Vice President Human Resources

About the Company

The Vice President, Human Resources is a working executive accountable for the design, governance, execution, and outcomes of all human capital frameworks in alignment with the organizational strategies and objectives. This role functions as a working executive position, with the Vice President actively engaged in execution and delivery rather than serving solely as a departmental overseer. Human Resources operates as an execution and enforcement function driven by applicable federal, state, and local law, healthcare regulatory requirements, and company policies and conditions of employment. It operates in service of the company’s objectives and mission. Employees are a critical organizational asset and are managed to ensure performance, compliance, and alignment with enterprise standards.

About the Role

The Vice President, Human Resources is responsible for establishing and enforcing systems that ensure:

• Legal and regulatory compliance
• Recruitment, Retention, Attrition of workforce capability and performance
• Organizational discipline and accountability
• Scalable infrastructure to support a 24/7 clinical-operational environment

This role carries both executive leadership authority and direct operational accountability and requires active hands-on execution, and full ownership of outcomes.

Responsibilities

CORE PRINCIPLES OF THE ROLE:

• The Vice President, Human Resources actively designs and governs all Human Resources systems and is accountable for their execution in alignment with applicable federal, state, and local law, healthcare regulatory requirements, and company policies and conditions of employment.
• The organization defines standards; Human Resources ensures adherence.
• All Human Resources authority is exercised under the direction and governance of the Chief Operating Officer.
• Leadership is accountable for workforce performance; Human Resources enforces the systems that enable and govern that performance.
• Compliance is non-negotiable and must be proactively managed.
• Human Resources is not advisory-only; it is an enforcement and execution function.
• Organizational need, performance, and regulatory compliance take precedence in all Human Resources decisions.

The following functions report directly to the Vice President, Human Resources:

• Recruitment / Talent Acquisition
• Employee Relations and Investigations

ESSENTIAL DUTIES AND RESPONSIBILITIES:

In collaboration with and at the direction of the Chief Operating Officer, the Vice President, Human Resources is responsible for:

Organizational Governance & Workforce Control

• Establish and enforce HR policies and standards
• Ensure alignment with organizational objectives
• Maintain centralized HR governance
• Enforce uniform application of policies

Legal, Regulatory, and Compliance Oversight

• Enforce compliance with all employment laws
• Lead employment risk management
• Lead investigations
• Coordinate with external counsel at the direction and governance of the COO

Workforce Performance Systems

• Implement performance management systems
• Provides leadership over performance management, corrective action, and separation decisions
• Enforce accountability

Talent Acquisition

• Lead hiring frameworks
• Ensure alignment with organizational needs
• Maintains direct leadership and operational control over Recruitment
• Directly involved in hiring decisions
• Succession planning and execution

Compensation and Benefits

• Recommend and develop compensation strategy
• Ensure defensibility and consistency

Employee Relations

• Maintains direct leadership and operational control over Employee Relations/Investigations
• Leads employee complaints and grievance resolution
• Directly involved in investigations and resolutions of employee matters
• Enforce conduct standards

Policy Control

• Develop and enforce policies
• Maintain version control

Training and Development

• Design and implement HR-related training
• Support leadership capability

Workforce Metrics

• Maintain and analyze HR data and trends
• Drive improvements

Executive Accountability

• Serve as senior leader accountable for execution and outcomes
• Act as a trusted advisor to the leadership

Competency Management

• Establish, assess, and enforce competencies in collaboration with departmental leadership; departmental leadership remains accountable for role-specific competency and performance
• Maintain audit-ready documentation
• Require revalidation and corrective action

Qualifications

• Bachelor’s degree required (Human Resources, Business, Labor Relations, or related)
• Master’s degree preferred (MBA, MHRM, MSIR, or Organizational Psychology)

Professional certifications preferred:

• SHRM-SCP
• SPHR
• 12–15 years progressive HR leadership experience
• 5–7 years at a senior/enterprise level
• Proven leadership across:
• Employee relations
• Talent management
• Compensation and benefits
• Compliance and investigations
• Organizational design and change management