About the job
Position: Vice President of Human Resources
Reports to: Chief Executive Officer
Salary: $160,000 - $180,000
Location: Redwood Family Care Network Corporate Office – Chino Hills
Position Overview
The Vice President of Human Resources (HR) at Redwood Family Care Network is a senior leadership role responsible for developing and executing human resources strategies that support RFCN’s mission, culture, and overall business goals. This role involves overseeing all HR functions, including talent acquisition, employee relations, compensation and benefits, payroll, compliance, and organizational development. Travel necessary as needed between all states that RFCN conducts business. The Executive Director will collaborate closely with the executive team to foster a positive and productive work environment.
Our Company
Redwood Family Care Network’s vision is to be an innovative leader in delivering person-centered home and community-based services to individuals with a wide array of needs. We do this by maximizing the potential of those we support by promoting diversity, equity, independence, inclusion, and personal choice. We partner with community-based agencies, healthcare provider networks, Government, payers, and others to deliver innovative, cost-effective, value-added services and continuums of care. We leverage and maximize innovative technological solutions to enhance service delivery and measure service outcomes. We remain deeply passionate and committed to the wellbeing and success of our employees, the individuals we serve, and their families.
Our Mission
Redwood Family Care Network’s mission is to provide World Class person-centered services, supports and advocacy for individuals in positive and life-enriching environments. Through working partnerships and integrated care coordination, we aim to enrich the lives of the individuals we support and respond to the needs of our communities and stakeholders.
What You’ll Do
1. Strategic Leadership:
- Develop and implement HR strategies aligned with the overall business plan and RFCN objectives.
- Serve as a trusted advisor to the CEO and other executives on HR-related issues, organizational design, and workforce planning.
- Lead change management initiatives to drive company culture and performance.
2. Talent Acquisition and Management:
- Oversee talent acquisition strategies to attract, recruit, and retain top talent.
- Develop and implement performance management systems to align with organizational goals.
- Design succession planning frameworks to ensure leadership continuity.
3. Employee Relations and Engagement:
- Promote a positive and inclusive work environment.
- Address employee concerns and resolve conflicts, ensuring fair and consistent application of company policies.
- Develop employee engagement initiatives to enhance job satisfaction and retention.
4. Compensation and Benefits:
- Oversee the design and administration of competitive compensation and benefits programs.
- Conduct regular market analyses to ensure pay practices are aligned with industry standards.
- Ensure compliance with all federal, state, and local employment laws and regulations.
5. Organizational Development and Training:
- Lead initiatives to identify and address training and development needs across the organization.
- Implement leadership development programs to cultivate future leaders within the company.
- Foster a learning culture that encourages continuous improvement and professional growth.
6. HR Operations and Compliance:
- Oversee HR operations, including HRIS management, policy development, and record-keeping.
- Ensure compliance with all legal and regulatory requirements related to employment, safety, and employee welfare.
- Monitor HR metrics and analytics to track the effectiveness of HR programs and make data-driven decisions.
What You’ll Bring
- Bachelor’s degree in human resources, Business Administration, or related field; master’s degree preferred.
- 10+ years of progressive HR experience, with at least 5 years in a senior HR leadership role.
- Strong knowledge of employment laws, HR best practices, and compliance regulations.
- Proven experience in leading HR teams and managing complex HR initiatives.
- Excellent communication, negotiation, and conflict-resolution skills.
- Demonstrated ability to influence and collaborate with executive teams.
Key Competencies
- Strategic Thinking
- Leadership and People Management
- Change Management
- Problem-Solving
- Business Acumen
- Emotional Intelligence
- Decision-Making
Travel
Up to 30% travel is required