Vice President of Human Resources and Organizational Development

Pillar Search & HR Consulting is honored to partner with Planned Parenthood Pasadena and San Gabriel Valley on their search for the Vice President of Human Resources and Organizational Development. This is an ideal opportunity for an experienced leader to build and lead the HR and OD efforts, creating a culture to support Planned Parenthood’s mission and values, and lead strategic diversity, equity and inclusion efforts.

About PPPSGV

Founded in 1933 by Pasadena residents dedicated to women’s health, PPPSGV is not only among the oldest of Planned Parenthood affiliates—they are also one of the fastest growing. Today, they see 60,000 patient visits per year and deliver over 11,000 opportunities for sex and relationship education in area schools and colleges. Their service area includes 24 communities in Northeast Los Angeles and the San Gabriel Valley, from Glendale to Glendora and from the I-10 freeway to the San Gabriel Mountains. As the area’s most trusted provider of sexual and reproductive health care, they provide a broad range of healthcare services including contraception, cancer screenings, abortion care, STI testing and treatment, HIV prevention medications, and transgender care, which is their newest healthcare initiative.

Their team is highly engaged, passionate about the mission, and hungry to learn and grow. Over the next 2-3 years, they will be expanding their education programs, rolling out new healthcare services, and opening new health centers in order to serve more people and communities across their service area. People are their #1 asset and they are shifting their culture to that of a talent-driven organization. They are also investing in their leadership to support their growth and dynamic change by providing all of their directors and leadership team members with executive coaching services.

PPPSGV’s Values

• We tend to the team.
• We respect and honor all people.
• We jump in.
• We try and we learn.
• We care for our business.
• We return to our mission.

Position Summary

The Vice President of Human Resources and Organizational Development provides leadership in developing and executing human resources strategy and programs in support of the business plan and strategic direction of the organization. This expansive role provides in-depth leadership of the HR and OD functions; ensures the success of the organization’s diversity, equity, and inclusion work; and oversees the agency’s security, legal, and compliance functions. OD and DE&I are new functions, created out of the need to support PPPSGV with growth and large-scale change and to actualize their Strategic Plan initiative to Advance a Culture of Reproductive Justice and Gender Equity.

The position reports to the COO, is a member of the Leadership Team, and works closely with the CEO on key matters related to HR, Compliance, and DE&I. Staffing and resources under the oversight of the VP include three FTE’s dedicated to HR, OD, and DE&I; an outsourced talent acquisition function; the Compliance and Security Manager; and the General Counsel/Compliance Officer (a shared role between three affiliates). PPPSGV is currently restructuring and building the HR team, and this work will continue under the direction of the VP of HR and OD. Temporary staff and consulting resources are in place to support departmental staff transitions and the building of the HR, OD, and DE&I functions.

Key responsibilities for the VP of HR and OD include:

• Ensure PPPSGV’s training and development programs equip staff to meet the technical demands of their jobs, create career development pathways, drive a culture of Excellence in Leadership, and support a cohort of continuously learning leaders.
• Oversee employee relations practices that balance manager support and employee advocacy, advising managers in resolving and anticipating complex issues and questions in a fair and equitable manner compliant with PPPSGV values, legal regulations, and general business practices.
• Oversee the performance management program, and ensure managers have appropriate guidance on documentation, coaching, and performance improvement plans.
• Cultivate and lead a talented, service-driven, and resourceful HR team that models leadership at all levels and sets the tone for organizational values and culture.
• Advance a culture of inclusion, where diversity is valued, great ideas are recognized, and the fair and respectful treatment of all persons is a core value.
• Identify when to access, and serve as the HR point of contact for, legal counsel and the Compliance Office as related to employment or HR-related compliance issues.
• Carry out the investigation of claims of discrimination or harassment.
• Stay abreast of and ensure compliance with all regulatory agencies and State and Federal law related to HR personnel policies, procedures, record keeping, and activities; ensure managers are informed of and competent in all relevant HR compliance requirements.
• Ensure employee information, records, and documentation are accurate, complete, and up to date, and that storage systems are user friendly, efficient, and protective of sensitive and confidential information.
• Implement and adhere to the HR department budget and work plan; ensure organizational staffing and benefits budgets align with established staffing models and the compensation and benefits strategies.
• Champion optimization, measurement, and efficiency, and ensure HR operations and programs are performance driven, data informed, and structured to meet strategic objectives within established budgets and timeframes.
• Oversee the agency’s Administrative Services function, including the following:
  • The Safety and Security program, managed by the Compliance and Security Manager.
  • The Risk and Quality Management program, under the responsibility of the Compliance Officer and managed by the Compliance and Security Manager.
  • Legal services, carried out by the General Counsel and various contracted service providers.

