Director, People & Culture

Founded in 1977 as the Senior Care Action Network, SCAN began with a simple but radical idea: that older adults deserve to stay healthy and independent. That belief was championed by a group of community activists we still honor today as the “12 Angry Seniors.” Their mission continues to guide everything we do.

Today, SCAN is a nonprofit health organization serving more than 500,000 people across Arizona, California, Nevada, New Mexico, Texas, and Washington, with over $8 billion in annual revenue. With nearly five decades of experience, we have built a distinctive, values-driven platform dedicated to improving care for older adults.

Our work spans Medicare Advantage, fully integrated care models, primary care, care for the most medically and socially complex populations, and next-generation care delivery models. Across all of this, we are united by a shared commitment: combining compassion with discipline, innovation with stewardship, and growth with integrity.

At SCAN, we believe scale should strengthen—not dilute—our mission. We are building the future of care for older adults, grounded in purpose, accountability, and respect for the people and communities we serve.

The Opportunity

The Director, People & Culture is a trusted advisor to senior leadership, responsible for shaping workforce and organizational strategies that advance business performance and long-term growth. The role leads organization design, talent strategy, leadership effectiveness, workforce planning, and cultural transformation efforts while providing strategic counsel on change management, employee relations, succession planning, and organizational health. Through a combination of business acumen, people expertise, and data-driven insights, this leader ensures the organization has the talent, capabilities, and culture needed to achieve its strategic objectives. This individual will manage a Senior Manager level HRBP.

You Will
Serves as a strategic advisor to executive leadership, shaping organization design, workforce planning, leadership effectiveness, succession strategies, and talent investments that enable business growth and organizational performance.

Leads the development and execution of enterprise and business-unit people strategies, including talent management, employee engagement, performance management, change management, leadership development, workforce transformation, and culture initiatives.

Partners with senior leaders to define future-state operating models, organizational structures, job architecture, workforce capabilities, and talent strategies that support evolving business priorities and long-term organizational effectiveness.

Provides strategic guidance and oversight for complex employee relations matters, organizational changes, restructurings, workforce reductions, executive talent decisions, and risk mitigation efforts, ensuring alignment with organizational values and regulatory requirements.

Uses workforce analytics, organizational insights, and external market intelligence to identify trends, assess organizational health, and inform executive decision-making related to talent, engagement, productivity, and organizational effectiveness.

Partners with leaders on talent acquisition, succession planning, compensation strategy, leadership assessments, and high-potential talent development to strengthen organizational capability and retention.

Leads and develops a team of People & Culture professional(s), establishing priorities, coaching team members, and ensuring delivery of high-quality HR solutions across supported client groups.

Sponsors large-scale organizational transformation initiatives, including business redesign, technology adoption, AI-enabled workforce strategies, cultural evolution, and change management programs that drive enterprise outcomes.

Shapes and influences People & Culture policies, programs, practices, and governance frameworks that have significant impact on employee experience, organizational performance, compliance, and long-term business success.

We seek Rebels who are curious about AI and its power to transform how we operate and serve our members.

Actively support the achievement of SCAN’s Vision and Goals.

Other duties as assigned.

Your Qualifications

• Bachelor’s Degree in Human Resources, Business Administration or related field of study. A comparable combination of education/experience and/or training will be considered.
• PHR, SPHR, SHRM-CP, or SHRM-SCP designation, preferred
• 7-10 years of related experience including HRBP or generalist experience
• 5 years of leadership experience
• Leadership - Skilled to develops others
• Business Insight - In-Depth understanding of the business
• Problem Solving - Good problem-solving skills
• Strategic Mindset - Creates strategies to sustain competitive advantage
• Ability to foster teamwork.
• Decision-making skills.
• Leadership skills.
• Oral and written communication skills.
• Detail oriented.
• Ability to meet deadlines.

What's in it for you?

• Base Pay Range: $147,900 to $203,838 annually
• Work Mode: Mostly Remote
• An annual employee bonus program
• Robust Wellness Program
• Generous paid-time-off (PTO) along with 11 paid holidays per year, 1 floating holiday, birthday off, and 2 volunteer days
• Excellent 401(k) Retirement Saving Plan with employer match
• Robust employee recognition program
• Tuition reimbursement
• An opportunity to become part of a team that makes a difference to our members and our community every day!

We're always looking for talented people to join our team!  Qualified applicants are encouraged to apply now!

At SCAN we believe that it is our business to improve the state of our world. Each of us has a responsibility to drive Equality in our communities and workplaces. We are committed to creating a workforce that reflects our community through inclusive programs and initiatives such as equal pay, employee resource groups, inclusive benefits, and more.

SCAN is proud to be an Equal Employment Opportunity and Affirmative Action workplace. Individuals seeking employment will receive consideration for employment without regard to race, color, national origin, religion, age, sex (including pregnancy, childbirth or related medical conditions), sexual orientation, gender perception or identity, age, marital status, disability, protected veteran status or any other status protected by law. A background check is required.

Equal Opportunity Employer/Protected Veterans/Individuals with Disabilities

The contractor will not discharge or in any other manner discriminate against employees or applicants because they have inquired about, discussed, or disclosed their own pay or the pay of another employee or applicant. However, employees who have access to the compensation information of other employees or applicants as a part of their essential job functions cannot disclose the pay of other employees or applicants to individuals who do not otherwise have access to compensation information, unless the disclosure is (a) in response to a formal complaint or charge, (b) in furtherance of an investigation, proceeding, hearing, or action, including an investigation conducted by the employer, or (c) consistent with the contractor’s legal duty to furnish information. 41 CFR 60-1.35(c)