Senior Vice President, Human Resources

Senior Vice President, Human Resources

Medforth is seeking a hands-on SVP, Human Resources to lead its HR function and improve how HR supports employees, managers, and institutional leaders across multiple locations as the HR structure moves to a centralized shared service model. Reporting to the CFO, this leader will run day-to-day HR delivery, develop the HR team, resolve operating issues, and deliver measurable improvements in service, responsiveness, and cost effectiveness. The SVP will provide strategic and operational leadership for a centralized HR shared services model serving Medforth Global Education (MGE), Rocky Vista University (RVU), and St. George’s University (SGU), creating a scalable and service-oriented HR function that supports institutional success. The SVP will ensure that HR strategies, policies, and services align with each institution’s academic mission, strategic priorities, and operational requirements, while recognizing the unique needs of academic institutions.

The immediate priorities are implementing and refining the proposed HR operating model, supporting Workday go-live and stabilization, clarifying responsibilities across HR sub-functions, and establishing consistent execution across institutions and corporate operations. This is a hands‑on leadership role requiring someone who can set direction, work alongside the team, lead stakeholders through significant change, solve problems, and drive execution. Reporting into the SVP will be the leads for HRBPs, Talent, Total Rewards, and Operations/HRIS.

What the SVP will own

• HR service delivery: Stay close to day‑to‑day HR operations, step in to resolve service problems, and establish the service standards, processes, and accountability through which institutional HR and the Service Center deliver timely, consistent support.
• Operating model implementation : Lead the HR COE leaders and the transition to the centralized shared service model across campuses and locations, working to put the HRBP, Talent, Total Rewards, and HR Operations/Service Center sub-functions into operation; define and resolve handoff issues and establish clear accountability.
• Change Management and Communication : Lead change management for the new operating model and processes, bringing the HR team alongside institutional leaders through significant change and building adoption across institutions.
• Workday stabilization : Own HR processes, data quality, adoption, issue prioritization, and readiness for steady‑state operations. Work with IT and Finance to determine long‑term HRIS ownership and support; technical integrations remain with designated technical owners.
• Recruiting and talent : Build recruiting capability and workforce planning practices across institutions; establish harmonized performance management practices, leadership development, and succession processes that meet institutional needs.
• Compensation and benefits : Oversee compensation programs and benefits administration in partnership with Finance, Legal, and the Benefits Committee, within agreed authorities. Define the division of responsibility for benefits strategy and enterprise insurance.
• Employee and manager support : Provide accessible HR guidance, maintain fair employment practices, and refer matters requiring investigation to Legal. Ensure compliance with applicable employment laws, labor regulations, and local employment practices across all jurisdictions, in coordination with Legal and institutional leadership.
• HR team, budget, and vendors : Develop accountable HR leaders, manage staffing, budgets and vendors, address performance issues directly, and establish KPIs and baseline measures across locations to deliver measurable improvements in service quality, productivity, and cost.

What we are looking for

• Senior HR leader who has personally led implementation, shared service transition, and managed HR operations across multiple institutions or business units, balancing consistent enterprise processes with local operating requirements and regulatory differences. Must be willing to get into the details to solve problems. Comfortable with building processes and standards.
• Experience building effective HR business-partner, specialist/COE, and leading the transition to a shared-service arrangement, with practical accountability for execution.
• Demonstrated change management leadership haven taken stakeholders through an operating model change, process, and system changes, with the credibility to build trust and adoption across institutions with different cultures and ways of working.
• Strong working knowledge of recruiting, compensation, benefits administration, employee relations, and workforce data.
• Experience managing HR through Workday go-live, hypercare, or post-implementation stabilization, including consolidating many disparate HR systems and processes; technical integration expertise is not required.
• Ability to work across countries, employment arrangements, and regulatory environments; experience with employer-of-record (EOR) arrangements is valuable.
• Sound judgment, financial discipline, direct communication, and a track record of developing teams and delivering results. Experience in higher education, healthcare education, or another regulated service environment is helpful.

Priorities in the first 12 months

• Implement and embed the phased HR operating model with clear leaders, responsibilities, handoffs, and milestones.
• Maintain HR service continuity through Workday go-live and hypercare; improve issue resolution, data quality, and user adoption.
• Build recruiting capability, HR service delivery, manager support, and define KPIs, baselines, and service standards used to measure them.
• Assess HR team capabilities, stabilize critical roles, and establish a practical operating cadence with the CFO and institutional leaders.

Qualifications

• Education: Bachelor's degree in human resources, business administration, or a related field required; master's degree or relevant professional certification (SHRM-SCP, SPHR or equivalent) preferred.
• Experience: 15+ years of progressive HR experience, including 7+ years in a senior HR leadership role responsible for multiple HR functions, with direct ownership of a team, budget, and vendor management.

Work Environment

• Based in Great River, NY, with an on-site presence and flexibility for in-person engagement at all campuses and operating locations.
• Core business hours with flexibility to support campuses and locations in various time zones as well as business initiatives. Regular travel to institutions, campuses, and operating locations, estimated at 25% - 30% and heaviest during the first year of transition.

The anticipated salary range for this position is $275,000-$325,000 per year. The final salary offered may vary and will be determined based on factors such as job-related knowledge, skills, experience, location, and education of the successful candidate.

USS is an equal opportunity employer. As such, it is company policy to fill positions with qualified candidates regardless of race, color, sex (including sexual orientation and gender presentation), age, religion, ancestry, national origin, citizenship status, pregnancy, marital status, medical condition, genetic information, disability, status in the Uniformed Services of the United States (including veteran status) or status as a victim of domestic violence, except where there is a bona fide occupational qualification. This policy protects applicants and employees from discrimination in the hiring process.