Vp Of People & Culture

About the Role:

Parachute Health is in search of a visionary and analytical VP of People & Culture who will be pivotal in guiding the future of our expanding organization. You will lead our efforts in shaping an inclusive company culture, advocating for diversity, equity, and inclusion (DEI), building comprehensive learning and development initiatives, strategizing effective talent management, managing the entire employee lifecycle, and developing competitive compensation and benefits strategies. Your creativity, deep analytical skills, and ability to drive initiatives will be crucial in ensuring the successful scaling of our company as we aim for continued rapid growth over the next few months.

Reporting to the EVP, the VP of People & Culture will lead the P&C team and help develop the many functions and responsibilities enumerated below in support of a full People strategy. Many of the functions below are currently supported by members of P&C team - the VP of People & Culture will guide and help develop those functions.

Responsibilities Include:

• Future-of-Work Thought Leadership: Be a strategic thinker on how to position Parachuters to help the company achieve its 3-5-7+ year ambitions. Have well-researched and thoughtful stances on topics such as hybrid, remote-first, time-off, flexible time, sabbatical programs, comp philosophy, etc. to fully leverage the People & Culture function as a differentiator for the company.
• Organizational Development, Design, and Change Management: Drive organizational development and design efforts, working in collaboration with senior leaders across the organization to develop key HR staffing plans for new and existing departments.
• Talent Management and Succession Planning: Implement comprehensive talent management strategies that ensure the right people are in the right roles, manage performance, provide career development opportunities, develop skills matrices, and oversee promotions and transitions. Develop and execute succession-planning strategies that ensure business continuity and support our future growth.
• Legal Compliance: Ensure all HR policies and practices comply with local, state, and federal labor laws and regulations.
• HR Metrics, Analytics, and Strategic Investment: Implement a comprehensive HR dashboard that tracks key metrics across all HR functions. Utilize data analytics to inform strategic decision-making and guide investment in new full-time employees (FTEs), thereby maximizing profitability and optimizing capital deployment.
• Learning and Development: Develop and implement comprehensive learning and development programs, focusing on the skills and knowledge that employees need to excel in their roles. Develop a strategic L&D program to support Parachute’s leaders to help the company level up and scale.
• People Management & Leadership: Lead the existing five-person P&C team to continue developing People & Culture processes as outlined below. Continue to develop the existing team of People leaders through coaching, mentorship, and leadership. Recruit and hire new P&C staff as needed.
• Employee Relations: Create and support a program that strengthens relationships between employees and the organization, resolving workplace conflicts, handling disciplinary procedures, and promoting employee well-being. Use metrics to address systemic issues, define root problems of employee-relation issues, and create programs to systematically address them. Support existing P&C team currently responsible for this function.
• Diversity, Equity, and Inclusion (DEI): Champion DEI by fostering a work environment that values diverse perspectives, promotes equal opportunities, and is inclusive of all employees. Develop policies and procedures that reflect the company’s DEI-B Values.
• Employee Lifecycle Management: Oversee the end-to-end employee lifecycle from onboarding and development, through to transitions and exits, creating a positive experience for all employees and driving engagement. This will include the development of a data-driven framework for continuous improvement in all aspects of the employee experience.
• Talent Acquisition and Recruitment: Partner with talent acquisition team on strategies including job description creation, vacancy advertising, candidate screening, interviewing, and hiring processes - ensuring the adoption of best practices in inclusive hiring.
• Compensation and Benefits: Develop and implement a competitive compensation philosophy and benefits strategy that motivates employees, supports retention, and attracts new talent.

Qualifications:

• Excellent communication, negotiation, and presentation skills.
• Proven track record of strategic thinking and decision-making ability, with the capacity to manage a critical function within the company.
• SHRM-SCP and/or SPHR certification preferred.
• Experience leading a team of HR professionals and working closely with senior leaders and executives in an organization.
• Strong understanding of HR metrics and data-driven decision-making.
• Demonstrated expertise in various aspects of HR management, including but not limited to talent management, learning & development, DEI practices, compensation strategy, and legal compliance.
• Experience managing the end-to-end employee lifecycle and succession planning.
• Proven business leader with 7+ years of leadership or management experience, including at least 5+ years in a leadership role within Human Resources.
• Experience working in a high-growth tech startup or similar fast-paced industry is strongly preferred.

Benefits

• Annual Company-Wide Bonus (up to 15%)
• Annual Home Office Stipend
• Annual stipend for education and development
• Flexible Vacation Policy
• 401(k) Retirement Plan
• Co-Working Space Reimbursement
• Monthly Internet Stipend
• Medical, Dental, and Vision Coverage
• Remote-First Company with the option to work at our offices located in Chicago and New York City
• Equity Incentive Plan
• Summer Fridays - 5 Fridays Off During Summer (Separate From PTO)

Base Salary:

$165-220K

We are committed to equal employment opportunity regardless of race, color, ancestry, religion, sex, national origin, sexual orientation, age, citizenship, marital status, disability, gender, gender identity or expression, or veteran status. We are proud to be an equal opportunity workplace.