Chief People & Culture Officer at Centering Healthcare Institute

Full Time
Senior Executive

About Centering Healthcare Institute

Centering Healthcare Institute imagines a U.S. healthcare system that offers not just medical interventions, but combats isolation and builds communities, empowers and educates patients, and serves as a partner to connect the most vulnerable with resources that contribute to overall health. We are driven to create a future where the risk of preterm birth, the inequities of Black women dying from pregnancy-related causes, and the disparities in early childhood are greatly reduced - so that every child has the potential to enjoy future life chances, social and economic opportunities, and overall well-being.


With more than two decades of experience working closely with healthcare providers from all sectors, we have developed, championed, and spread access to the Centering group care model. Our team provides implementation support to guide healthcare practices through every step of the system redesign to build a foundation for a successful, sustainable practice. We have developed curricula and patient materials, and our facilitation training offers a variety of skill-building and interactive learning activities that prepare facilitators to lead engaging relationship-centered groups. We offer practice management, support tools, and site accreditation for model fidelity and quality assurance. We are engaged in advocacy efforts for payment reform and community outreach to achieve the Quadruple Aim of better health, better care, lower cost, and provider satisfaction. Leadership, innovation, and collaboration are at the heart of our success. 


For more information about our mission and work, please visit

About the Opportunity

Reporting to Centering Healthcare Institute’s Chief Executive Officer, the first-ever Chief People & Culture Officer (CPCO) will serve as a curator, leader, and champion of CHI’s culture. As a key member of the Executive team, the CPCO will implement best practices in Diversity, Equity, Inclusion and Belonging (DEIB), and shape the organization’s people and culture function, including leadership of its human resources (HR) and employee engagement functions. The CPCO has a first-time opportunity to build on CHI’s commitment to diversity, equity, and inclusion; to champion a culture, focused on racial equity, in which everyone feels welcomed and valued; and to lead equitable and inclusive human resources, people, talent and culture practices that embed CHI’s mission and values into its workplace culture.


The Chief People & Culture Officer will have the opportunity to grow the current team, ultimately overseeing a head of HR, employee engagement, and DEIB,  along with some indirect reports. The CPCO will work regularly with executive leadership and all departments and functions at CHI, including: technology, finance, impact and learning, growth and new business, and model facilitation and implementation. This is a unique opportunity for a trail-blazing leader who brings a problem-solving orientation and strong racial equity framework and skill set to their organization’s mission and work. 

Areas of Leadership

To perform this job successfully, an individual must be able to excel in each of its essential functions. Centering Healthcare Institute’s Chief People & Culture Officer brings experience and a passion for leadership in, but not limited to, the following areas which are representative of the knowledge, skill, and/or ability required. Reasonable accommodations may be made to enable individuals with disabilities to perform these functions. 


Mission, Vision & Values

  • Be a champion for improving health, trans­forming care, and disrupting inequitable sys­tems through the Cen­ter­ing group model
  • Demonstrate commitment to and knowledge of CHI’s priority focus on diversity, equity, inclusion, and belonging and its values of advancing high-quality, evidence-based group care; creating an environment that inspires relationships of collective power in the health system; and disrupting the structures and systems that drive poor health to co-create communities where everyone has an equitable opportunity to thrive
  • Lived and/or professional experience in CHI’s communities of focus, which include Medicaid recipients and people who identify as Black, Indigenous and/or People of Color

Executive & Organizational

  • Lead as a thought partner and counselor to the CEO and Executive team for all internal DEIB and HR strategies, from ideation and planning to execution, including strategic planning phases
  • Serve as a key member of the Executive team, coaching senior staff on effective implementation of DEIB and HR strategies, adoption and application, including strengthening and norming their leadership and management practices, and the effectiveness of a fully remote and inclusive, equitable culture
  • Support and advise the CEO and Executive team leaders on organizational changes and challenges in ways that advance necessary organizational growth and transformation
  • Set a clear vision and direction for Centering Healthcare Institute’s DEIB strategy, ensuring that the overall strategy supports equitable and progressive HR and employee engagement practices and the organization’s mission and vision, including developing/updating and implementing values-based policies and practices 
  • Serve as a DEIB and HR thought partner to the Chief Executive Officer, Executive team leaders and the Board of Directors 

Diversity, Equity, Inclusion, & Belonging and Human Resources Subject-Matter Expertise 

  • Sponsor and engage culture and DEIB work across staff and Board members, acting as a partner, directing the DEIB workflow and ensuring it is aligned with organizational strategy
  • Review all HR policies and practices to ensure alignment with CHI’s mission, business model, strategic plan, and values while ensuring compliance with laws, regulations, and best practices
  • Design, coordinate, and distribute trainings and communications across teams on HR policies, procedures, and practices, and DEIB best practices, strategies, and philosophies
  • Stay current on internal/external best practices, including benchmarks, and actively pursue efforts in making CHI an effective and exemplary leader in DEIB strategy and HR policies

Team Leadership 

  • Set a clear vision and direction for, as well as develop and implement an equitable and integrated HR function and strategy that proactively addresses the people/culture needs of the organization, including but not limited to: workforce planning, talent acquisition and onboarding, staff engagement and retention, organizational and professional development, performance management, employee relations, compensation, and benefits administration
  • Create, monitor, and manage the People & Culture department’s budget 
  • Provide guidance, coaching, and mentorship to the heads of HR, employee engagement, and DEIB, and additional team members to build a strong people and culture function and cohesive HR team, including development of annual work plans, and the skills and professional development opportunities necessary to support their success
  • Manage the relationships with CHI’s partners, including vendors and contracted consultants
  • Remain knowledgeable and current on people and culture workplace trends, best practices, and professional development networks and opportunities

