Join an organization at the forefront of improving health by transforming care through Centering® groups

Vice President of Employee Engagement

The Centering Healthcare Institute (CHI) actively seeks to build a diverse staff that is reflective of the populations we aim to serve and the communities where we work. CHI encourages multiple perspectives and experiences and strives to hire and retain a diverse workforce. Our employees are passionate, curious and eager for the challenge of changing healthcare.

About Centering Healthcare Institute

With over two decades of experience working closely with healthcare providers from all sectors, we have developed, championed, and spread access to the Centering group care model. Our team provides implementation support to guide healthcare practices through every step of the system redesign to build a foundation for a successful, sustainable practice. We have developed curricula and patient materials, and our facilitation training offers a variety of skill-building and interactive learning activities that prepare facilitators to lead engaging relationship-centered groups. We offer practice management and support tools, and site accreditation for model fidelity and quality assurance. We are engaged in advocacy efforts for payment reform and community outreach to achieve the Quadruple Aim of better health, better care, lower cost, and provider satisfaction. Leadership, innovation, and collaboration are at the heart of our success.

Position Summary

The Vice President of Employee Engagement focuses on fostering a positive employee experience and addressing any personnel issues that may arise within the organization. Acting as a bridge between management, staff, HR, and Diversity & Equity efforts, this position is pivotal in ensuring a human-centered, equitable, and progressive work environment. The Vice President of Employee Engagement oversees policy and process development, HR legal compliance, conflict resolution, and employee engagement initiatives.

Vice President of Employee Engagement Responsibilities

Employee Engagement:

• Coordinating with the Human Resources team, design and implement professional development programs, including leadership and mentorship programs, staff training, and employee orientation. Work with the Human Resources team to design long- and short-term efforts to develop internal capacity to facilitate and improve organizational effectiveness in alignment with CHI's strategic plan.
• Lead and supervise the development and execution of retention, mentoring, professional development, and organization-wide training programs.
• Ensure effective management of electronic training tracking systems and secure external training and professional development opportunities.
• Champion efforts to foster a diverse and inclusive workplace, supporting diverse learners and initiatives promoting trust and team cohesion.
• Oversee the creation and management of the managers' program, ensuring comprehensive support for manager training, development, and wellness. Evaluate the impact of individual managers on their teams, providing support for growth and development through the managers’ program and other resources.
• Direct the implementation and evaluation of professional development programs, including new supervisor and future supervisor training, career advancement resources, and coaching programs.
• Supervise programs and resources to enhance remote workspaces, peer-group engagements, and external network resources.
• Guide efforts in developing intranet content, internal communications, and employee resources such as the new employee wiki/libraries and manager manuals.
• Monitor and analyze key employee relations metrics, such as turnover rates, employee satisfaction, and employee engagement, and act as a liaison between Human Resources, Employee Engagement, and the Diversity & Equity teams to implement employee engagement and retention strategies.
• Collaborate with the learning and innovation specialist to integrate learning models and practices from data-driven insights, supporting change management and continuous improvement efforts.

Employee Relations:

• Establish and implement short- and long-range organizational goals, objectives, strategic plans, policies, and operating procedures for employee relations; monitor and evaluate programmatic and operational effectiveness and effect changes required for improvement.
• Provide direction and oversight in developing and implementing employee relations strategies and programs to minimize and mediate workplace disputes and foster a positive and productive work environment.
• Oversee internal investigations in collaboration with the Human Resources team and other departments, including but not limited to anti-harassment and EEO, and help resolve employee relations issues and complaints.
• Oversee performance management, disciplinary, accommodation, and conflict resolution processes.
• Develop subject-matter expertise on organizational policies and procedures and deliver training for staff on a variety of topics, with a focus on employment matters.
• Stay current on industry trends and best practices to maintain a competitive employee relations strategy.

