DescriptionPosition Title: Senior Vice President, Human Resources
Reporting to: Chief Financial Officer
Location: 501 W Franklin St, Chapel Hill, NC (In Office)
Compensation: $240,000-$270,000 base, depending on experience, plus bonus, equity, and benefits
Position Summary:Well is seeking a strategic, hands-on Senior Vice President, Human Resources to serve as the company's most senior People leader. This is a pivotal role for an experienced HR executive who can operate equally well with executive leadership and on the floor of our Chapel Hill operations center, setting the People strategy that underpins Well's growth.
Reporting to the Chief Financial Officer and partnering closely with the Board and executive leadership team, the SVP, Human Resources will own the full People agenda: organizational design and workforce planning, executive talent and succession, total rewards and compensation philosophy, culture and engagement, and HR compliance and risk. The SVP will build, lead, and mentor the HR leadership team - including the Director, Human Resources, the Manager, Talent Acquisition, and the broader HRBP, Talent, and People Operations functions - ensuring the organization scales its people practices in step with the business.
Given the need to be a visible, trusted presence for the HR and leadership teams, the SVP, Human Resources is expected to be based out of the company's Chapel Hill location.
Responsibilities:1. HR Strategy & Executive Leadership
- Strategic Partnership: Serve as a trusted advisor to the CFO and executive leadership team on all people matters, translating business strategy into an actionable, multi-year People strategy.
- Executive Reporting: Represent the People function to the executive leadership, including reporting on organizational health, workforce planning, compensation philosophy, and key HR risks.
- Organizational Design: Lead organizational design efforts as the company scales, including workforce planning, span-of-control analysis, and org structure recommendations tied to business goals.
- Executive Talent & Succession: Own executive talent strategy, including senior leadership hiring in partnership with Talent Acquisition, onboarding, executive compensation design, and succession planning for critical roles.
2. People Function Leadership & Team Development
- Team Leadership: Directly manage and develop the HR leadership team.
- HRBP Model Ownership: Set the vision and standards for the HR Business Partner model company-wide, ensuring managers and directors receive consistent, high-quality coaching on performance management, employee relations, and organizational change.
- Systems & Data Strategy: Collaborate with the HR team on the enterprise HR technology roadmap, including HRIS strategy (currently UKG Ready), data governance, and system investments that improve scalability and decision-making.
- Metrics & Insights: Establish the People analytics agenda - headcount, attrition, DEIB, engagement, and productivity metrics - ensuring leadership has timely, accurate insight to guide decisions.
3. Total Rewards, Culture & Compliance
- Total Rewards: Design and evolve the company's total rewards philosophy, including base pay structures, incentive design, sales plans, executive compensation, and benefits strategy in partnership with Finance.
- Culture & Engagement: Champion the company's culture, values, and engagement strategy, ensuring People programs strengthen retention and reinforce Well's mission-driven, member-centric identity.
- Employee Relations & Risk: Oversee enterprise-wide employee relations and workplace investigations framework in partnership with the HR Director and Legal counsel.
- Compliance Oversight: Oversee compliance with federal and state employment law, including audits, required filings, and the employee handbook.
4. Innovation & Change Leadership
- AI & Process Innovation: Sponsor the adoption of AI-powered and other emerging HR technologies across the People function, balancing efficiency gains against risks such as bias, data privacy, and compliance.
- Change Management: Act as the executive sponsor for major organizational change efforts (e.g., rapid growth), ensuring people impacts are planned for and communicated thoughtfully.
Requirements- 12+ years of progressive HR leadership experience, including at least 5 years in a senior HR leadership role (VP, SVP, or Head of HR) at a high-growth company; healthcare, healthtech, or highly regulated industry experience strongly preferred.
- Demonstrated success building and scaling HR functions and teams through periods of significant company growth.
- Deep experience advising executive teams and Boards on organizational design, executive compensation, and workforce strategy.
- Strong command of federal and state employment law, with sound judgment on complex, high-risk employee relations and investigation matters.
- Track record designing and executing total rewards and compensation philosophies that support attraction and retention of top talent.
- Strong data and analytical fluency, with experience using People analytics and HRIS platforms (UKG experience is a plus) to drive executive-level decision-making.
- Demonstrated comfort evaluating and deploying AI-powered HR tools, with a clear eye toward efficiency gains balanced against bias, privacy, and compliance risk.
- Exceptional executive presence and communication skills - able to influence the C-suite and Board while remaining approachable and visible to frontline teams.
- SHRM-SCP or SPHR certification preferred; advanced degree in HR, business, or a related field is a plus.
