Position Description:

The Vice President of Human Resources (VP of HR) provides senior-level leadership and guidance to the organization’s HR operations across a multi-site healthcare services environment. This role is both strategic and hands-on, responsible for designing and scaling HR programs that support rapid growth, operational excellence, and a consistent employee experience across diverse markets.

The VP of HR oversees all HR functions including talent acquisition and management, employee relations, compliance, compensation and benefits, learning and development, and culture. As a key member of the executive team, the VP partners closely with clinical and operational leaders to anticipate workforce needs, strengthen the employer brand, and create a differentiated culture rooted in the organization’s mission and values.

Core Responsibilities:

1.    Strategic Leadership

·        Partner with the executive leadership team to design and execute a scalable HR roadmap that aligns with growth goals and operational priorities.

·        Build scalable HR programs, systems, and policies that keep pace with company growth while maintaining a people-first culture.

·        Serve as a trusted advisor on organizational design, workforce planning, and leadership development.

2.    Build & Scale the HR Function

·        Establish a high-performing HR team with strong capabilities in talent acquisition, employee relations, compensation, benefits, and compliance.

·        Oversee full-cycle recruiting for both clinical and non-clinical roles, ensuring competitive strategies in a constrained healthcare labor market.

·        Implement high-impact onboarding, training, and leadership development programs that promote career growth, engagement, and retention.

·        Create scalable policies, processes, and systems that adapt to multi-state, multi-site operations.

·        Foster a culture of accountability, collaboration, and continuous improvement.

3.    Process Design & Operational Excellence

·        Architect and continuously improve compensation, benefits, and HR compliance across multiple states and regulatory environments.

·        Architect compensation, benefits, and HR compliance frameworks that meet regulatory standards across multiple states and healthcare settings.

·        Ensure compliance with all applicable federal, state, and local employment laws and healthcare regulations (including OSHA, HIPAA, FMLA, and state-specific requirements).

·        Leverage data and HR metrics (turnover, time-to-fill, engagement, diversity) to inform workforce strategy and continuous improvement.

·        Deploy modern HR technologies (ATS, HRIS, CRM, analytics platforms) to drive efficiency, consistency, and visibility across sites.

·        Create dashboards and reports that provide actionable workforce insights to executives and operational leaders.

4.    Culture & Engagement

·        Champion a best-in-class employee experience that reflects the organization’s mission, values, and patient-centered culture.

·        Lead employer branding initiatives in partnership with Marketing to position the organization as an employer of choice in healthcare.

·        Build pipelines of diverse, mission-aligned talent through innovative sourcing, community partnerships, and professional networks.

·        Ensure consistent employee engagement and cultural alignment across all sites, while respecting regional and local needs.

·        Develop recognition programs to celebrate clinical and operational contributions.

5.    Collaboration & Stakeholder Management

·        Partner with executive, clinical, and operational leaders to forecast workforce needs and align talent development strategies.

·        Coach and equip hiring managers to be effective talent evaluators and champions of organizational culture.

·        Serve as a bridge between frontline staff and leadership to strengthen engagement, communication, and trust.

·        Collaborate with Finance, Legal, and Compliance to ensure HR initiatives are aligned with broader organizational goals and risk management priorities.

Qualifications:

·        Bachelor’s degree in Human Resources, Business, or related field required; Master’s degree or HR certification (SPHR, SHRM-SCP) strongly preferred.

·        10+ years of progressive HR leadership experience, with at least 5 years in healthcare services or a high-growth, multi-site environment.

·        Proven ability to build and scale HR infrastructure during periods of rapid growth.

·        Deep understanding of healthcare workforce dynamics, including provider recruitment and regulatory compliance.

·        Demonstrated success using data and analytics to drive decision-making and improve outcomes.

·        Exceptional leadership, communication, and stakeholder management skills.

Working Relationships:

·        Direct Reports: HR Business Partners, Director of Talent Acquisition, Compensation & Benefits Manager, Payroll Manager.

·        Internal Stakeholders: Executive Leadership, Clinical & Operations Leaders, Finance, Marketing, Learning & Development, Compliance.

·        External Stakeholders: Vendors, search partners, community organizations, regulatory agencies, and professional associations.

Working Conditions:

·        Location: Denver, CO. 

·        Travel: Up to 10% for leadership meetings, recruiting events, and partnership development.

Salary: $210k-$225k base