Competencies

• Strategic Agility  Sees ahead clearly and can anticipate future consequences and trends accurately. Has analytic ability to interpret data and situations and make effective decisions. Can create competitive and breakthrough strategies and plans, making use of best practices and creative ideas generated by self or others.

• Leadership Positive, inspiring, empowering, and decisive style with superior communication skills and high credibility. Proven developer of people, mentor and coach with the capability of recruiting, managing, and motivating strong teams. Exhibits high level of maturity and integrity.

• Results Orientation  Resourceful and able to communicate a clear vison. Comfortable delegating as well as executing and implementing. Sense of urgency and ability to perform within challenging or ambiguous environments and situations. Can be counted on to reach or exceed goals, and to ensure strategic and financial rigor within the HR department.

• Relationship Building Values and invests in people and relationships and builds trust with a broad and diverse audience across the organization. Demonstrates follow through, a commitment to direct communication, and strong collaboration skills.

• Change Management Skills  Able to persuade and influence, build enthusiasm and commitment, and drive change within the HR department and across the organization with passion and conviction. Recognizes the varying needs of people throughout the transition process, makes space appropriately for the emotional side of change, and can coach managers to lead through transition and change.

• Project and Program Management  Effectively organizes people, programs, and resources to meet goals and outcomes. Able to see, understand, and shape both human and technical systems. Comfortable and skilled at clarifying roles, holding self and others accountable, stakeholder communication, risk management, and decision-making.

Required Experience & Qualifications

Experience & Education

• • 8+ years of work experience in all aspects of Human Resources and Organizational Development as well as general Business Management
  • 5+ years of experience in leading and developing HR professionals
  • Experience in healthcare strongly preferred
  • Bachelor’s degree or equivalent required. Master’s degree with emphasis on Human Resources Management, Organizational Development, or Business preferred.
  • SHRM-CP/PHR certification a plus.
  • Strong knowledge and demonstrated experience with HR Generalist, Talent Acquisition/Planning, Learning and Development, Employee Relations, Organizational Development, Change Management, and Diversity & Inclusion functions
  • Extensive knowledge of employment and labor law required
  • Experience overseeing risk management, legal, and/or security functions a plus

Other Qualifications

• • Broad knowledge of both HR and OD with appreciation for the people side of these functions
  • Outstanding moral character and commitment to integrity and confidentiality
  • Appreciation for shades of gray and ability to tolerate risk
  • Passion for PPPSGV’s mission and In This Together values
  • Ability to transition effectively between zoomed-in and zoomed-out work
  • Motivated and excited by the opportunity to build a team and a department, and willing to dig into details especially during a time of building
  • Appreciation for collaboration between PP affiliates and the value of shared HR services
  • Strong commitment to DE&I

For Immediate Consideration:

Planned Parenthood Pasadena and San Gabriel Valley has partnered with Cindy Joyce of Pillar Search & HR Consulting on the search for its new Vice President of Human Resources and OD. Qualified individuals, please submit a resume and thoughtful cover letter to cindy@pillarsearch.com.

Planned Parenthood Pasadena and San Gabriel Valley and Pillar Search & HR Consulting believe that diversity in all dimensions of the organization supports and bolsters the innovative thinking essential to its success. PPPSGV and Pillar do not make hiring decisions on the basis of race, ethnicity, national origin, gender, gender identity, sexual orientation, socio-economic background, age, disability, religion, political affiliation, or ideology.

Note:

Candidates selected for an interview will be provided with additional job and organization details.