Vice President of Human Resources & Labor Skilled Nursing

Job Description

Job Description

Vice President of Human Resources & Labor – Skilled Nursing

Job Type: Full-time
Industry: Skilled Nursing / Long-Term Care / Healthcare

About the Role

We are seeking an experienced and strategic Vice President of Human Resources & Labor to lead human resources, workforce strategy, employee relations, and labor initiatives across our 15-facility skilled nursing organization .

This is a highly visible leadership position responsible for developing and executing the organization's overall people strategy while partnering closely with facility Administrators, Regional Leaders, and executive leadership.

The VP of HR & Labor will have a significant impact on recruitment, retention, staffing, employee engagement, labor costs, workforce planning, leadership development, compliance, and organizational culture across the portfolio.

The ideal candidate understands the unique workforce challenges of skilled nursing and long-term care and knows how to balance employee needs, regulatory requirements, operational priorities, and financial performance .

This is a hands-on executive role for an HR leader who enjoys being close to the operation and can move effectively between strategic planning and solving day-to-day workforce challenges.

Key ResponsibilitiesHuman Resources Leadership

• Develop and execute a comprehensive HR strategy aligned with the organization's operational and financial goals.

• Provide HR leadership and support to 15 skilled nursing facilities.

• Partner with executive leadership, Regional Leaders, and facility Administrators on workforce strategy and organizational priorities.

• Establish consistent HR policies, procedures, standards, and best practices across the organization.

• Serve as a trusted advisor to facility leadership on employee and workforce matters.

• Develop HR metrics and reporting to monitor organizational performance and identify trends.

• Ensure HR practices support a positive, accountable, and high-performing workplace culture.

Recruitment & Retention

• Develop and implement strategies to attract, recruit, and retain high-quality clinical and non-clinical employees.

• Partner with facility leadership to address staffing shortages and hard-to-fill positions.

• Develop workforce pipelines and recruitment partnerships with nursing schools, community organizations, staffing resources, and other talent sources.

• Establish best practices for recruiting, interviewing, onboarding, and orientation.

• Develop and implement employee retention strategies designed to reduce turnover.

• Analyze turnover trends and develop targeted action plans by facility, department, position, and market.

• Establish accountability for recruitment and retention results at the facility and regional levels.

• Monitor vacancy rates, time-to-fill, turnover, agency utilization, and other workforce metrics.

Labor Management

• Develop and implement strategies to effectively manage labor costs across the organization.

• Monitor labor utilization, overtime, agency usage, staffing levels, and productivity.

• Partner with Operations and Nursing leadership to identify opportunities to reduce unnecessary labor expense while maintaining appropriate staffing and quality of care.

• Develop labor-management strategies that support both employee engagement and operational performance.

• Analyze staffing and labor trends across facilities and identify opportunities for improvement.

• Establish labor-related goals and performance metrics for facility leadership.

• Support facilities in developing effective staffing plans and workforce budgets.

Employee Relations

• Provide guidance and leadership on complex employee relations matters.

• Partner with facility leaders regarding performance management, disciplinary actions, investigations, workplace conflicts, and employee complaints.

• Ensure consistent and fair application of organizational policies.

• Investigate significant employee relations issues and recommend appropriate action.

• Develop leadership capabilities around coaching, documentation, accountability, and difficult conversations.

• Help foster a culture of accountability, professionalism, respect, and teamwork.

Compliance & Risk Management

• Ensure compliance with applicable federal, state, and local employment laws and regulations.

• Maintain knowledge of employment regulations affecting skilled nursing and healthcare organizations.

• Oversee HR compliance practices, including personnel files, employment documentation, wage and hour requirements, workplace policies, and required postings.

• Partner with legal counsel and outside HR resources when appropriate.

• Support facilities during regulatory surveys, audits, investigations, and other compliance activities related to workforce practices.

• Develop and maintain appropriate HR policies, procedures, and employee handbooks.

• Monitor organizational risk related to employment practices and recommend mitigation strategies.

Leadership Development

• Develop leadership training and development programs for Administrators, Directors of Nursing, department heads, and other leaders.

• Create tools and resources to strengthen leadership effectiveness and employee engagement.

