Director, Field People Business Partner

Location:

Remote; but must be in Northeast (ideally in PA, NY, NJ, MA, CT, or RI)

Job Summary:

The Field PBP Leader owns the overall People strategy and PBP execution for an assigned region, partnering directly with Regional and Area Vice Presidents and overseeing the Field PBP team. The role is the escalation point for region-level People matters and complex business-partnership issues, leads workforce planning and capacity discussions, and ensures consistent execution of company People programs and standards across their assigned region. As the future-state model evolves, the Field PBP Leader also helps integrate hospital/site-level People support into the regional structure.

Essential Job Responsibilities:

• Own the regional People strategy and serve as the senior People advisor to Regional/Area VP(s), translating business priorities into workforce, talent, leadership, and culture actions
• Lead regional workforce planning, capacity assessment, deployment, and staffing alignment in partnership with Operations leaders and Field PBPs
• Oversee, coach, and develop Field PBPs, setting clear priorities, service expectations, role boundaries, and consistent ways of working across the region
• Serve as the escalation point for region-level People matters, complex business-partnership issues, and situations requiring broader coordination with TMR, Legal, Talent & OE, or other People functions
• Ensure consistent delivery of company talent reviews, succession planning, performance coaching, new-leader onboarding/connection, engagement, culture, and People program rollout across sites
• Oversee regional workplace complaint intake and Tier 1 triage processes, ensuring complex, sensitive, or high-volume matters are escalated to TMR in accordance with company standards
• Coach Regional/Area and hospital leaders on organization effectiveness, manager capability, performance, workforce decisions, team dynamics, and change adoption
• Identify regional workforce trends, recurring issues, capability gaps, and hotspots and translate them into focused actions or company escalation
• Support integration and role clarity for hospital/site-level People resources within the Field PBP structure as final reporting and service-delivery decisions are implemented

Key Deliverables/Outcomes:

• Regional People strategy and workforce plan aligned to operating priorities, staffing demand, and company standards
• Consistent Field PBP execution across talent, succession, performance, new-leader support, engagement, and company People programs
• Clear escalation, ownership, and handoffs for regional People and TMR matters
• Regional trend, workforce, and organizational insights for VP, People Business Partners and Operations leadership
• Defined operating routines and integration approach for Field PBPs and hospital/site-level People support

Success Metrics/KPIs:

• Regional leaders receive timely, consistent, and practical People partnership aligned to company standards
• Workforce planning, talent review, succession, and People program milestones are delivered on time across the region
• Field PBP performance, capability, and consistency improve through coaching, calibration, and clear service expectations
• Complex People and TMR matters are escalated appropriately with clear ownership and documentation
• Regional workforce, engagement, and recurring People themes are identified early and translated into actions

Key Internal and External Stakeholders:

Internal Stakeholders: VP, People Business Partners; Regional and Area VPs; hospital/site leaders; Field PBPs; Hospital / Site-Level People Support; TMR; Talent & OE; Legal; People Operations; and other company People functions

External Stakeholders: External People, employment, or leadership partners supporting regional People priorities, where applicable

Experience:

• 8-10+ years of progressive Human Resources / People experience, including senior People Business Partner or regional People leadership roles in multi-site or field organizations
• Demonstrated experience advising operational leaders on workforce planning, staffing, talent, performance, organization effectiveness, and change
• Experience leading and developing People Business Partners or People teams across a distributed geography
• Strong working knowledge of team member relations, complaint triage, escalation, and partnership with specialized investigation or Legal teams
• Experience driving consistent company People processes and programs across multiple sites while adapting execution to local operating needs
• Ability to identify regional workforce and organizational trends, synthesize data and stakeholder input, and translate insights into practical actions
• Strong leadership, coaching, influence, communication, analytical, and change-management skills; healthcare, veterinary services, or similar multi-site services experience preferred

Education / Certifications / Licensing:

• Bachelor's degree in Human Resources, Business Administration, Organizational Development, or a related field; equivalent experience may be considered
• Advanced degree and/or HR certification (SHRM-SCP, SPHR, or equivalent) preferred

Physical Demands of the job:

Primarily sedentary work in an office, remote, or field environment, as applicable; may require travel (50-70%) and use of standard computer and office equipment.

Job requirements, including essential job responsibilities, key deliverables and outcomes, and success metrics, all subject to change based on business needs.

Compensation: $125,000 - $190,000 with opportunity for long term incentive

AIP: 20%

FSLA Status: Exempt