Description

POSITION SUMMARY:

Empass Healthcare through its family of companies is seeking a Vice President of Human Resources to join our executive team. The ideal candidate possesses a growth mindset, has extraordinary leadership talent, and is an expert in all aspects of human capital management. Additionally, they are an experienced and proactive learner, with high-level communication skills, and extensive knowledge in healthcare services. This flexible remote position may be located in the Tri-State with some travel required. 

Empass provides medical innovation and technology solutions to enhance connection, collaboration, and mobilization – changing the way we experience healthcare. 

Enhancing the coordination of care between providers and partners while enabling patients to take a more active role in their treatment and overall well-being. 

We are the changemakers, healthcare innovators and educators on a mission to redefine access to care. We go beyond coverage and convenience, to deliver a more collaborative healthcare experience for patients, providers, and partners. Fostering the kind of communication that adapts to our communities’ needs. Emphasizing the importance of understanding our unique situations and perspectives and truly meeting people where they are, medically, emotionally, and geographically. We are mobilizing an industry that has been static – empowering each of us to be an active participant in treatment, so together we can improve.

If you have the talent and desire to make an impact across the world, then join us at Empass Healthcare, Inc., for exciting career opportunities. Thriving on a diverse company culture, celebrating the uniqueness of our employees, and committed to inclusion. Proud to be an equal opportunity employer. We are looking to become one of the largest comprehensive and broadly-based healthcare company. 

Our Family of Companies throughout the world compete in consumer, healthcare services, medical devices, equipment & diagnostics markets and have the skills and resources to tackle the world's most pressing health issues.

ESSENTIAL DUTIES AND RESPONSIBILITIES:

Key Responsibilities

• Build employee belief and commitment to the company’s vision and culture.
• Lead an effective Talent Management function including recruiting processes, policies, training and development, performance management, succession planning, reward and recognition, and employee engagement events, to result in the attraction and retention of high-performing employees.
• Oversee and develop strong KPIs that ensure the success of the entire organization.
• Establish and maintain operational budgets and progress reporting, ensuring alignment to educated projections.
• Work diligently with brand partners to exceed and satisfy shared expectations.

Talent Acquisition

• Implement an employer brand strategy that supports our growth and represents our culture and experience.
• Establish hiring processes and measures that ensure we are actively hiring top talent through an amazing candidate experience.
• Develop long-term and short-term strategic plans that build a global and segmented talent pipeline for future hiring needs.
• Develop trusted relationships with business leaders, hiring managers, and other stakeholders to recommend and successfully implement innovative and effective recruitment and branding strategies.

Talent Development

• Ensure that each employee receives a comprehensive onboarding experience welcoming new hires into our culture and setting them up with a solid foundation for success.
• Develop leadership programs to support long-term visions and strategies for onboarding, personal and professional retreats, development programs, the company’s approach to supporting key talent, and manager development (including strategic guidance in how these programs support global growth).
• Consistently analyze, translate, and leverage data to gain buy-in and leadership support for organizational-wide Talent Development initiatives.

Performance

• Ensure all departments and individuals have goals and objective metrics that are established, measured, communicated, and acted upon.
• Create performance review processes that lead to clear feedback and understanding of roles/expectations.
• Own talent management cyclical programs to ensure both performance awareness and leadership results are communicated clearly and effectively.
• Ensure the organization has a strategic plan supporting succession planning, talent management, and organizational design strategies.

Payroll/Benefits

• Evaluate current HRMS as company scales, maintaining adoption, accuracy, and quality of employee data as it relates to HR, payroll, benefits, and compliance.
• Establish payroll plans and models that ensure payroll aligns with the financial and operational needs of the business while evaluating efficiency opportunities.
• Build a benefits strategy that mutually supports the long-term goals, financial plans, and benefits of both the company and employee.
• Ensure compliance with all national and international laws and regulations for global recruiting and employment practices.

Engagement

• Develop recognition programs that acknowledge staff accomplishments and wins.
• Measure staff engagement and build action plans to improve the employee experience.
• Establish a strategy that supports inclusion and diversity growth.
• Foster a progressive, proactive approach in building solutions to increase employee engagement, talent enablement, and retention across the organization.

Culture

• Create and execute a strategy that builds our culture as we scale.
• Establish culture as critical criteria in all aspects of the employee lifecycle, including hiring decisions, promotions, recognition, and terminations.
• Lead internal communications strategy, development, and execution.
• Establish metrics at each life cycle and drive improvements through cross-functional People & Culture organizational efforts.

Requirements

REQUIRED AND PREFERRED EDUCATION, EXPERIENCE, AND CREDENTIALS:

• 8 years of demonstrated executive experience in human resources, organizational development, learning and development, and diversity/equity.
• Master’s degree, or commensurate experience, in HR, Organizational Development, or related fields.
• Experience leading HR teams of at least 5-30 employees.
• High-growth (45% YoY) organization experience.
• Knowledge/experience with employment laws and labor legislation in the USA; some global experience preferred.
• Strong leadership and planning skills; ability to effectively design/execute a vision.
• Exceptional relationship-building abilities.
•  Demonstrate a forward-thinking mindset while constantly considering long-term business impacts. 

 Certifications

• Senior Professional in Human Resources (SPHR)
• SHRM Senior Certified Professional (SHRM-SCP)
• Professional in Human Resources (PHR)
• Certificate in Human Resource Management
• Chartered Institute of Personnel and Development (CIPD)
• DiSC Trainer Certification
• Certified ScrumMaster (CSM)
• Lean Six Sigma Certification
• Certified Professional Coach (CPC)
• Chartered Professional in Human Resources (CPHR

PHYSICAL REQUIREMENTS:

We will consider candidates who meet the specific job qualifications, whether they are located near New York City or Albuquerque, NM office, or remotely. Please visit vipstarnetwork.com to learn more.