Senior Vice President, Human Resources

St. George's University•Great River, NY

10d•Onsite

About The Position

Medforth is seeking a hands-on Senior Vice President of Human Resources to lead its HR function as it transitions to a centralized shared services model. Reporting to the CFO, the SVP will oversee day-to-day HR delivery, develop the HR team, resolve operating issues, and improve service, responsiveness, and cost effectiveness across Medforth Global Education (MGE), Rocky Vista University (RVU), and St. George’s University (SGU). The role will align HR strategies, policies, and services with each institution’s academic mission and operating requirements while accounting for the distinct needs of academic institutions. Immediate priorities include implementing and refining the HR operating model, supporting Workday go-live and stabilization, clarifying responsibilities across HR sub-functions, and establishing consistent execution across institutions and corporate operations. The SVP will lead HR service delivery; implement the centralized operating model; manage change and communication; oversee HR process, data quality, adoption, issue prioritization, and steady-state readiness for Workday; strengthen recruiting and talent practices; oversee compensation and benefits administration; support employees and managers; and manage the HR team, budget, vendors, and service performance measures. Technical integrations remain with designated technical owners. The role is based in Great River, New York, with an on-site presence and flexibility for in-person engagement across campuses and operating locations. It involves core business hours, flexibility to support locations in different time zones and business initiatives, and regular travel estimated at 25%–30%, heaviest during the first year of transition. The anticipated salary range is $275,000–$325,000 per year; the final offer may vary based on job-related knowledge, skills, experience, location, and education.

Requirements

Bachelor’s degree in human resources, business administration, or a related field required.
At least 15 years of progressive HR experience.
At least 7 years in a senior HR leadership role responsible for multiple HR functions.
Direct ownership of a team, budget, and vendor management.
Personal experience leading HR implementation, shared service transition, and HR operations across multiple institutions or business units.
Experience building effective HR business-partner and specialist/center-of-excellence functions and leading transition to a shared-service arrangement, with practical accountability for execution.
Demonstrated change management leadership through operating-model, process, and system changes, including building 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 disparate HR systems and processes; technical integration expertise is not required.
Ability to work across countries, employment arrangements, and regulatory environments.
Sound judgment, financial discipline, direct communication, and a track record of developing teams and delivering results.
Willingness to work hands-on and get into details to solve problems, build processes, and establish standards.
On-site presence in Great River, NY, flexibility for in-person engagement at campuses and operating locations, and regular travel estimated at 25%–30%.

Nice To Haves

Master’s degree.
Relevant professional certification such as SHRM-SCP, SPHR, or equivalent.
Experience with employer-of-record (EOR) arrangements.
Experience in higher education, healthcare education, or another regulated service environment.

Responsibilities

Lead day-to-day HR service delivery, resolve service problems, and establish service standards, processes, and accountability for timely, consistent support.
Lead HR centers of excellence and implement the centralized shared services operating model across campuses and locations.
Put HR business partner, Talent, Total Rewards, and HR Operations/Service Center functions into operation; clarify handoffs and accountability.
Lead change management and communication for the new operating model and processes, building adoption across institutions.
Own HR processes, data quality, adoption, issue prioritization, and readiness for steady-state Workday operations; work with IT and Finance on long-term HRIS ownership and support.
Build recruiting capability and workforce planning practices across institutions.
Establish harmonized performance management practices, leadership development, and succession processes suited to institutional needs.
Oversee compensation programs and benefits administration in partnership with Finance, Legal, and the Benefits Committee, within agreed authorities.
Define responsibility for benefits strategy and enterprise insurance.
Provide accessible HR guidance and maintain fair employment practices; refer matters requiring investigation to Legal.
Ensure compliance with applicable employment laws, labor regulations, and local employment practices across jurisdictions, in coordination with Legal and institutional leadership.
Develop accountable HR leaders, manage staffing, budgets, and vendors, and address performance issues directly.
Establish KPIs and baseline measures across locations to improve service quality, productivity, and cost.
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 while improving issue resolution, data quality, and user adoption.
Build recruiting capability, HR service delivery, and manager support; define KPIs, baselines, and service standards.
Assess HR team capabilities, stabilize critical roles, and establish an operating cadence with the CFO and institutional leaders.