• Establish management development and succession planning initiatives.

• Identify high-potential employees and develop career pathways within the organization.

• Coach facility leadership on effective communication, employee engagement, accountability, and retention.

Culture & Employee Engagement

• Develop initiatives that strengthen employee engagement, morale, recognition, and organizational culture.

• Partner with facility leaders to create positive work environments.

• Establish employee recognition and engagement programs.

• Monitor employee satisfaction and engagement trends.

• Develop strategies to improve communication between leadership and employees.

• Promote organizational values and a culture centered on residents, employees, teamwork, accountability, and service.

HR Systems & Infrastructure

• Evaluate and improve HR processes, systems, and technology.

• Ensure accurate and timely HR reporting across the organization.

• Establish standardized HR workflows and processes across all facilities.

• Partner with payroll and finance to ensure accurate workforce data and reporting.

• Utilize HR analytics to support business decisions and identify workforce trends.

• Evaluate HR vendors, benefits providers, recruiting resources, and other external partners.

Benefits & Compensation

• Oversee compensation and benefits strategy in partnership with executive leadership and external providers.

• Conduct market analysis to ensure compensation remains competitive.

• Develop compensation strategies designed to attract and retain key positions.

• Monitor benefit costs and employee participation.

• Support annual compensation reviews and organizational pay initiatives.

Qualifications

• Bachelor's degree in Human Resources, Business Administration, Healthcare Administration, or a related field required; master's degree preferred.

• SHRM-SCP, SPHR, or similar HR certification preferred.

• 8+ years of progressive HR leadership experience.

• Previous multi-site HR leadership experience strongly preferred.

• Healthcare, skilled nursing, long-term care, senior living, hospital, or other healthcare experience strongly preferred.

• Demonstrated experience managing employee relations, recruitment, retention, labor strategy, and HR compliance.

• Experience leading HR initiatives across multiple locations.

• Strong understanding of healthcare workforce challenges and labor markets.

• Experience managing HR metrics, workforce analytics, and labor costs.

• Strong knowledge of employment laws and HR best practices.

• Demonstrated ability to partner effectively with senior executives and operational leaders.

• Strong communication, leadership, negotiation, and problem-solving skills.

• Ability to travel between facilities as needed.

Ideal Candidate

The ideal candidate may currently be a:

• Vice President of Human Resources

• VP of Human Resources

• Vice President of HR

• Chief Human Resources Officer (CHRO)

• Regional Vice President of Human Resources

• Regional HR Director

• Senior HR Director

• Director of Human Resources

• Regional HR Business Partner

• Healthcare HR Executive

• Long-Term Care HR Executive

• Senior HR Business Partner

Candidates with experience overseeing HR for a multi-site skilled nursing, long-term care, senior living, hospital, or healthcare organization are strongly encouraged to apply.

What Success Looks Like

Success in this role will be measured by the organization's ability to:

• Improve employee retention and reduce unnecessary turnover.

• Strengthen recruitment pipelines and reduce vacancies.

• Reduce reliance on agency staffing and excessive overtime.

• Improve workforce stability across facilities.

• Maintain strong employee relations and HR compliance.

• Develop stronger facility-level leadership.

• Establish consistent HR practices across all 15 facilities.

• Improve employee engagement and organizational culture.

• Effectively manage labor costs while supporting quality resident care.

• Build a strong internal pipeline of future leaders.

What We Offer

• Executive-level leadership opportunity within a growing skilled nursing organization.

• Significant influence over workforce strategy across 15 facilities.

• Direct partnership with executive and operational leadership.

• Opportunity to build and implement a comprehensive HR and labor strategy.

• Competitive compensation and benefits.

• Professional growth and leadership development opportunities.

• Collaborative, results-oriented leadership environment.

• Opportunity to make a meaningful impact on employees, residents, and organizational performance.

Apply Today

If you are an experienced healthcare HR leader who understands the complexities of skilled nursing, workforce management, employee relations, and labor strategy, we invite you to apply.

This is an opportunity to build a people strategy across an entire 15-facility organization while working directly with the leaders responsible for delivering high-quality care every day.