HR Policy & Compliance:

• Develop HR and Org-wide policies, processes and structures to support HR compliance and equitable procedures.
• Act as the key advisor on all employee relations matters by providing day-to-day advice and counseling on various activities and programs related to employment, labor, and human resources.
• Maintain knowledge of employment trends and regulations to ensure adherence to federal, state, and local legal requirements. Advise leadership on needed actions to ensure policies and procedures reflect best practices and compliance with existing laws affecting employees.
• Confer with legal counsel to advise on all employment-related issues, including Title VII, the Americans with Disabilities Act, the Fair Labor Standards Act, the Family and Medical Leave Act, and other federal and state employment laws. Oversee legal issues related to human resources and employee relations, and liaise with legal firms providing counsel. Work with legal counsel to ensure that employee relations policies, procedures, and operations remain legally compliant.

Reporting Structure

This position reports to the Chief People Officer. The Vice President of Employee Engagement supervises the Engagement & Talent Management Manager.

Qualification Requirements

• 8-10 years of progressive experience in employee relations, human resources, or employment law.
• 3-5 years of experience as a senior HR leader, such as a Director of Human Resources, Employee Relations, or a similar position, is a plus.
• Employment Law degree desired but not required
• Demonstrated experience in transforming organizational culture, developing and implementing employee engagement strategies, and leading system changes to enhance employee experience and satisfaction.
• Strong understanding of Human Resources and Employee Relations best practices, employment laws, organizational behavior, and change management principles.
• Strong working knowledge of applicable federal and state employment laws and of best practices for employee relations risk mitigation.
• Familiarity with diversity, equity, and inclusion initiatives is essential.
• Demonstrated success centering equity and inclusion in employee relations work, collaborating effectively with those leading these efforts to conduct comprehensive needs analyses, create organization design and development initiatives, and implement change models – including intentional efforts to transform organizational culture – while proactively driving ongoing work.
• Advanced knowledge of employee engagement tools, performance management systems, and modern Employment Relations frameworks.
• Demonstrated leadership ability, team management, and interpersonal skills. Must be an innovative and empowering mentor who upholds ethical practices and fosters a positive work environment.
• High level of personal integrity, good judgment, and maturity.
• Collaborative and flexible style, with a strong service mentality. A team player committed to continuous professional development for themselves and their staff.
• Demonstrated resourcefulness in setting priorities, proposing new ways of creating efficiencies, and guiding investment in people and systems.
• Strong analytical skills and experience in interpreting strategic visions into operational models. Excellent organizational and reasoning skills.
• Proven skills in developing complex strategic business models related to employee engagement and development.
• Demonstrated experience in conflict resolution and mediation.
• Ability to build and manage relationships across all levels of the organization, from entry-level employees to executive leadership.
• Demonstrated success in driving strategy, managing teams through strategic pivots and changes, and navigating interdependent systems and processes.
• Collaborative, entrepreneurial, highly motivated, and creative thinker who takes pride in their work and strives for excellence in achieving planned results.
• Strong communication skills with the ability to build teams and meaningful relationships with diverse constituencies.
• Excellent attention to detail and organization.
• Highly skilled in follow-through, communication, and project and time management.
• Track record of handling confidential and sensitive matters with utmost discretion.
• Outstanding interpersonal, problem-solving, and mentoring skills.
• Ability to travel nationally, approximately 20% of the calendar year, to various venues to meet with stakeholders.

Compensation and Benefits

The starting salary range for the Vice President of Employee Engagement role is $160,000 - 170,000, based on the qualifications and years of relevant experience the selected candidate brings.

CHI offers a comprehensive benefits package that includes, but is not limited to, health, dental, and vision insurance, 14 paid holidays, a 401k retirement plan with a matched employee contribution of up to 6%, and flexible vacation time (unaccrued vacation time that full-time eligible staff can utilize after three months working with CHI), among many other health and wellness offerings.

CHI actively seeks to build a diverse staff that reflects the populations we aim to serve and the communities where we work. CHI encourages multiple perspectives and experiences and strives to hire and retain a diverse workforce. Our employees are passionate, curious, and eager for the challenge of changing healthcare.