We are hiring in the following states: AZ, FL, NC, OH, OK, OR, PA, TX, GA

The Job/What You’ll Do:

The Vice President, People and Culture is a people-centered executive leader responsible for fostering a thriving workplace culture, strengthening leadership capability, and creating an exceptional employee experience that supports organizational success. This role partners closely with leaders across the organization to attract, develop, engage, and retain talent while ensuring employees have the resources, support, and opportunities they need to do their best work.

Overseeing People Operations, Workforce Operations and Employee Experience, Education and Training, and Leadership Development, the Vice President, People and Culture leads initiatives that strengthen organizational culture, build leadership capacity, support workforce growth, and enhance employee engagement. The role champions inclusive, values-driven practices and develops people programs, systems, and experiences that help individuals and teams thrive while advancing the organization's mission and strategic priorities.

Responsibilities:

Enterprise People Strategy

Develop and execute an enterprise-wide people and culture strategy aligned with organizational goals, growth plans, and operational priorities.
Serve as a trusted advisor to executive leadership on workforce trends, organizational health, leadership effectiveness, and culture strategy.
Translate business objectives into scalable people initiatives that strengthen organizational performance and employee experience.

Culture, Engagement and Employee Experience

Champion a people-first culture that reflects the organization's values, strengthens employee engagement, and fosters a sense of belonging across the workforce.
Lead initiatives that enhance the employee experience throughout the employee lifecycle, creating an environment where people can grow, contribute, and thrive.
Partner with leaders to cultivate inclusive, high-performing teams and reinforce a culture of collaboration, accountability, continuous learning, and recognition.
Use employee feedback, workforce insights, and engagement data to identify opportunities that strengthen culture, communication, and organizational effectiveness.

Executive Partnership and Organizational Leadership

Serve as a trusted advisor and thought partner to executive and senior leaders on people, culture, leadership, and organizational matters.
Partner with leaders to navigate change, support team effectiveness, and build organizational capacity in support of strategic priorities.
Provide guidance on leadership development, team structure, succession readiness, talent planning, and employee engagement.
Foster strong partnerships across the organization to align people initiatives with operational goals and organizational needs.
Provide strategic leadership and oversight of People Operations, Workforce Operations and Employee Experience, Education and Training, and Leadership Development functions through director and manager-level leadership.

Workforce and Organizational Planning

Lead enterprise workforce planning efforts, including talent forecasting, capability planning, and organizational design.
Evaluate organizational structures and recommend strategies that improve efficiency, scalability, accountability, and role clarity.
Guide organizational redesign and restructuring initiatives in support of evolving business needs.

Succession Planning and Leadership Development

Establish and sustain succession planning frameworks that strengthen leadership continuity and organizational resilience.
Partner with leaders to identify high-potential talent and create development pathways for future leadership needs.
Support leadership effectiveness through coaching, development strategies, and performance enablement initiatives.

Organizational Effectiveness and Culture

Lead initiatives that strengthen employee engagement, organizational culture, communication, and change readiness.
Assess organizational effectiveness through data, workforce insights, and performance indicators to identify opportunities for improvement.
Establish and monitor key workforce, culture, and engagement metrics to evaluate organizational health, measure the impact of people initiatives, and inform strategic decision-making.
Champion inclusive leadership practices and a culture of accountability, collaboration, and continuous improvement.

Scalable Infrastructure and Operational Excellence

Build and optimize scalable people processes, systems, policies, and operational infrastructure to support organizational growth.
Ensure HR operations, talent programs, and people systems are aligned, efficient, compliant, and sustainable.
Leverage workforce analytics and people data to drive strategic insights and informed decision-making

Other duties as assigned

Knowledge, Skills, Abilities:

