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Role Description

We are seeking a strategic and people-centered Vice President of People & Culture to steward the heart of our organization—our people. Because our mission is rooted in human connection, we value leadership expressed in many forms and welcome leaders whose diverse experiences and perspectives strengthen how we serve one another.

This role calls for an executive leader who thrives in dynamic, mission-driven environments, anticipates organizational needs, and brings thoughtful judgment to complex decisions. Above all, you are inspired by the opportunity to cultivate an exceptional employee experience that enables extraordinary talent to do their best work in service of our mission.

As the VP of People & Culture, you will:

• People & Culture Strategy
  • Architect and execute a forward-looking People & Culture strategy aligned with CTL’s mission, values, and enterprise objectives.
  • Serve as a trusted strategic advisor to the CEO, Senior Leadership Team, and Board on human capital strategy, organizational design, executive coaching, succession planning, and change leadership.
  • Partner closely with Business Operations, Legal, and Finance to ensure policies, risk management, workforce planning, and compensation strategy are aligned, compliant, and operationally effective.
  • Design and oversee competitive, equitable, and fiscally responsible total rewards programs that attract, retain, and motivate top talent.
  • Develop and lead a global People strategy that supports CTL’s international growth, enabling the organization to attract, develop, and retain talent across multiple countries while ensuring scalable structures, culturally responsive practices, and compliance with global employment frameworks.
  • Leverage people analytics and data-driven insights to measure workforce performance, guide decisions, and identify opportunities for improvement.
• Organizational Development & Employee Experience
  • Plan, direct, and continuously evolve all aspects of organizational development to build CTL’s human capital and leadership capacity.
  • Develop and implement innovative training and professional development programs that foster employee growth, engagement, and alignment with organizational goals.
  • Lead change management initiatives to support strategic transitions, cultural evolution, and operational excellence.
  • Define, collect, and monitor key performance metrics to evaluate workforce effectiveness and inform improvement opportunities.
  • Design, implement, and oversee systems and compliance practices that promote fairness, equal opportunity, and inclusion across the employee lifecycle, ensuring hiring, development, performance, engagement, and governance practices are equitable, accessible, and aligned with applicable federal, state, and local nondiscrimination laws.
  • Provide executive sponsorship and strategic guidance to revitalize and grow Employee Resource Communities (ERCs), cultivating belonging, representation, and opportunities for shared leadership.
• Talent Strategy & Employer Brand
  • Develop and execute mission-aligned recruiting strategies to attract high-caliber, diverse talent.
  • Ensure recruiting, onboarding, and talent management processes are inclusive, equitable, and values-driven.
  • Build and amplify CTL’s employer brand as a destination for purpose-driven, top-tier professionals in the mental health and tech-forward nonprofit sectors.
  • Partner with leaders across the organization to anticipate talent needs, build succession pipelines, and develop leadership bench strength.
• Leadership & Team Development
  • Lead, mentor, and inspire the People & Culture team, setting clear goals, performance expectations, and accountability.
  • Provide consistent, actionable feedback to nurture professional growth, leadership development, and team cohesion.
  • Model executive presence, sound judgment, and values-based leadership, reinforcing a culture of transparency, empathy, and operational excellence.
  • Foster cross-functional collaboration across the organization, breaking down silos and enabling collective impact.

Qualifications

• 10+ years of progressive leadership experience in People, Talent, or Human Resources, including senior-level ownership of people strategy, team leadership, and financial stewardship through close collaboration with Finance on workforce planning, compensation modeling, and budget oversight.
• Experience supporting globally distributed teams, including navigating international employment practices, staffing models, and compliance considerations across multiple countries.
• Demonstrated experience advising executive leadership, aligning people strategy with organizational priorities and business outcomes.
• Broad command of core People & Culture functions, including talent acquisition, employee relations, performance management, compliance, and organizational development.
• Proven ability to cultivate inclusive, equitable, and high-accountability cultures, with measurable impact on engagement, retention, and leadership effectiveness.
• Proven success leading teams through growth, change, or transformation, building scalable systems and processes that enable sustainable performance.
• Strong emotional intelligence and sound judgment, with the ability to steward sensitive matters with discretion and integrity.

Preferred Qualifications

• Executive-level experience (VP or equivalent) within a mission-driven or values-based organization.
• Proven experience building inclusive, high-performance cultures that drive measurable gains in engagement, retention, and leadership effectiveness, including experience guiding teams through high-emotion and mission-critical contexts.
• Track record of serving as a strategic thought partner to a CEO and Board, influencing enterprise-wide decisions through a people-first lens.
• Experience leading organizational design, succession planning, and leadership development strategy at scale.
• Advanced education or certifications in Human Resources, Organizational Development, or related fields (e.g., SHRM-SCP, SPHR, or equivalent).

Benefits

• Comprehensive medical, dental, and vision options that prioritize accessibility and financial peace of mind.
• Employer-funded HSA contributions.
• Generous PTO, sick time, and 19 paid holidays with a winter break.
• 12 weeks of fully paid parental leave after 26 consecutive weeks of service.
• Monthly internet and mental health stipends.
• Annual Wellness Stipend.
• Home office and professional development stipends.
• 403(b) retirement plan with employer contribution.
• Sabbatical after 3 years of service.