VP, Employee Experience & Culture

ChanceLight Behavioral Health, Therapy, & Education, a rapidly growing organization with a social mission to offer hope, is seeking a dynamic VP, Employee Experience & Culture to join our award-winning team and perform meaningful work in a culture that welcomes innovation, encourages creative expression, and offers limitless potential for personal and professional satisfaction!

If you're driven by organization, compliance, and fostering strong employee relations, thrive in a dynamic HR environment, and are passionate about supporting both employees and business leaders — We Should Talk! 📲

As the VP, Employee Experience & Culture you will be responsible for advancing employee experience, workplace culture, employee relations, and organizational effectiveness strategies across ChanceLight. Reporting to the Chief Human Resources Officer, this role partners closely with HR and operational leaders to strengthen organizational health, support consistent people practices, and reinforce a high-performing, values-driven culture.

This role provides leadership and oversight for key employee experience and culture initiatives, including employee relations practices, engagement strategies, performance management support, and change management efforts. The Vice President serves as a trusted advisor to leaders, helping translate organizational priorities into practical people solutions that improve employee experience, support compliance, and promote leadership accountability.

‖ Responsibilities Include:

• Provide leadership and oversight for employee relations practices, including investigations, corrective action, conflict resolution, and workplace conduct matters.
• Guide the resolution of complex or high-risk employee relations matters in partnership with Legal, HR leadership, and operational leaders.
• Promote consistent, fair, and compliant application of policies, practices, and employment laws across regions and business areas.
• Establish and maintain consistent standards for investigations, documentation, corrective action, and escalation practices.
• Monitor employee relations trends to identify recurring issues, organizational risks, and opportunities for proactive support.
• Partner with HR and operational leaders to strengthen manager capability, reinforce accountability, and support effective resolution of workplace concerns.
• Recommend practical, scalable solutions that improve employee relations outcomes, reduce risk, and support a respectful, value-driven workplace.
• Lead the development and execution of culture and engagement initiatives that align with ChanceLight’s values, mission, and organizational priorities.
• Drive programs and practices that enhance employee engagement, retention, belonging, and the overall employee experience.
• Partner with HR and operational leaders to reinforce cultural expectations, leadership behaviors, and accountability across the organization.
• Support leaders through periods of growth, change, or transformation by helping align employee experience, communication, and culture efforts with business needs.
• Use employee feedback, engagement data, and organizational trends to identify opportunities to strengthen culture, improve retention, and enhance the workplace experience.
• Recommend practical, scalable solutions that promote a positive, inclusive, and value-driven culture across regions and business areas.
• Lead the development and implementation of performance management, leadership effectiveness, and organizational effectiveness initiatives that support business priorities and employee success.
• Partner with HR and operational leaders to strengthen team effectiveness, role clarity, accountability, and overall organizational health.
• Use workforce data, performance trends, and employee feedback to identify opportunities for improvement and inform practical, data-driven recommendations.
• Support succession planning, leadership development, and workforce planning efforts in partnership with HR leadership and business leaders.
• Provide guidance to leaders on performance expectations, team dynamics, change readiness, and organizational alignment.
• Recommend scalable tools, practices, and processes that support consistent performance management, stronger leadership capability, and a high-performing culture.
• Serve as a trusted advisor to HR and operational leaders on workforce needs, organizational challenges, leadership effectiveness, and employee experience matters.
• Partner with leaders to align HR practices and employee experience initiatives with business priorities across