Director, Experience and Culture

Job Summary

The Director, Experience & Culture sets the company strategy and operating model for

strengthening team member engagement, culture, and the day-to-day team member

experience across National Veterinary Associates. Reporting to the VP, Talent &

Organizational Effectiveness, this role serves as a strategic advisor to People, Field

Operations, Medical, and business leaders and translates NVA's values and people

priorities into scalable programs, leadership practices, and measurable workforce

outcomes. The Director owns the company team member-listening architecture, culture

activation roadmap, recognition and belonging strategy, and experience standards across

key moments in the team member lifecycle.

Essential Job Responsibilities

• Define and lead a multi-year Experience & Culture strategy aligned with NVA's business
  
  

priorities, People strategy, values, and workforce needs across 1300 sites and the

support center

• Own the company team member-listening strategy, including annual engagement
  
  

surveys, targeted pulse checks, lifecycle surveys, focus groups, qualitative listening,

segmented insight generation, and action-planning governance

• Establish the company culture and leadership-behavior framework, translating NVA's
  
  

values into clear expectations, practical leader routines, team agreements, and

consistent ways of working

• Set experience standards across priority moments in the team member lifecycle,
  
  

including onboarding, early tenure, role transitions, leadership changes, development,

internal mobility, and exit

• Develop the field activation model for Experience & Culture, including hospital
  
  

playbooks, leader toolkits, site champion networks, implementation guidance, and

targeted interventions for hospitals, regions, or functions showing engagement or

retention risk

• Integrate culture and team member-experience considerations into company
  
  

transformations, acquisitions, operating-model changes, technology implementations,

and major workforce initiatives; establish listening and adoption measures for affected

populations

• Lead NVA's inclusion, belonging, and community-building strategy, including ally and team
  
  

member resource groups, to foster connection, representation, and an environment where

all team members can thrive.

• Lead, coach, and develop the Experience & Culture team; establish clear
  
  

accountabilities, operating rhythms, and performance expectations

• Manage the Experience & Culture operating plan, budget, technology, vendors, program
  
  

governance, implementation risks, and measurement approach; evaluate program

effectiveness and redirect investment when impact is not demonstrated

Key Deliverables/Outcomes

• Three-year Experience & Culture strategy and annual operating plan approved, funded,
  
  

And Translated Into Clear Company Priorities, Milestones, Accountabilities, And

outcome measures

• Company team member-listening architecture implemented with annual survey,
  
  

targeted pulses, lifecycle listening, segmented insight readouts, confidentiality

standards, and action-planning governance across all divisions

• NVA culture and leadership-behavior framework developed and embedded into
  
  

onboarding, leadership development, performance expectations, recognition,

communications, and team routines

• Experience & Culture dashboard and quarterly executive review established with
  
  

actionable trends, workforce risks, intervention priorities, and progress against

company outcomes

Success Metrics/KPIs

• Engagement index: year-over-year improvement in favorable responses on core
  
  

engagement items at company, division, region, and hospital levels

• Action-plan completion and effectiveness: percentage of required plans completed on
  
  

time and measurable improvement in the priority items addressed

• Priority-site recovery rate: percentage of identified hospitals or regions showing
  
  

sustained improvement in engagement, leadership, wellbeing, or retention indicators

following intervention

• Recognition reach and participation: percentage of team members giving or receiving
  
  

meaningful recognition and representation across roles, locations, and work schedules

• Program adoption and impact: participation, completion, behavior change, and
  
  

targeted workforce outcomes for culture, leadership, onboarding, wellbeing, and

recognition programs

• Team member confidence in follow-through: favorable response to whether leaders
  
  

listen, communicate actions, and make meaningful improvements based on feedback

Key Internal and External Stakeholders

Internal: Chief People Officer; VP, Talent; People Leadership Team; People Business

Partners (PBPs); Field Operations and Medical Operations leadership; Internal

Communications; Learning & Development; Talent Management and Succession; People

Operations; People Analytics and People Systems; Total Rewards and Benefits; Talent

Acquisition; Inclusion & Belonging; Legal, Compliance, and Safety; M&A and Integration

teams; and hospital leadership teams.

External: Engagement and pulse-survey platform vendors; recognition technology

providers; wellbeing, mental-health, and team member-assistance partners; leadership?development and executive-coaching providers; culture and organizational-development

consultants; facilitation and learning partners; employer-brand agencies; veterinary

professional associations; and healthcare and workforce benchmarking organizations.

Experience

• 8 years of progressive expertise in team member experience, engagement,
  
  

organizational development, culture, change, talent management, people partnering,

leadership development, or closely related People roles

• Experience supporting large, multi-site, distributed, frontline-heavy organizations;
  
  

veterinary services, healthcare, hospitality, retail health, or another clinical or service

environment strongly preferred

• Demonstrated experience developing and executing a company Experience & Culture
  
  

strategy and translating broad priorities into scalable programs, field tools, governance,

and sustained operating routines

• Experience advising senior executives and influencing leaders across People,
  
  

Operations, Medical, and other functions in a complex, matrixed organization

• Experience integrating culture and team member experience into acquisitions,
  
  

Reorganizations, Technology Implementations, Or Other Complex Company

transformations preferred

• Exceptional executive communication, facilitation, storytelling, and data-to-insight
  
  

skills, with the ability to simplify complex workforce issues for varied audiences

Education / Certifications / Licensing

• Bachelor's degree in People Management, Organizational Development, Industrial?Organizational Psychology, Communications, Business Administration, Healthcare
  
  

Administration, or a related field required

• Master's degree in Organizational Development, Industrial-Organizational Psychology,
  
  

Business Administration, Healthcare Administration, or a related discipline preferred

• SHRM-SCP, SPHR, or a comparable senior-level People certification preferred
• Certification or demonstrated proficiency in Gallup, or a comparable tool preferred
• Familiarity with People systems, analytics, learning, recognition, and workflow
  
  

platforms such as Dayforce, , or comparable systems preferred

• Veterinary or clinical license is not required; familiarity with veterinary healthcare,
  
  

clinical teams, or 24/7 care environments is strongly preferred

Job requirements, including essential job responsibilities, key deliverables and outcomes,

and success metrics, are subject to change based on business needs

Compensation

FLSA Status: Exempt, Salaried

Base Salary: $170,000-180,000

Annual Incentive Plan: 20%