Advanced knowledge of organizational development, workforce planning, succession planning, organizational design, and organizational effectiveness principles.
Strong business acumen with the ability to align people and culture strategies to enterprise objectives, operational priorities, and organizational outcomes.
Demonstrated ability to influence, advise, and partner effectively with executive and senior leadership teams.
Expertise in change management and building scalable people programs, systems, and infrastructure within growing or evolving organizations.
Ability to analyze workforce data, employee insights, and organizational trends to develop practical, data-informed strategies and solutions.
Strong understanding of employee experience, organizational culture, leadership development, talent management, and engagement practices.
Demonstrated success leading culture, engagement, leadership, workforce, and organizational transformation initiatives in complex environments.
Exceptional communication, facilitation, coaching, and relationship-building skills with the ability to engage stakeholders at all organizational levels.
Strong strategic thinking and execution capabilities with the ability to balance long-term vision, organizational priorities, and operational needs.
Knowledge of employment practices, employee relations, compliance requirements, HR operations, and talent management frameworks.
Ability to lead through complexity, ambiguity, change, and organizational transformation with professionalism and sound judgment.
High emotional intelligence, executive presence, and the ability to build trust, credibility, collaboration, and accountability across diverse stakeholder groups.
Ability to act professionally and maintains appropriate boundaries with clients and staff.
Ability to report as scheduled to work, meetings, training, and job-related activities prepared and as scheduled.
Ability to consistently demonstrate compassion and meet people with compassion; Effort, every interaction deserves my best effort; and Ownership, which drives the company's success.
Maintains an open and accepting mindset by being an active learner, participating in discussions with others, trying new approaches and ideas, and being self-aware and self-reflective for continual personal, professional and leadership growth.

Education & Experience:

15 years of experience in field, Required; 5+ years of leadership experience, Required
PHR or SHRM-CP Certification, Required; SPHR or SHRM-SCP, Preferred
Masters Degree in Human Resources, Business Administration, Public Health, Behavioral Health or related field, Preferred

^{Working Conditions:}

^{While performing the job duties in the office or at a home office, the employee is frequently required to stand, walk, sit, and use hands; they must occasionally lift and/or move up to 25 pounds. Specific vision abilities required by the job include close vision, distance vision, color vision, peripheral vision, depth perception, and the ability to adjust focus. Exposure to noise typical with office operations. Ability to hear and speak. Employees must maintain a stable and secure private home internet with a minimum of 50Mbps download and 5Mbps upload, and an average jitter less than 20% of latency. https://speed.cloudflare.com/}

^{Who We Are & What We Offer:}

^{Solari is an award-winning nonprofit that operates a 24/7 crisis line serving statewide in Arizona, Oklahoma and Colorado. Our mission is to Inspire Hope through our talented and compassionate staff.}

^{Since 2007, Solari has been providing crisis contact center services and in that short time has helped thousands of individuals and families connect to the help they need. Additionally, in that short timeframe, Solari has grown to expand services to a peer-run Warm Line, Serious Mental Illness (SMI) determinations, mobile team dispatches, crisis transportation services, emergency room-based assessments, Department of Child Safety (DCS) rapid response and crisis stabilization services, telephone follow-up to those who need it, tragedy support lines and other in-kind services to the community.}

^{Friendly work environment}
^{Generous paid time off (PTO)}
^{Health benefits (Medical/Dental/Vision) that start the first of the month following the hire date}
^{Competitive compensation}
^{Convenient office locations and Hybrid Schedule}
^{On-site fitness room free to all employees (Tempe Office)}
^{Basic Life Insurance}
^{Voluntary Life, Spouse, Child Insurance}
^{Critical Illness w/free dependents}
^{Critical Illness Spouse}
^{Short Term & Long Term Disability- Starts first of the month after 90 days of employment}
^{401K & 401K Roth - Starts first of the month after 90 days of employment}
^{United Pet Care}
^{LifeLock for identity theft}
^{LYRA EAP Program- 25 free sessions for mental health per family member}

^{Solari is proud to be an equal opportunity employer and does not unlawfully discriminate against any employee or applicant for employee per applicable federal, state, and local laws. At Solari, a diverse mix of highly talented, innovative, and dedicated people come together to make a lifetime impact on each of our Client's lives. All qualified applicants will receive equal consideration for employment.}

^{We are focused on equality and believe deeply in diversity of race, color, ancestry, age, veteran status, marital status, creed, religion, sex, gender, gender identity, sexual orientation, ethnicity, national origin, and other legally protected group status.}

VP, People and Culture

About the role