the HR leadership team - including the Director, Human Resources, the Manager, Talent Acquisition, and the broader HRBP, Talent, and People Operations functions - ensuring the organization scales its people practices in step with the business. Given the need to be a visible, trusted presence for the HR and leadership teams, the SVP, Human Resources is expected to be based out of the company's Chapel Hill location.

Responsibilities

• Strategic Partnership: Serve as a trusted advisor to the CFO and executive leadership team on all people matters, translating business strategy into an actionable, multi-year People strategy.
• Executive Reporting: Represent the People function to the executive leadership, including reporting on organizational health, workforce planning, compensation philosophy, and key HR risks.
• Organizational Design: Lead organizational design efforts as the company scales, including workforce planning, span-of-control analysis, and org structure recommendations tied to business goals.
• Executive Talent & Succession: Own executive talent strategy, including senior leadership hiring in partnership with Talent Acquisition, onboarding, executive compensation design, and succession planning for critical roles.
• Team Leadership: Directly manage and develop the HR leadership team.
• HRBP Model Ownership: Set the vision and standards for the HR Business Partner model company-wide, ensuring managers and directors receive consistent, high-quality coaching on performance management, employee relations, and organizational change.
• Systems & Data Strategy: Collaborate with the HR team on the enterprise HR technology roadmap, including HRIS strategy (currently UKG Ready), data governance, and system investments that improve scalability and decision-making.
• Metrics & Insights: Establish the People analytics agenda — headcount, attrition, DEIB, engagement, and productivity metrics — ensuring leadership has timely, accurate insight to guide decisions.
• Total Rewards: Design and evolve the company's total rewards philosophy, including base pay structures, incentive design, sales plans, executive compensation, and benefits strategy in partnership with Finance.
• Culture & Engagement: Champion the company's culture,