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Reports To: Chief Executive Officer (CEO)
Program: Administration
Location: Tarrytown, NY and Rockland, NY-In-Person
Hours Per Week: 35
FLSA Status: Full Time, Exempt
Salary Range:  $120,000-$140,000 annually

Summary Description

The Vice President of Human Resources (VP of HR) of Greater Mental Health of New York is responsible for overseeing all aspects of the Human Resources function at the agency. As a key member of the executive leadership team, the VP of HR is expected to exemplify the highest standards of professional integrity and organizational excellence.

The VP of HR will be a values-based leader who can build and maintain a high-integrity culture, foster collaborative partnerships, and drive strategic organizational growth. This leader will demonstrate ethical conduct, strong business acumen, and the ability to create a harmonious and inclusive workplace culture that emphasizes diversity, equity, inclusion, teamwork, and collaboration.

The VP of HR will bring creativity and an entrepreneurial approach to problem-solving, supported by strong communication, presentation, and interpersonal skills. They will demonstrate cultural awareness, emotional intelligence, and credibility in building trust across the agency and with community stakeholders. Acting as a trusted partner to the CEO and the executive team, the VP of HR will lead with a person-centered, trauma-informed philosophy aligned with the values of Greater Mental Health of NY.

Key Responsibilities and Competencies:

Human Capital Vision & Strategy:

• Partner with executive leadership to define and implement GMH’s short- and long-term strategic goals through talent management.
• Participate in business planning and strategic direction with executives, including organizational structure, recruiting strategies, retention, exit strategies, ramifications of agency growth, reduction, or change.  
• Establish and monitor key performance indicators for HR and talent management; assess organizational effectiveness and market competitiveness.
• Develop and maintain a diversity, equity, and inclusion strategy with measurable outcomes.
• Communicate changes in personnel policies and ensure compliance across the agency.
• Serve as liaison to the Human Resources Committee of the Board.

Talent Acquisition, Engagement & Management:

• Advise senior leadership on workforce and demographic trends to strengthen organizational readiness and how to effectively support an evolving workforce. 
• With the talent and acquisition specialist, deliver a clear and sustainable recruitment strategy, inclusive of employment branding, that encourages and enables the development of internal talent, the identification of external talent, and the use of tools and methods for recruitment. 
• Ensure onboarding practices are engaging, effective, and supportive of retention.
• Implement initiatives that promote staff well-being and organizational health.
• Provide supervision, coaching, and performance management to direct reports.

Compensation & Benefits:

• Lead the design and implementation of a Total Rewards strategy that aligns with organizational goals and supports recruitment and retention.
• Develop equitable position levels and salary bands, ensuring compliance with labor regulations.
• Manage compensation policies and conduct competitive studies to ensure market alignment.
• Oversee benefits administration, including health, retirement, and wellness programs.
• Serve as Plan Sponsor for retirement programs and ensure compliance with all federal and state laws (ERISA, ACA, EEOC, DOL, etc.).
• Oversee workers’ compensation plans, including mediation and contract negotiation, in collaboration with legal counsel.

Talent Development:

• Lead performance management processes, including appraisals, coaching, and succession planning.
• Promote career development and clear advancement pathways through an equity lens.
• Foster a culture of accountability and high performance.
• Advise executives on employee relations and disciplinary actions. 
• Provides counsel in employee relations issues and partners with legal when necessary.

Budget, Data, Technology & Compliance:

• Develop and manage the HR budget, reporting staffing costs and initiatives in partnership with Finance.
• Ensure HR systems are accurate, effective, and compliant with regulations.
• Maintain and update HR policies, procedures, and the employee handbook.
• Ensure compliance with EEO, affirmative action, and accessibility requirements.
• Maintain knowledge of laws, regulations, and best practices in employment law, human resources, and talent management. 

Other Duties as assigned.

Required Knowledge and Skills:

• Exceptional verbal and written communication skills.
• Strong interpersonal, leadership, and conflict resolution skills.
• Excellent organizational skills and attention to detail.
• Strong analytical, data-driven decision-making, and problem-solving skills.
• Proven ability to supervise, mentor, and lead diverse teams.
• Thorough knowledge of multi-state employment laws and HR best practices.
• Previous HR business partner or advisory experience; non-profit or healthcare background preferred.
• Proficiency with HRIS systems (e.g., ADP WorkforceNow, ADP ACA Compliance).
• Advanced proficiency in Microsoft Office Suite and related technology.

Qualifications:

• Master’s degree in Human Resources, Human Services, Business Administration, or Industrial Psychology preferred.
• Professional HR certification (e.g., SHRM-SCP, SPHR) strongly preferred.
• Broad expertise across HR disciplines, including talent management, organizational development, compensation, benefits, and compliance.
• Demonstrated success in building and sustaining a strong talent pipeline and highly engaged workforce.
• Minimum of 5-10 years of progressive HR management experience, with at least 5 years in a senior leadership or supervisory role.
• Non-profit or healthcare HR experience strongly preferred.
• Must maintain confidentiality, reliability, and integrity at all times.
• Must pass and maintain required background checks (Criminal, Financial, Justice Center Staff Exclusion List, NY State Medicaid Exclusion List).
• Must be legally eligible to work in the United States.

Special Considerations: 

• Hours per week, reporting structure, and location are subject to change per program needs.

Mandated Reporter:

This is a Mandated Reporter position.  The NYS Justice Center legislation defines anyone who has regular and substantial contact with any person with special needs as a “custodian” under the law and, therefore, a mandated reporter.  You can be held liable by both the civil and criminal legal systems for intentionally failing to make a report. 

Greater Mental Health of New York is an equal opportunity employer. All qualified applicants will receive consideration for employment without regard to race, color, religion, sex, disability, age, sexual orientation, gender identity, national origin, veteran status, or genetic information. Greater Mental Health of New York is committed to providing access, equal opportunity, and reasonable accommodation for individuals with disabilities in employment, its services, programs, and activities. To request a reasonable accommodation, contact the Human Resources Department.