Vice President of People

Build the HR function for the fastest-growing med spa platform in the country!

ABOUT AVIVA AESTHETICS

Aviva Aesthetics is the fastest-growing platform in medical aesthetics — and the only one that is owned and operated by med spa owners, not private equity. In just 18 months, we have grown to 15 partner locations and are on a clear path to 50 over the next three years. Unlike private equity consolidators, Aviva was built by and for med spa owners — preserving the autonomy and entrepreneurial identity that made these practices successful while delivering the operational infrastructure, capital access, and strategic support that allows them to scale further and faster than they ever could alone.

We are not a roll-up. We are a platform — and we are redefining what it means to be a partner in the medical aesthetics industry.

WHY THIS ROLE

This is not a maintenance role. It is a build role at a company on an exceptional growth trajectory — and the right person will grow with it.

You will work directly with the CEO and board of directors, with a clear line of sight to becoming Aviva's first Chief Human Resources Officer as the platform scales. The equity component of this role is meaningful — and becomes more so with every partner location we add.

Over the coming years, you will have:

•     Built a compliance and HR infrastructure that every partner location operates from with confidence — eliminating the exposure and inconsistency that exists across the platform today

•     Standardized payroll and people operations across a 50 location network through Paylocity, creating systems that scale without adding headcount

•     Designed incentive compensation frameworks that align top-performing providers with Aviva's growth — becoming one of the most tangible retention tools in the platform

•     Grown into the trusted HR leader for both the Aviva corporate team and every practice owner in the network — the person they call first when they have a people challenge

•     Helped scale the corporate team from 4 to 20 and built the people infrastructure that supports continued growth

THE ROLE

Here is a truth about med spa owners: they are exceptional clinicians and entrepreneurs, but HR is almost universally their greatest operational challenge. Compliance exposure, inconsistent payroll practices, provider compensation structures that bleed retention, and no playbook for any of it. These owners want help desperately — they just have never had the resources to get it.

Until now. When Aviva partners with a practice, one of the most tangible and immediate benefits they receive is access to a world-class HR infrastructure and a VP of People who actually understands their world. You will walk into these practices as a trusted expert and a genuine resource. The reception is not resistance — it is relief.

As Aviva's first dedicated HR hire, you will build this function from the ground up. The primary mandate is external: designing and deploying the compliance infrastructure, payroll standardization, and people systems that give our partner practices the foundation they need to operate with confidence. The secondary mandate is internal: building and scaling a high-performing corporate team from its current four-person footprint to 15-20 professionals over the next 24 months.

Compensation: $160-175K base salary (based on experience) performance bonus meaningful equity participation in Aviva's growth. The equity component reflects the foundational nature of this role — you are not just filling a seat, you are building something that will compound in value as we scale to 50 locations and beyond.

WHAT YOU WILL OWN

Partner Network (Primary)

•     Assess HR compliance across all partner locations and drive remediation — every practice operating legally and consistently

•     Lead platform-wide Paylocity adoption, becoming the single standard for payroll and HR across the network

•     Build the Partner HR Playbook — practical templates and toolkits for hiring, onboarding, compensation, leave, and employee relations

•     Design production-based incentive compensation models for clinical providers that partners can adopt to attract and retain top talent

•     Serve as the trusted HR advisor partner owners actually use — accessible, practical, and attuned to the med spa environment

Corporate Team (Secondary)

•     Partner with the CEO to scale the corporate team from 4 to 15-20 — defining structure, roles, and hiring standards

•     Build performance management, compensation frameworks, and people operations that support a high-growth corporate environment

WHAT WE'RE LOOKING FOR

This role is intentionally designed for a builder — someone with deep HR operations and compliance experience who is energized by ambiguity, standardization, and creating systems that scale. The strongest fit is likely a Director, Head of HR, or senior HRBP from a multi-unit environment who has already been operating above their title and is ready for their first true VP seat. If you have spent your career maintaining what others built, this is not the right role. If you have spent it building, we want to talk.

Required

•     Progressive HR leadership experience in multi-unit, multi-state environments — franchise, MSO, DSO, or similar distributed models strongly preferred

•     Proven track record building HR infrastructure from the ground up: HRIS, payroll standardization, compliance programs, comp frameworks — in scaling, somewhat messy environments

•     Strong HR operations and compliance depth

•     Comfort being a player-coach for the next 12-24 months — personally implementing, not just directing

•     Demonstrated ability to drive adoption and standardization across operators who do not report to you

•     Experience with Paylocity or comparable HRIS/payroll platforms

•     Willingness and ability to travel up to 20% to partner and corporate locations

•     Bachelor's degree required; master's degree or SPHR/SHRM-SCP certification preferred

Strongly Preferred

•     Experience designing incentive and production-based compensation models for clinical or licensed providers in a healthcare or aesthetic services setting

•     Familiarity with the aesthetics, med spa, or broader healthcare services industry

•     Experience in an MSO, DSO, or similar services platform roll-up environment

LEADERSHIP ATTRIBUTES

•     Comfortable building structure in ambiguity — this role requires creating, not inheriting

•     Strong advisor mentality: you build trust through expertise and reliability, not positional authority

•     Clear, direct communicator who handles difficult conversations with professionalism and calm

•     High emotional intelligence; naturally the person others seek out for guidance

•     Organized, self-directed, and highly accountable with a strong ownership orientation

•     You drive strategy and recommend boldly, with major decisions made in partnership with leadership

•     Ability to quickly assess individual med spa environments and identify opportunities for HR improvement

•     Deep personal commitment to compliance, equity, and building workplaces where people thrive

ROLE CONTEXT

The VP of People will operate as a true strategic partner to the CEO and executive team. You will drive HR strategy, build systems and frameworks, and own the function end-to-end. This is a role for someone who wants to build — who is energized by ambiguity, ownership, and the opportunity to shape a people function that scales with a category-defining company.

PHYSICAL REQUIREMENTS

Prolonged periods working at a computer and on video conference. Ability to travel by air and ground to corporate and partner locations as needed (up to 20%).

APPLICATION PROCESS

As part of our hiring process, all applicants are required to complete the Predictive Index Behavioral Assessment. This assessment takes approximately 5-10 minutes, is self-administered online, and helps us better understand how each candidate naturally works.

Please complete the assessment here: https://assessment.predictiveindex.com/bo/2WMG/VPofPeople_May2026_133555

Applications will not be considered complete until the assessment is submitted. We appreciate your investment in the process and look forward to learning more about you.