The Vice President of Culture People (VPCP) will be a functional and strategic thought leader who directs all aspects of Essential Access Health’s (Essential Access) workplace culture initiatives and programs.

This role will be responsible for creating and implementing strategies that align with the organization’s core values to enhance workplace culture and the overall employee experience and collaborating with the Co-CEOs, Senior Management Team, and other stakeholders to actively anticipate, plan for, and address the workplace needs of the organization. The VPCP is a member of the Senior Management Team and serves as an HR advisor to leadership and management teams.

This position reports directly to the co-CEO and is based in the organization’s Los Angeles office with a hybrid work schedule. The salary for this position is $180k.

Description of Duties

• Serve as the culture champion responsible for creating and implementing a vision and strategy across the organization that fosters a diverse, equitable, and inclusive workplace culture.
• Foster a culture of accountability, trust, recognition, and results among team members at all levels of the organization.
• Provide leadership and consulting support to Co-CEOs and management team on reinforcing culture, core values alignment, setting goals, developing policy, and implementing strategic objectives.
• Develop, direct, and monitor strategies for creating and sustaining a healthy workplace culture, including programs and initiatives related to employee communications, training, and engagement across and inclusive of all programs and departments in partnership with the Senior Management Team and other stakeholders.
• Lead organizational change management and communications, including approaches, policies, and procedures to improve overall efficiency across the organization.
• Track and assess the progress of the organization’s workplace culture goals, including analyzing, troubleshooting, and building processes for ongoing systemic learning and continuous improvement.
• Address components of the workplace culture that impede organizational, team, and individual effectiveness in a manner consistent with the organization’s core values.
• Partner with HR Director to align recruitment and onboarding processes with the core values to attract and retain top talent for all positions within the organization and serve as a trusted advisor and resource for the HR Director and/or hiring manager.
• Establish results-driven performance management tools and processes that integrate with and reflect the organization’s values and core competencies.
• Identify opportunities to cultivate leadership among staff, including developing and enhancing mentoring and communications systems, and serving as an internal consultant to managers in various employee situations.
• Communicate the organizational culture goals through internal communications, staff and management meetings, and one-on-one interactions.
• Attend relevant trainings, workshops, meetings, and seminars to stay abreast of the latest developments, best practices, and trends in the fields.
• Other duties as assigned.

Qualifications

To perform this job successfully, an individual must be able to perform each essential duty satisfactorily. The requirements listed below are representative of the knowledge, skill, and/or ability required to perform this job.

• Strong commitment to the organization’s mission and core values, and desire to be a part of a work environment and culture committed to diversity, equity, inclusion, justice and belonging.
• 7-10 years of progressive leadership experience, including as an organizational and culture leader for a social impact or non-profit organization or in a significant role with decision-making authority around culture policies and practices.
• A minimum of 5 years of experience in organizational design and consulting.
• BA or BS degree in Human Resources or Business Management; MA in Business/Organizational Development.
• A proven track-record of advancing organizational culture transformation and successfully leading significant change management initiatives.
• Skilled in using measures related to evaluating equity in the workplace and operationalizing equity principles across all departments (not just programmatic departments) in both internal and external practices.
• Advanced knowledge in human resources/human capital management principles and practices, including those pertaining to talent management, organizational development, diversity and inclusion, performance management, labor relations, employee communications, with demonstrated knowledge of applicable laws and regulations governing these areas.
• Demonstrated ability to provide strategic human resources leadership across the organization to management and staff at all levels as well as guidance to executives in support of the organization’s mission.
• Excellent customer service skills and commitment to the highest level of integrity.
• Excellent communication and organizational skills.
• Ability to work independently with excellent attention to detail.
• Demonstrated ability to interact effectively at all levels internally and externally and across diverse cultures.
• Ability to multi-task and work well under pressure to meet deadlines.
• Computer skills appropriate for the position; proficiency with Microsoft Word, Excel, PowerPoint, Outlook, and the Internet.

Note:

Essential Access Health is committed to fostering a work environment and organizational culture where all staff members feel welcomed, safe, respected, and valued. We strive to create a workplace that is free from discrimination and advances equity and inclusion. We commit to a diverse workforce representative of the communities we serve.

We will consider for employment all qualified Applicants, including those with Criminal Histories, in a manner consistent with the requirements of applicable state and local laws, including the City of Los Angeles’ Fair Chance Initiative for Hiring Ordinance.

Essential Access offers a competitive salary benefits. Essential Access is an M/F, Disabled, and Vet EEO/AA Employer.

Job and internship postings are intended to describe the general nature and level of work being performed by employees, and are not to be construed as an exhaustive list of responsibilities, duties, and skills required of personnel so classified. Furthermore, they do not establish a contract for employment and are subject to change at the discretion of the employer.