Job Description

The Manager of People Experience is responsible for designing, implementing, and sustaining people-centered programs that drive employee engagement, organizational culture, leadership effectiveness, and talent growth. This role serves as a strategic partner to leadership and managers, ensuring consistent, inclusive, and high-quality employee experience across the full employee lifecycle—from onboarding through offboarding.

The Manager of People Experience leads initiatives across engagement, DEI, training and development, performance and talent management, employee relations, and internal communications. The role blends strategic planning with hands-on execution, leveraging employee insights and data to continuously improve organizational effectiveness and retention.

Experience/Qualifications:

• Five (5) or more years of progressive Human Resources experience, with demonstrated responsibility in employee engagement, talent development, employee relations, or organizational effectiveness.
• Experience partnering with leaders and managers at multiple organizational levels.
• Healthcare, large enterprise, or complex organizational environment experience preferred.

Education:

• Bachelor’s degree in Human Resources, Organizational Development, Business Administration, or a related field required.
• Master’s degree preferred.

Licensures/Certification:

• SHRM‑CP / SHRM‑SCP preferred
• PHR / SPHR preferred
• Must successfully complete and maintain LA City Fire Card certification at the time of hire or within the first 30 days of employment

Duties and Responsibilities:

Culture, Engagement & DEI

• Lead enterprise-wide employee engagement strategies to strengthen organizational culture, alignment, and employee connection to mission, values, and goals.
• Design, implement, and sustain diversity, equity, and inclusion (DEI) initiatives, ensuring inclusive practices are embedded across people programs and leadership behaviors.
• Develop and oversee employee recognition programs that reinforce organizational values and drive engagement and retention.
• Partner with leaders and managers to develop engagement action plans based on survey results and workforce insights; monitor progress and effectiveness.
• Design and manage stay interview programs to proactively identify engagement drivers, retention risks, and opportunities for improvement.

Training, Growth & Talent Development

• Oversee non-clinical training and development initiatives that support professional growth, compliance, and organizational capability.
• Design and facilitate leadership development programs that build effective, inclusive, and accountable leaders at all levels.
• Deliver manager capability training focused on performance management, employee relations, coaching, and team development.
• Support career pathing and internal mobility through development frameworks, learning opportunities, and partnership with talent management and recruitment teams.
• Partner with HR and business leaders to improve organizational effectiveness through workforce planning, structure, process improvement, and change initiatives.

Employee Lifecycle (Onboarding through Offboarding)

• Ensure a consistent, positive, and compliant onboarding and offboarding experience that supports engagement, productivity, and cultural integration.
• Manage exit interview processes and analyze trends to generate predictive insights and actionable recommendations related to turnover and workforce risk.

Employee & Labor Relations

• Serve as a trusted advisor to managers and leaders on employee and labor relations matters, ensuring fair, consistent, and legally compliant practices.
• Lead or facilitate conflict resolution and mediation efforts to address workplace concerns while maintaining positive employee relations.
• Develop and manage HR internal communications related to people programs, policies, and initiatives.
• Oversee the non-medical accommodation interactive process in compliance with federal, state, and local regulations.

Performance & Talent Management

• Partner on talent management initiatives including talent reviews, succession planning, and high-potential development programs.
• Provide leadership and guidance for performance management processes, ensuring alignment with organizational goals and consistent application across teams.

Policy & Credential Management

• Support the development, implementation, and communication of people-related policies, licenses, and certification requirements, ensuring consistency and compliance.

Recruitment

• Partner with Talent Acquisition on management-level recruitment to ensure equitable hiring practices, strong candidate experience, and alignment with organizational values and culture.

The following job accountabilities are not unique to this job but are common to all jobs at VPH:

• Complies with VPH policies and procedures on customer satisfaction and service excellence. Demonstrates professionalism and cultural sensitivity in coordinating activities and communicating with all customers, peers, and the community at large. Conducts self in a professional, respectful, and courteous manner during all interactions. Works effectively and collaboratively with others toward common goals.
• Communicates accurately, honestly, supportively and in a timely manner with department and interdepartmental team members. Demonstrates effective business writing and oral communication skills, handwriting is clear and legible.
• Participates in operational aspects of the department and maintains/participates in performance improvement activities within the department.
• Participates in all departmental specific training, Environment of Care (injury/illness prevention, fire/life safety, hazardous materials, emergency preparedness, utilities management, medical equipment management, safety, and security management), infection control (standard precautions, TB Exposure Control Plan, Bloodborne Pathogen Exposure Control Plan).
• Demonstrates knowledge of and follows safety practices. Understands the importance of safety, including patient safety in the workplace. Maintains a safe environment for self and others.
• Actively participates in the Patient Safety Program, including event reporting. Identifies sentinel events/near misses and responds per defined organization processes. Participates in education activities and process implementation. Demonstrates advocacy for the patient/customer and appropriately acknowledges patients, customers, and visitors.
• The above statements reflect the essential functions considered necessary to describe the principal content of the job. They are not intended to be a complete statement of all work requirements or duties that may be inherent in the job.

Salary Range: $126,796.80 to $164,787.17