Vice President, Human Resources

At Alto Neuroscience, you will play a pivotal role in advancing precision psychiatry and improving how mental health disorders are treated. Join us in building the next generation of personalized neuroscience-based therapeutics. Primary Role The primary focus of this position is to oversee the human resource's function which includes talent acquisition, compensation, benefits, employee relations, training, employee development, and HR legal compliance. This position leads the company’s human resources efforts necessary to scale the business and lead the people strategy in a high-growth environment. The VP HR will act as a key advisor to the COO and CEO and all other executives in the company, as well as the Compensation and Benefits Committee of the Company’s Board of Directors. The Head of HR and team will be the primary point of contact with key vendor partners including the professional employment organization, recruiting partners, benefit providers, 401k providers, and payroll processing vendors. What you’ll do Direct the HR strategic planning to create the company’s human resources infrastructure which includes all employee life cycle needs. Develop future‑thinking workforce plan models that support the growth, strategy and culture as Alto moves toward commercialization. Create, standardize, and implement human resource best practice procedures to enable the company and employee population to grow. Translate strategic and tactical business plans into a coherent and actionable HR strategy backed by strong operational execution. In collaboration with other organizational leaders, develop, enhance, and lead organization development and supporting learning and development strategy. Work with management of all levels on a variety of HR and business‑related issues, both strategic and operational. Provide effective consultative services to management and staff on a wide range of human resource topics; provide constructive feedback to employees and managers, as appropriate. Analyze trends in executive and non‑executive compensation and benefits; research and establish competitive base, incentive, and equity programs to ensure the organization attracts and retains top talent. Interface with executives and Board members regarding executive compensation, human resources related policies and other corporate governance matters. Administer HR policies, procedures, and operating systems that provide legal compliance, adapt to our growing business, and stay current with industry trends. Complete and augment new HRIS platform and benefit broker partner to maximize capabilities and enhance the employee experience. Create and oversee HR learning and development programs and initiatives that provide internal development opportunities for employees. Oversee creative and systemic talent acquisition efforts and set strategies to attract and retain top tier talent. Partner with leaders in the development and oversight of recruiting, onboarding, integration, and retention efforts. Oversee and ensure that rewards programs are comprehensive, competitive, and in alignment with business goals. Oversee compensation and remuneration policies and procedures. Manage, communicate, and educate on legal and regulatory requirements, including EEO/Affirmative Action Plan, ERISA, Wage and Hour issues, federal and state labor standards, etc. in multi‑state and local jurisdictions. Partner with Finance and Legal to ensure compliance with federal, state, and local employment laws and regulations, immigration requirements, and recommended best practices; reviews policies and practices to maintain compliance. Support all necessary reporting requirement needs. In collaboration with the company’s legal department, oversee employee disciplinary meetings, terminations, and investigations. Create and implement performance management systems that enhances accountability and drives stellar performance. Implement leadership development and management training to continuously improve effectiveness of coaching for all organizational people leaders. Hire and develop an HR team to continue to be a high‑performing asset of the business that evolves practices as the business evolves. Partner with Finance in overseeing organizational headcount budget, people‑related costs and departmental budget. Model company culture and champion core values, leading initiatives to retain and strengthen company culture. Oversee the HR budget. Location Onsite - Mountain View, CA Salary Range $250K to $325K Base Salary *depending on qualifications and experience level Qualifications Required Skills Bachelor’s degree; MBA and/or HR certifications preferred. Minimum of 5 years in an executive‑level human resources position managing teams. Experience in both large companies and small growth firms to build systems fit for today but malleable for future growth. Must have experience in entrepreneurial culture with ability to act tactically and plan strategically. A minimum 10‑12 years of experience at Senior or Director level gained through increasingly responsible management positions within Human Resources. +3‑5 years’ experience with publicly traded biotech. Broad knowledge and experience in all aspects of human resources including talent management, employee relations, compensation and benefits, training and development, and organizational design. Worked in both high growth and start up environments as well as large organizations. Proven experience working with Boards of Directors and Compensation Committees. Highly creative, collaborative, and thrives in a dynamic, dispersed, and diverse matrixed environment. Proven skills as an effective team player who can engender trust, credibility, and confidence within and outside the company; must be a relationship builder. Experience leading organizational capability builds in companies going in the R&D stage is a plus but not required. Prior experience performing on/within executive team/C‑level and partnering with senior level functional leaders to understand the interface where HR can support and propel each team’s responsibilities. Previous experience at a research‑based and clinical‑based organization a plus but not required. In‑depth knowledge of domestic human resource processes, employment legislation, and legal regulation. Familiarity with US immigration and visa requirements is helpful. High social and emotional intelligence with experience establishing relationships as a trusted advisor at all levels in the organization. Self‑motivated and curious with a strong desire for continuous learning. Approachable and high energy to create enthusiasm and engender trust. Strong business acumen, attention to detail, and efficiency required. The above is intended to describe the general content of and requirements for the performance of this job. It is not to be construed as an exhaustive statement of duties, responsibilities or physical requirements. Nothing in this job description restricts management’s right to assign or reassign duties and responsibilities to this job at any time. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions. #J-18808-Ljbffr