Culture & Change Management

  • Lead the work and processes to better define and communicate the organization’s decision-making and internal communication structures to help minimize and mitigate siloing across CHI
  • Develop and facilitate HR, culture, and learning initiatives and trainings that reflect the organization’s mission, values, and strategic priorities, including through participation in organization-wide working groups (e.g. the Culture & DEIB committee)
  • Assist in developing an organizational environment that reflects CHI’s values, creating a culture of trust, transparency, respect, and collaboration
  • Help define and create strategies for the organization’s culture goals, including workplace and operating norms in its fully remote structure
  • Develop and implement ways of operating that leverage best practices across systems, processes, and policies that impact the overall people and culture experience throughout the organization and elevate employee engagement and wellbeing

Key Qualifications

  • Motivated by the mission of CHI and the Centering model with a strong commitment to Health Equity, Racial Equity, Inclusion, Belonging and Value-Centered work
  • Minimum of 10 years of experience leading human resources, employee relations/engagement, and DEIB and people/culture teams, with the majority of that time in a progressive non-profit or social change organization
  • Degree in a relevant field, subject-matter or equivalent work experience leading nonprofit human resources, people, culture, and DEIB functions as both a direct supervisor and team leader; certifications - such as DEIB, PHR, SHRM-CP, or SHRM-SCP - will be recognized but are not required
  • Extensive experience leading national, remote teams
  • Ability to link broader organizational vision and goals to the design and implementation of effective systems and processes 
  • Demonstrated ability to articulate a clear vision and build consensus around it in order to move multiple work functions forward; capacity and experience in complex project management
  • Ability to motivate and engage team members by ensuring that people/culture policies and practices and internal culture are aligned with and reflect organizational core values and mission
  • Experience partnering with team members, senior leaders, and other stakeholders to lead and manage complex organizational change, including introducing changes to the People functions across an organization
  • Experience as a senior executive organizational leader who brings a high level of emotional intelligence, maturity, and integrity to sensitive and confidential information
  • Track record and comfort with coaching and developing peers and more senior leaders
  • Keen sense of prioritization and multitasking, and experience in relating to others who represent a variety of backgrounds, skills sets, and experiences
  • Track record in multiple aspects of human resources, including staff development and talent management strategies, as well as a successful track record of building, leading, and/or executing a progressive human resources function through strong knowledge of federal, state, and local employment laws and regulations, and experience mediating and solving complex conflicts and personnel investigations related to EEO laws and disciplinary matters
  • Known for developing progressive policies and practices and tracking people, culture, equity, and HR trends, including proficiency in HRIS systems and knowledge of best practices for managing personnel-related risk
  • Working knowledge of complex budgets and experience managing them effectively
  • Ability to work independently, prioritize tasks, and work in a dynamic team environment with tight deadlines, sometimes under ambiguous or challenging circumstances

Salary, Benefits & Location

The starting salary range for the Chief People & Culture Officer role is $180,000 - 190,000, based on the qualifications and number of years of relevant experience the selected candidate brings. 


Centering Healthcare Institute offers a comprehensive benefit package which includes but is not limited to: health, dental and vision insurance, 14 paid holidays, 401k retirement plan with matched employee contribution up to 6%, and flexible vacation time (unaccrued vacation time that full-time eligible staff can utilize after three months working with CHI), among many other health and wellness offerings.


Centering Healthcare Institute’s team members work remotely. The Chief People & Culture Officer can be based anywhere in the continental U.S. and the person in this role will need to be able to travel nationally, approximately 20% of the calendar year, to various venues in order to meet with stakeholders.


Work is sedentary in nature and performed in a remote office environment and will involve frequent phone and email contact with stakeholders. 

To Apply

Centering Healthcare Institute has engaged Axis Talent Partners to lead this search process. With a strong track record of recruiting successful leaders from diverse backgrounds, Axis is a consultant and executive search firm that partners with social impact organizations to center equity and inclusion in search processes. Interested candidates should submit an application, including a resume and responses to the application questions, detailing their qualifications for the position and their interest in CHI’s mission: HERE.



Vaccination Requirements 

As a condition of employment, in states where enforceable, each candidate selected for employment will be required to have received at least one dose of a COVID-19 vaccination prior to the selected candidate’s start date with the Company and be fully vaccinated (as that term may be defined by the CDC) within 30 days from that date, unless approved for an exemption. We are a healthcare consulting company committed to putting health and safety first for our staff, partners, constituents, and the larger communities in which we live and work. 


Proof of at least one dose of a COVID-19 vaccination will be required prior to the scheduled start date, and proof of full vaccination will be required no later than 30 days after the start date. The Company will review requests for exemption on a case-by-case basis and provide reasonable accommodations to employees needing exemptions due to disability or sincerely held religious beliefs wherein doing so would not result in an undue hardship. 


Equal Opportunity Employer

Centering Healthcare Institute actively seeks to build a diverse staff that is reflective of the populations we aim to serve and the communities where we work. CHI encourages multiple perspectives and experiences and strives to hire and retain a diverse workforce. Our employees are passionate, curious, and eager for the challenge of changing healthcare. 


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