Vice President Human Resources

Senior Vice President, Human Resources Operations Ideal Candidate Profile The ideal candidate is a highly visible, execution-oriented HR leader who is not afraid to dive into the details with a Health Care Background . They possess the strategic mindset to influence executive leadership while maintaining a hands‑on approach to managing daily HR operations, auditing processes, solving problems, and driving accountability. This individual leads by example, builds high-performing teams, and thrives in environments where both strategic vision and operational excellence are critical to success. The Senior Vice President, Human Resources Operations is a strategic and highly hands‑on leader responsible for driving the execution, efficiency, and continuous improvement of all HR operational functions. This role requires a true roll‑up‑your‑sleeves leader who is equally comfortable operating at both the executive and tactical levels. The SVP will actively oversee daily HR operations while developing scalable processes, delivering meaningful workforce analytics, and ensuring operational excellence across the organization. This individual will lead onboarding, employee relations, compensation and benefits administration, HR compliance, workforce analytics, HR systems, and service delivery, ensuring all HR functions support business objectives and provide an exceptional employee experience. The SVP will serve as a trusted advisor to executive leadership by delivering actionable reporting, workforce insights, and operational recommendations while maintaining direct involvement in the daily management, auditing, and oversight of HR operations. Key Responsibilities Executive Reporting & Workforce Analytics Develop and deliver comprehensive HR operational dashboards, workforce metrics, and executive reports that provide leadership with visibility into daily operations, workforce trends, compliance, turnover, employee engagement, and organizational performance. Analyze workforce data and leverage predictive analytics to support C‑suite decision‑making and business planning. Monitor key performance indicators and identify opportunities for process improvements and organizational effectiveness. HR Operations Leadership Provide hands‑on leadership for all HR operational functions, ensuring consistent execution, service excellence, and compliance. Actively audit HR processes, records, workflows, and team performance to ensure accuracy, efficiency, and adherence to company standards. Lead daily HR operations while driving long‑term strategic initiatives that strengthen organizational performance. In partnership with and under the oversight of the Chief Technology Officer, lead the evaluation, selection, implementation, optimization, and maintenance of HR technology platforms, including HRIS, applicant tracking systems, time and attendance systems, and workforce analytics tools. Ensure HR systems effectively support business needs, reporting requirements, and operational efficiency goals. Operational Excellence & Process Improvement Continuously evaluate and improve end‑to‑end HR processes, including onboarding, offboarding, employee lifecycle management, transfers, and organizational changes. Identify inefficiencies and implement scalable solutions that improve service delivery, employee experience, and operational effectiveness. Develop and maintain standard operating procedures and best practices across HR functions. Compliance & Risk Management Ensure compliance with all federal, state, and local employment laws and regulations. Maintain HR policies, procedures, and data governance practices that minimize organizational risk and support regulatory compliance. Lead internal audits and implement corrective action plans when necessary. Total Rewards Administration Oversee the administration and operational execution of compensation, benefits, leave programs, wellness initiatives, and incentive plans. Ensure accuracy, compliance, and a positive employee experience across all total rewards programs. Leadership & Team Development Lead, mentor, and develop HR operations teams, including HR managers, supervisors, time and attendance teams, and HR centers of excellence. Foster a culture of accountability, collaboration, continuous improvement, and customer service. Drive organizational change initiatives and support leadership development efforts throughout the organization. Qualifications Bachelor's degree in Human Resources, Business Administration, or a related field required. SHRM‑SCP, SPHR, or equivalent certification preferred. Minimum of 10 years of progressive Human Resources leadership experience, including significant HR operations responsibility. Proven experience leading large‑scale HR operations and driving process improvements in a complex, fast‑paced environment. Demonstrated success managing HR technology platforms, workforce analytics, compliance programs, and service delivery functions. Strong knowledge of employment laws, HR compliance, and HR operational best practices Strong business acumen with the ability to translate workforce data into actionable business recommendations. #J-18808-Ljbffr LHH